Sammanfattning Titel: Vilka egenskaper värdesätter rekryterare inom komplex tjänsteförsäljning? – En studie genomförd med personlighetsverktyget ”The Big-Five” Nivå: C-uppsats i ämnet företagsekonomi Författare: Philip Grabert och Philip Sandberg Handledare: Jonas Kågström Nyckelord: Big Five, recruiters, sales recruiters, recruitment matching, recruiting methods Datum: 2018 – Maj Syfte: Syftet med denna studie är att beskriva och analysera vilken personlighetsprofil enligt Big-Five teorin, som rekryteringsansvariga verksamma inom komplex tjänsteförsäljning söker. Ansats/Metod: Studien utgår från en kvantitativ metod som via insamling av data från ett deduktivt förhållningssätt utgår från en positivistisk förutsättning. Det empiriska materialet har samlats in från webbenkäter, som skickades ut till 144 rekryterare över hela Sverige. Genom att tillämpa statistikprogrammet SPSS kunde insamlad data resultera i en deskriptiv analys, faktoranalys samt en klusteranalys. Teori: Den teoretiska utgångspunkten är baserad på teori kring rekrytering i allmänhet och forskning kring femfaktorteorin. Där fokus läggs på vilka faktorer som leder till en lyckad rekrytering och vad rekryterare inom fastighetsmäklarbranschen söker. Resultat & Analys: Studiens analyserade material visar att rekryterare i branschen använder sig först och främst av traditionella rekryteringsmetoder och prioriterar underrepresenterad grupp. Personlighetsprofilen som rekryteringsansvariga söker inom fastighetsmäklarbranschen innefattar ett högt värde på extraversion, conscientiousness, agreeableness och openness. Uppsatsens bidrag: Studien ska öka kunskapen och förståelsen för vilken personlighet som rekryterare i fastighetsmäklarbranschen söker samt vilka faktorer som en rekryterar tittar på först. Studien ska även ge ett bidrag till liknande säljbranscher eftersom studien kan fylla forskningsgapet huruvida det finns en personlighetsprofil som rekryteringsansvariga inom komplex tjänsteförsäljning söker.

Doctor of Philosophy / Department of Psychological Sciences / Patrick Knight / Recruiters and recruitment materials can signal to job seekers certain aspects of the organization which may affect how attractive the organization appears as a potential employer (signaling theory; Rynes, Bretz, & Gerhart, 1991). Some signals received during recruitment can indicate that social-based inequalities and hierarchies may exist (social dominance theory; Sidanius & Pratto, 1999). It is possible that women might perceive themselves as part of a subordinate group in fields where they are underrepresented, such as the areas of science, technology, engineering, and mathematics (STEM). The current research examines participant gender and the effects of using traditionally feminine words, masculine words, or neutral words in recruitment material on participants’ ratings of STEM program attractiveness and perceptions of institutional belonging. Furthermore, one’s goal orientation can influence the type of goal one is attracted to and whether it will be adopted; the current research looks at the effects of one’s goal orientation and how that is related to the person’s efficacy regarding STEM recruitment materials (Elliott & Dweck, 1988). Additionally, a goal orientation intervention was conducted in an attempt to influence participants’ situational learning goal orientations and measured efficacy. While the gendered wording of the recruitment material did not influence participants’ ratings of attraction and perceived belongingness, women rated the STEM recruitment material as more attractive than men. Additionally, participants’ learning goal orientation was found to have a significant influence on their measured efficacy. The results of this research have implications for recruiting female applicants to STEM programs/careers and suggestions for organizational interventions and best practices in order to positively affect job outcomes.

Thesis submitted in fulfilment of the requirements for the degree Master of Technology: Human Resource Management in the Faculty of Business at the Cape Peninsula University of Technology / This research examines staff perceptions of the recruitment and selection processes in a tertiary education setting in South Africa. It aims to determine if there is a correlation between these perceptions and the productivity of staff. The benefit of this research lies in the fact that tertiary education institutions are at the last rung of the ladder of any nation’s human capacity development initiatives. Thus, if the processes by which they recruit and select their staff are perceived to be flawed, the consequences in the fulfilment of their afore-mentioned mandate would be compromised. There are many tertiary educational institutions in the Western Cape province of South Africa. These include traditional universities, comprehensive universities, a university of technology and FET colleges. This study focuses on one particular tertiary institution in the Western Cape. Due to the position taken by the institute in the current study on privacy issues, the said institution will be referred to as “Institution X”. The research adopted a quantitative data collection and analysis approach because it was deemed to be the most effective, objective and unobtrusive in the circumstance. Data was collected from the population of academic and non-academic staff of an identified faculty within a campus of the institution. The population of this study was 370 staff and the actual sample size represented 30% of the population. Unfortunately the final actual sample size was 106 and not 111 as originally planned. The sample technique that was used for this study was a systematic sample. Therefore, every tenth name on the list that represented the population was selected. The data collection instrument was a researcher-developed, self-administered questionnaire (a Likert-type attitude scale). Ethical clearance was obtained from the institution. Furthermore, a clear statement of informed consent was contained in the questionnaire that was distributed to participants, in addition to clear instructions on how to complete the questionnaire with assurances of strict anonymity and confidentiality of the process. The research revealed that there is a relationship between employee perceptions of recruitment and selection and organisational productivity. Further studies can be initiated to investigate what strategies may be used for recruitment and selection in order to increase productivity, ways in which tertiary educational institutions can increase productivity using recruitment and selection processes and identify challenges and benefits of recruitment and selection processes with regard to productivity. Further studies can also evaluate the impact of recruitment and selection processes on an institution of higher learning.

M. Phil.

The problem of this study concerned the marketing strategies utilized by public community colleges, public and private colleges and universities for the nontraditional student in Texas. Subjects of this study consisted of 101, or 78.9 percent of the original population of 128 regionally accredited colleges and universities in Texas as listed in the Educational Directory, Colleges & Universities, 1980-81. Out of original subpopulations of 56 public community colleges, 48, or 85.7 percent; 26, or 76.5 percent of the 34 public colleges and universities; and, 27, or 71.1 percent, of the 38 private colleges and universities surveyed participated in the study. Contact persons for the study were primarily public relations officers.

Doctor of Philosophy / Department of Secondary Education / Steven R. Harbstreit / John Deere Corporation sponsors 16 schools within the United States that are designed to educate students to become future agricultural equipment technicians. At the time of this study, the schools’ enrollments were at a less-than desirable level, 80% capacity. However, the company was receiving feedback that dealerships needed technicians. The need to determine the disparity between the need for technicians and the level of enrollment led to the pursuit of this study. The researcher sampled 306 John Deere agricultural service managers across the continental United States to determine: (a) if the dealerships truly needed technicians, (b) the methods dealerships were using for locating technicians, and (c) the service managers’ perceptions of the John Deere (JD) Ag Tech program. The study also analyzed the relationships between the service managers’ perceptions of the JD Ag Tech program and five independent variables: (a) number of technicians employed at John Deere dealerships, (b) number of stores dealer-organizations own, (c) distance between John Deere dealerships and the closest JD Ag Tech school, (d) number of JD Ag Tech students John Deere dealerships have sponsored, and (e) service managers’ age. The results of the study indicated that John Deere service managers did plan to hire technicians over the next 12 months as well as over the next three years. However, it was also determined that 60% of the service managers were only somewhat knowledgeable or unfamiliar with the JD Ag Tech Program. For the service managers that had experienced sponsoring JD Ag Tech students, those service managers were satisfied with the JD Ag Tech graduates. The researcher’s recommendations focused upon two areas. The first was to improve the marketing of the JD Ag Tech program to insure that all John Deere service managers become familiar with the program. The second recommendation was to focus on improving the “student” component of the partnership, by recruiting the students earlier in their high school careers, and having the partners work together to target high caliber students.

M.Ed. (Educational Management) / Please refer to full text to view abstract

Masters in Public Administration - MPA / The aim of the study was to investigate why it was deemed necessary to train and localise the public and private sectors by the Swaziland government. The efforts began shortly before Swaziland attained independence in 1968. Many of the initiative to localisation started in pre-colonial Swaziland in 1966 leading to independence. The study also examined the drawbacks to training and localisation and how these were overcome. Swaziland inherited and was strongly dependent upon a strongly entrenched cadre of top-level public service and private administrators who were expatriates. The study also examined how far localisation has gone to date. / South Africa

The aim of this research is to investigate the factors identified as significant in increasing the retention of medical doctors employed in Port Elizabeth hospital complex (PEHC) in the Eastern Cape, South Africa. Medical practitioners of PEHC are providing the needed critical clinical services and are believed to be the strength of tertiary health services in the Eastern Cape, providing world class treatment to the public. Recruitment and retention of talented medical practitioners, then, is in the best interests of the Department of Health. Demotivated staffs are more likely to leave their jobs for better opportunities, and therefore efforts must be geared towards retaining them. This research investigates the independent factors identified. They include the management style, risk exposure, the working environment, the work overload, and the benefits associated with retaining of medical practitioners in PEHC. The results of this study revealed that the following factors influence the talent management and retention of doctors in the hospital complex: a management style that appreciates and recognises staff, a risk-free work environment, a flexible and balanced life, a reasonable work load, and the attitude of immediate supervisors. The results of this study will add to the guidelines and retention strategies already in place by the Department of Health, Eastern Cape. The senior management and policy makers could use the recommendations revealed in this study for an efficient human resources policy. However, future research still needs to be done in the area of providing employment for spouses of members of staff especially on the reward system and the recognition of employees in the organization.

The aim of this study was to establish new strategies on how redeployment of teachers should be conducted and enable teachers to adapt to the redeployment process, especially in Port Elizabeth schools. This investigation was set within both qualitative a quantitative framework. Five schools where some of teachers were affected by redeployment in Port Elizabeth were investigated. Purposive sampling was used for selecting the respondents for this study and also for selecting these five schools. Questionnaires and interviews were used for the collection of data. The aim of the study was to investigate the impact of redeployment of teachers in Port Elizabeth schools. The findings revealed that there is needs to upgrade the qualification of the teachers, that effective human resource planning should result in the involvement of teachers when decision making takes place, especially issues that affect them directly such as iv redeployment and that provincial Department of Education and teachers organizations like South African Democratic Teachers Union (SADTU), National Professional Teachers Organization of South Africa (NAPTOSA), South African Teachers Union (SATU) should work closely in the area of redeployment. This topic is useful for all who are in the teaching profession, whether as redeployed teachers or as practicing professionals. A number of conclusions and recommendations, in line with the findings of the study were made. Recommendations on how redeployment of teachers could be conducted in Port Elizabeth schools were presented. An attempt has also been made to include items that are of special interest to South African teachers in general and Port Elizabeth teachers in particular.