Online learning is taking our nation by storm and changing the face of education forever. By 2014 we are projected to have 10 million students taking at least one online class (Nagel, 2009). The online revolution is one of the greatest changes the field of education has seen in the last 25 years (Greenway & Vanourek, 2006). This major shift in education also represents a major shift in how our teachers are prepared and what great teaching looks like in online settings. The online classroom is distinctly different than the brick-and-mortar classroom, and success in the classroom does not necessarily translate into the online environment (Watson, Murin, Vashaw, Gemin, & Rapp, 2011). Our students deserve the best online teachers to ensure the potential of online learning is fulfilled (Cavanaugh, Gillan, Kromrey, Hess, & Blomeyer, 2004). Top quality online teachers are those who have mastered or can demonstrate the ability to quickly learn the specific skills of technology, online instructional design and delivery, communication, and online learning professional development. This study will explore and analyze the impact of the website K-12 Online Staffing Solutions on the recruitment, hiring, and induction practices for K-12 online administrators. Using the research and development research model, developed by Borg and Gall (1989), the website will undergo a series of qualitative feedback and product revision cycles with participants. The results of the study showed that the website tool was easy to use and impacted the practice of virtual school administrators in Oregon. The results have implications beyond virtual charter schools in Oregon. Online learning is growing and administrators need practical, accessible, and research based tools to successfully meet the need for online K-12 options.

Thesis (MPA.) -- University of Limpopo, 2017 / In the pre-democratic era, recruitment and selection practices in South Africa were generally based on segregationist policies and legislation that reserved most skilled jobs for white employees. The post 1994 Constitution brought a new dimension by introducing principles that promote fair, non-bias, objective and equitable recruitment. The motivation is derived from section 195 1 (i) of the Constitution of Republic of South Africa of 1996 which states that employment of personnel should be fair, without prejudice, objective and should represent the demographics of South Africa. Section 195 (i) stipulates that the employment of personnel should be “…based on ability, objectivity, fairness, and the need to redress the imbalance of the past…”. The Public Service Act 103 of 1994, section 11 stipulates that in the filling of posts in the public service due consideration must be given to democratic values and principles, and appointments should be based on qualifications, skills and competencies. Furthermore, the Public Service Regulation 2001 states that the persons who are recommended for appointment in a position must have the necessary skills and competencies, and that the process must be fair and unbiased. Equally, the Employment Equity Act (1998) prohibits discrimination in employment that is based on race, gender, religion, nationality, disability, etc. Within this context, the aim of the study was to determine if the Mpumalanga Department of Human Settlements adheres to ethics in its recruitment and selection processes as stipulated by various legislations. The ethics would include recruiting and selecting people with relevant qualifications, skills, and competencies in a fair and unbiased manner by following the right procedures. Relying on a mixed methods research design, the study used interviews and questionnaires to elicit data from 50 employees in the Mpumalanga Department of Human Settlements. The study found that the MDHS had policies and strategies to promote ethics in its recruitment and selection processes; although these were hampered by weak implementation efforts. Incidents of favouritism, nepotism, political interference and lack of confidentiality were experienced in recruitment and selection of employees. In some cases, appointed candidates lacked the necessary skills and qualifications. Given this, it was recommended, inter alia, that implementation of ethics policies and strategies should be improved to ensure integrity and compliance in recruitment and selection processes within the MDHS environment.

The prospective student-athletes’ use of an online recruiting platform to seek college scholarships has become a norm. College coaches recruit prospective-student athletes often using tools like global personal contacts, on-site recruiting, and online recruiting platforms. Online recruiting platforms offer several services and vary in price. This study examines female student-athlete golfers’ use of the online recruiting platform to seek scholarships from a global perspective. Previous research suggests that prospective student-athletes prefer online recruiting platforms while college coaches often use other outlets which can lead to miscommunication and lost opportunities. The services, price, and usability of 20 sports online recruiting platforms in the United States were examined to find out what is offered to prospective-student athletes. Interviews of NCAA Division I collegiate coaches were conducted to examine the most common recruiting tools used by the coaches and their opinions of the use of online recruiting platforms.

Магистерская диссертация состоит из введения, двух глав, заключения, библиографического списка, приложений. В теоретической части представлены основные понятия, теории рекрутинга. В практической части описывается общая характеристика исследуемой организации, проведено исследование рекрутинговых процессов для создания кадрового резерва на предприятии. На основе полученных данных разработана программа оптимизации рекрутинговых процессов. В заключении подведены итоги в соответствии с поставленными задачами. / The master's thesis consists of an introduction, two chapters, a conclusion, a bibliographic list, and appendices. The theoretical part presents the basic concepts, the theory of recruiting. The practical part describes the general characteristics of the organization under study, a study of recruiting processes to create a personnel reserve at the enterprise was carried out. Based on the data obtained, a program for optimizing recruiting processes was developed. In conclusion, the results are summarized in accordance with the tasks set.

Political participation is a vital part of modern democracies which can be described as a way to convey the interests and the preferences of citizens and exert pressure on the government to align with the will of the citizens. For this sake it could be considered a democracy problem that citizens participate to varying extents, where people living in disadvantaged areas participate to a lesser extent compared to people in areas with a higher degree of resources. This study sets out to investigate the reasons behind this reality, using the components of the Civic Voluntarism Model as explanatory factors behind political participation within areas of different resource levels and comparing the finding between the areas to see which factors matter the most depending on the area. The research questions used are (1) Which effect do resources, motivation and recruiting network have on political participation in disadvantaged areas, and (2) Do the effects differ between disadvantaged areas and other areas? The questions will be answered using logistic regression on a data set from the 2021 SOM-survey in Gothenburg. The results show that the Civic Voluntarism Model has a higher degree of explanation in disadvantaged areas and that the factor showing the strongest degree of explanation is being a member of a local association, especially in disadvantaged areas. Some of the results are however contradictory to previous research, which gives rise to a discussion whether quantitative methods are appropriate for understanding participation – and the lack thereof – or if this needs to be further examined using qualitative methods. Keywords:

No description available.

No description available.

The marriage and family therapy profession is comprised mostly of European-American clinicians. Although all academic programs accredited by the American Association for Marriage and Family Therapy (AAMFT) are required to demonstrate effort in recruiting African-American students, these efforts do not appear to be successful. This study was designed to provide suggestions for recruiting and supporting African-American students in marriage and family therapy programs based on perceptions of faculty and current African-American students. Data for this study are based on survey questionnaires received from 25 of 29 directors of AAMFT accredited academic programs and telephone interviews followed by survey questionnaires completed by 15 of the 20 African-American graduate students enrolled in these programs during the 1989-90 academic year. Results indicated that African-American students and faculty are grossly under represented in these programs. Many current African-American students report feeling isolated, alienated and lonely, as well as disappointed with the lack of African-American peers and faculty in their program. Specific suggestions are offered by students and faculty for improving recruitment and retention of African-American students. Suggestions for improving program sensitivity to cultural and racial issues which may impede the full integration of the African-American student into the academic program and the profession are also offered. / Master of Science

Thesis (MA (Industrial Psychology))--University of Stellenbosch, 2008. / The survival of an organisation in a global competitive business environment depends on its survival skills (e.g. adaptability, flexibility and innovativeness), which is situated within its human resources. Hence, the recruitment function’s role is critical, since it is responsible for the procurement of key intellectual capital that could equip the organisation with a competitive advantage. However, against the accelerated growth of the Internet combined with global competition, traditional recruitment methods are increasingly failing to rise to the challenge of securing key intellectual capital, due to being too time consuming and expensive. Consequently, organisations are progressively turning to online recruitment (which does not refer to one specific technique, but rather several different Internet tools that can be employed as a recruitment method, such as organisational websites, specialised job sites, media websites or newsgroups). However, the presence of an organisational website that advertises vacancies is not sufficient to guarantee its success as a recruitment method. Hence, it is vital to gain an understanding of website recruitment, as well as how to maximise the website’s effectiveness and ability to facilitate successful online applicant behaviour (SOAB), in order to harness its full potential as a recruitment method, able to secure key intellectual capital. For the purpose of this study, SOAB refers to potential applicants (i.e. job seekers entering an organisational website in search of employment opportunities) being able to browse the website without any difficulty and obtain relevant and sufficient information concerning the organisation and its listed vacancies. In addition to enabling potential applicants to assess whether he/she will be able to fit, perform and accelerate in the work climate and culture of the organisation (i.e. decide whether he/she would like to work for the organisation), a website that facilitates SOAB, should also enable potential applicants to contact the organisation to address additional information needs. In essence, this study comprises of three phases and centres on the identification of website content- and usability design benchmarks that should contribute to a website’s ability to facilitate SOAB. By means of a comprehensive literature review, it is argued that the content- and usability design are vital contributing factors to a website’s ability to facilitate SOAB. It is also proposed that the effectiveness of the website as a recruitment method is, to a certain degree, linked to the effectiveness of the alignment of an organisation’s online recruitment strategy with the five stages of potential applicants’ job decision-making process (i.e. the recognition of an employment need, search for career related information, evaluation of career alternatives, identification and acceptance of employment and post-choice evaluation). Phase one, entails the identification of website content- and usability design benchmarks and culminates with the development of the Website Benchmarks Checklist. Phase two, which constitutes the overall purpose of this study, entails an audit of the sample of the ‘best’ SA employers’ (drawn from a survey conducted by the Corporate Research Foundation, 2005) websites. The primary aim is to determine the extent to which the sample’s website design incorporates the identified benchmarks. However, the quality of potential applicants’ interaction with a website (i.e. informative content being communicated in an effective, efficient and satisfactory manner), greatly influences their perception of the organisation’s image, its attractiveness as an employer, as well as their intention to pursue employment within the organisation. Hence, the third phase of the study entails the subjective evaluation of three websites (selected from the audited sample), by a sample of potential applicants. Throughout the study, the empirical tests conducted were descriptive in nature and utilised survey research methods to acquire the required data, related to the specified goals and objectives that encapsulate the aim and purpose of this study. The results obtained provided valuable insight into website design benchmarks that should assist potential applicants in their job decision-making process, increase a website’s ability to facilitate SOAB and maximise its effectiveness as a recruitment method responsible for securing key intellectual capital. In addition to revealing that the majority of the sample employs its website as a recruitment method, the audit results also indicated that although a high level of adherence existed concerning the sample’s incorporation of the usability design benchmarks. However, a notable difference that ranged from very little to relatively high existed with regards to the extent to which the sample’s website design adhered to the content design benchmarks. The subjective evaluation of the three websites by potential applicants revealed that in addition to being critical contributors to the quality of their interaction with a website, the content- and usability design also had a profound impact on their assessment of the websites. Finally, the results also showed that a similarity existed between potential applicants’ subjective evaluation and the extent to which the design of the three websites adhered to the recommended benchmarks (audit results).

The aim of this research was to determine the factors that influence retention of personnel at Cor Jesu College in the Philippines and establish guidelines for effective staff retention. A qualitative research design involving the descriptive sample survey method to collect data by means of self- administered structured questionnaire was adopted. The sample consisted of 70 Cor Jesu personnel. The information was statistically analysed with the aid of a computer after which it was interpreted. Results indicated that teachers were not satisfied with their jobs and that their retention was affected by several aspects of their work. Working conditions emerged as the major source of dissatisfaction while interpersonal relations were a principal retention factor. / Educational Studies / M.A. (Education Management)