Much has been done to promote the use of management techniques designed to develop human resources within the business enterprise. Unfortunately, most of these procedures are applied after the individual has become an employee of the firm. Similar management techniques are needed for the proper recruitment and placement of each new employee. A major source of employee dissatisfaction and turnover lies in the incapacity of some jobs to satisfy the aspirations and job values of certain types of employees. Therefore, one key to employment stability for the college graduate is the relative compatibility between his job values and the capacity of the job to provide fulfillment for those aspirations. Much needs to be done in the areas of predicting the job values of a college senior and matching the individual graduate with that job which is most apt to provide a productive and meaningful career. The purpose of this study is to investigate the relationships between grade point averages, job values, and career decisions as perceived by the Ma3 1973, graduating seniors of the College of Business Administration at North Texas State University, their professors, and their employment recruiters. The students provided background data such as grade point average, SAT scores, and marital status in addition to Likert-type rankings of family experiences and job values. The professors also provided rankings of their job values. Those employers who had interviewed seniors through the Business Employment Services office during the spring semester of 1973 ranked the same job values and selected student characteristics in accordance with the emphasis placed upon them during recruitment. Significant relationships were identified through the calculation of product-moment correlation coefficients. Comparisons were made utilizing t-tests of significance.

The work deals with the theme of motivation to serve in the Czech armed forces among the professional soldiers after the experiences with the transformation of the rescue battalions. The author talks about the influences which may change the motivation of extended active duty with the Czech armed forces. The work reacts to problems of the armed forces with the adequate human resources necessary for its operation and development which becomes very wide in these days. Besides the recruiting of new professionals, author sees the main point in the retention and condition of the stuff and its better use. Studying the genesis of the problems, author uses analyzes of the reformation process of armed forces its professionalization and practical experiences from the transformation of the rescue battalions from the year 2008. From the sources mentioned above and theoretical knowledge about motivation author presents and search the main motivation factors which influence leaving or extending the career of the professional soldiers in the Czech army. Author studies the literature, experiences and other sources. This work tries to offer concrete provisions, which may help to increase this motivation and which are useful with the tools of public and social politics.

This qualitative case study examined the recruitment and hiring practices of an urban district. Participants in this study included five district-level, human resource staff members and six campus principals. Data collected and analyzed including audio recordings of semi-structured interviews of each participant and documents at the district and campus levels used during the recruitment and hiring processes. The findings suggested that there is evidence of the district's use of the fit theory and culturally relevant pedagogy, and there is potential value in uniting and using both theories to identify and hire culturally responsive teachers. Findings also suggested that some tenets of both theories overlap, and some were more evident and more valued in the district processes than others. Since urban schools tend to experience significant staffing challenges and require teachers who are more culturally responsive, this study has the potential to help district and campus leaders examine their current hiring practices and establish stronger connections to the fit theory and culturally relevant pedagogy tenets.

This master thesis deals with employee fluctuation in the selected manufacturing company. In its first part, it explains theoretical concepts associated with employee fluctuation, the ways to measure it, the most common reasons causing employees to leave, and associated costs to the company. The theoretical findings are used in the next part of the thesis to analyse and examine a particular situation in the selected company. The final part contains suggestions for improving identified problems to reduce fluctuation.

Cette thèse porte sur la méthode de marquage métabolique de glycanes. Elle consiste à utiliser des monosaccharides modifiés pouvant être métaboliquement introduits sur la membrane externe des cellules. Deux cibles ont été choisies, les bactéries Legionella pneumophila, et des cellules eucaryotes (lignée cellulaire du cancer de la prostate, PC3).Différents analogues saccharidiques ont été synthétisés pour les deux cibles portant différents rapporteurs chimiques, notamment des fonctions azoture, alcyne terminal, alcène terminal, cyclopropène et cétone. Une voie de synthèse commune a été développée mettant en jeu des dérivés d’esters de N-hydrosuccinimide et des dérivés saccharidiques amino, tels que la D-mannosamine, la D-galactosamine et le L-fucose pour les cellules eucaryotes et des analogues d’un précurseur de l’acide légionaminique pour les bactéries Legionella pneumophila.Des essais de marquages métaboliques de glycanes ont été effectués sur Legionella pneumophila. Pour cela, différents dérivés saccharidiques ont été incorporés par les bactéries, puis la révélation des rapporteurs chimiques avec des groupements complémentaires a été évaluée (azoture-cyclooctyne, alcène-tétrazine, cétone-hydrazide/alkoxyamine). La détection a été réalisée soit directement (fluorophore sur le partenaire), soit indirectement (reconnaissance d’un groupement biotine par une streptavidine portant un fluorophore). Les bactéries ont été ensuite observées par microscopie photonique et les observations ont mis en évidence un marquage membranaire.Pour les cellules eucaryotes (PC3), des essais de marquage métabolique ont été effectués afin de vérifier l’incorporation des monosaccharides modifiés via une détection par fluorescence. Une série d’outils portant les fonctions complémentaires aux rapporteurs chimiques, notamment un dérivé de cyclooctyne (TMDIBO) et un dérivé de tétrazine ont été synthétisés. Ils ont été couplés à des dérivés de biotine afin d’obtenir des outils pour la microscopie photonique et à des ARMs (Antibody Recruiting Molecules), tel que le 2,4-dinitrophényle et le rhamnose, en vue d’une potentielle approche thérapeutique. Celle-ci consiste à combiner l’incorporation de monosaccharides modifiés et leur réaction avec un partenaire portant des ARMs, afin de recouvrir la surface des cellules par ces motifs. Les ARMs en présence de sérum humain vont ensuite activer le complément conduisant à la lyse des cellules marquées. Des tests de marquage métabolique ont été réalisés avec les outils couplés aux ARMs et une détection par fluorescence a permis de vérifier la présence des ARMs à la surface des cellules. Des premiers essais ont été effectués avec du sérum humain et des optimisations sont à réaliser.Le marquage métabolique de glycanes est une méthode efficace afin de détecter par fluorescence les bactéries Legionella pneumophila à l’aide d’analogues d’un précurseur de l’acide légionaminique et les cellules eucaryotes PC3 via des dérivés d’autres monosaccharidiques. Le marquage obtenu dans les deux cas est membranaire. Cette méthode permet éventuellement de combiner des aspects d’imagerie ou de diagnostic, avec différentes approches thérapeutiques. / This PhD work focuses on glycans metabolic labeling. This method uses a modified monosaccharides bearing a chemical reporter. The unnatural monosaccharide is metabolically incorporated into glycans. Two targets were selected, Legionella pneumophila bacteria and prostate cancer cells (PC3).Various saccharidic analogs were synthesized carrying several chemical reporters, like azide, terminal alkyne, terminal alkene, cyclopropene and ketone functions. A common synthetic strategy was developed using N-hydrosuccinimide ester derivatives and amino monosaccharides, such as D-mannosamine, D-galactosamine and L-fucose for eukaryotic cells and analogs of a legionaminic acid precursor for Legionella pneumophila bacteria.Differents metabolic labeling of glycans were carried out on Legionella pneumophila. Various sugar derivatives were incorporated by bacteria, then the reporter group was reacted selectively and covalently with a complementary function (azide-cyclooctyne, alkene-tetrazine, ketone-hydrazide/alkoxyamine). Bacteria were visualized with an imaging probes by light microscopy (directly: partner bearing a fluorophore, indirectly: recognition of a biotin group by a fluorescent streptavidin). The results highlighted outer membrane labeling.For eukaryotic cells (PC3), metabolic oligosaccharides engineering has been accomplished to check chemical reporter analogs incorporation via detection with fluorescent probes. A series of tools carrying functions complementary to the chemical reporters was synthesized, such as cyclooctyne derivatives (TMDIBO) and tetrazine derivatives. These derivatives were combined with biotin groups for detecting tools or with Antibody Recruiting Molecules (ARMs), such as 2,4-dinitrophenyl and L-rhamnose, for potential therapeutic approaches. The concept focuses on the combination of metabolic glycan labeling and the activation of human serum complement by ARMs to kill selectively labeled cells. First, ARMs labeled cells was checked by recognition of fluorescent anti-ARMs antibodies. Then, metabolic glycan labeling and human serum complement activation has been evaluated but the complement activation protocols still need to be optimized.Metabolic labeling of glycans is an effective method to detect, by fluorescence, Legionella pneumophila bacteria using analogs of a legionaminic acid precursor and eukaryotic cells (PC3) with monosaccharide derivatives. The labeling was observed on the membrane of the two targets. This method can potentially combine imaging or diagnostic aspects with various therapeutic approaches.

When asked to identify what characteristics are needed to fulfill an entry level management position in their companies, recruiters replied they were looking for someone “good”. When asked why they are enrolled in a 4 year hospitality program, a student may say to acquire a “good” job. The purpose of this study was to investigate the word “good” as it relates to hospitality industry recruiters in fulfilling an entry-level management position, as well as the hospitality management students perspective of “good” related to acquiring an entry level management position upon graduation from a four year hospitality degree program. This study investigated characteristics, skills, experience, and education of an entry-level manager, as defined by hospitality industry recruiters and hospitality students as “good.” There are opportunities to ensure that development is relevant and valued by both organization and students, through greater understanding of which competencies the industry recruiter is looking for in a “good” entry-level manager. Examples of good practice that enable development of existing talent should be published, in order that industry, academia and college graduates can learn from each other. Industry will ultimately determine the strengths and weaknesses of each four year hospitality degree program, based on whether or not they are able to recruit “good” entry-level managers from the program’s graduates.

Syftet med studien är att dels undersöka vilka coachkompetenser som coacher bör besitta enligt svenska ishockeyföreningar för att skapa en bra prestationsmiljö, dels att undersöka eventuella skillnader mellan elit- och breddföreningar angående coachkompetenser samt rekryteringsprocess. Studiens teoretiska perspektiv är dels coachkompetenser, i vilket det fokuseras på professionella-, interpersonella- och intrapersonella kunskaper och rekrytering. En kunskapslucka finns att se där det inte finns någon tidigare forskning kring coachkompetenser i ishockey- Sverige de senaste tjugo åren. Tidigare forskning har istället valt inriktningen att belysa vissa viktiga faktorer för coacher generellt, men inget specifikt för coacher inom ishockey- Sverige. Därför anses det finnas ett behov av att undersöka vad ishockeyföreningar i Sverige eftersöker för coachkompetenser vid rekrytering på juniornivå. För att besvara frågeställningarna och syftet användes både en enkätundersökning och intervjuer för att få djupgående och breda svar kring problematiken. Resultatet i studien visar på att det finns fyra kompetenser som är de viktigaste för en juniorcoach att besitta enligt ishockeyföreningar i Sverige. Dessa kompetenser är den pedagogiska kompetensen, kommunikationsförmågan, den ishockeytaktiska kompetensen samt att vara relationsinriktad. Resultatet i studien visar på att det inte finns en signifikant skillnad mellan elit- och breddföreningar angående dessa fyra coachkompetenser, utan dessa kompetenser var eftertraktade oavsett föreningens ambitionsnivåer. Studiens resultat indikerade på att synen på coachkompetenser har förändrats de senaste tjugo åren. Studiens resultat indikerade också att svenska ishockeyföreningar använder ett informellt kontaktnät, där en rekryteringskanal oftast används. Skillnaden mellan elit- och breddföreningar i rekryteringsprocessen var tillgänglighet, den ekonomiska faktorn och hur stora kontaktnät de har tillgång till. Däremot upplever föreningar oavsett ambitionsnivå att tidsaspekten i rekryteringsprocessen var den bidragande faktorn till svårigheten med att rekrytera coacher som besitter rätt kompetenser. / The purpose of this study is to investigate which coaching competencies coaches should possess according to Swedish ice hockey associations to create a satisfactory performance environment, and to examine any differences between elite and non-elite associations regarding coaching competencies and recruitment process. The studies theoretical perspective is partly coaching competencies, with focus on professional-, interpersonal- and intrapersonal knowledge and recruitment. A gap in the knowledge is visible where there is no previous research on coaching knowledges in Swedish ice hockey in the last twenty years. The previous research has instead chosen to focus on certain crucial factors for coaches in general, however nothing specific for coaches in Swedish ice hockey. Therefore, it is considered that there is a need to investigate what ice hockey associations in Sweden are looking for in coaching competencies when recruiting at junior level. To answer the questions and the purpose, both a questionnaire survey and interviews were used to receive in-depth and broad answers about the problems. The results of the study show that there are four competencies that are the most important for a junior coach to possess according to ice hockey associations in Sweden. These competencies are the pedagogical competence, the communication competence, the ice hockey tactical competence and being relationship oriented. The result of the study shows that there is no significant difference between elite and non-elite associations regarding these four coaching competencies, however these competencies were sought after regardless of the association’s ambition levels. The result of the study indicates that the view of coaching skills has changed in the last twenty years. The result of the study also indicates that Swedish ice hockey associations use an informal network of contacts, where a recruitment channel most often were used. The difference between elite and non-elite associations in the recruitment process is availability, the economic factors and how large a network of contacts they have access to. On the other hand, associations, regardless of their level of ambition, feel that the time aspect of the recruitment process is the contributing factor to the difficulty of recruiting coaches who possess the right skills.

Introduction  Research about health has become a very important part of the world today. Theres a constant need for new treatment methods and evidence. Recruitment is one of the most challenging parts of conducting a trial, especially in trials regarding mental health. The result of this is often a waste of money and resources in research. Method  This study is a systematic review and meta-analysis investigating the recruitment in randomized controlled trials on internet-based CBT interventions for depression.  Results  The recruitment rates were calculated as number of participants screened divided by number of participants randomized into the trial. The overall recruitment rates of all the trials was 54.3%. The analysis of the recruitment moderators shown that a clinical recruitment setting together with referral as recruitment personnel.

This study addresses the declining enrollment conditions for an Associate of Arts Program at a private university. The problem this dissertation will address involves a need for increasing enrollment in the Associate of Arts (AA) in Early Childhood Education. The information about the program is currently not reaching the targeted population in order to raise awareness and in turn increase the enrollment in the program. The purpose of this project is to enable the enrollment service representatives, with the aid of their knowledge of recruiting the potential student population and information about the Associate of Arts in Early Childhood Education Degree (AA/ECE). The enrollment services representatives should be able to recruit and enroll new students in the program. The recommendations to effect dramatic enrollment changes in the program consist of the following: registration initiatives designed to focus on prospective students interested in the program, such as, recruiting calls from staff and offering direct assistance with registration, the development of a new database specially targeting prospective students, and a marketing and advertising campaign using traditional and social media to find new applicants. It also seeks to assess the impact the marketing and recruiting training will have on the staff and on the AA/ECE program.

Bakgrund: För att kunna överleva på en modern konkurrensutsatt marknad som små och medelstora företag måste de ha kompetent och talangfull personal. Genom att ha ett starkt arbetsgivarvarumärke så blir det lättare att bibehålla den kompetenta personalen men även för att rekrytera nya. Det finns strategier som tas upp genom studiens gång som man kan implementera för att stärka sitt arbetsgivarvarumärke. Problemformulering: Ett problem som förekommer inom små- och medelstora företag är att resurserna alltid inte räcker till för att anställa exempelvis HR-personal som aktivt arbetar med att stärka arbetsgivarvarumärket. Det är dock oerhört viktigt att i små och medelstora företag att arbeta med detta då nyckelpersonerna blir än viktigare eftersom de får större ansvar för företagets olika uppdrag än i stora företag. Syftet: Syftet med denna studie är att undersöka hur väl små- och medelstora företag arbetar med intern- och extern employer branding. Författarna skall dessutom undersöka strategier som SME:s (Small and Medium-sized Enterprise) använder sig av för att kunna rekrytera efterfrågad personal samt hur man bibehåller kompetent personal för att en ökad förståelse kring begreppet employer branding. Metod: Inom denna studie så har författarna valt att använda en kombinerad metod, både kvalitativ men även en kvantitativ med utgång från en deduktiv metod. Slutsats: Författarna inom denna studie har funnit att arbetsgivarna idag redan implementerar olika strategier inom intern employer branding (internal marketing) för att stärka sitt arbetsgivarvarumärke men som även bidrar till en positiv arbetsmiljö. Många menar på att de vill jobba med employer branding i allmänhet mer än vad som görs idag och har viljan för det, men resurserna räcker inte alltid till. Många arbetar idag även med sitt externa employer branding exempelvis genom sociala medier men där menar många att man behöver bli bättre. / Background: To be able to survive in a modern competitive market as a small and medium-sized enterprise, you must have talented and competent staff. With a strong employer brand comes benefits that help you hire talented employees but also retain them within the company. There are also strategies shown in this study that you can implement to strengthen your employer brand. Problem formulation: A problem that occurs in small and medium-sized companies is that the resources are not always enough to employ, for example, HR employees who actively work to strengthen the employer brand. However, it is extremely important in small and medium-sized companies to work with this as the key employees become even more important because they are given greater responsibility for the company's various tasks than in large companies. Aim: The purpose of this study is to investigate how well SMEs work with internal and external employer branding. The authors will also examine strategies that SMEs (Small and medium-sized enterprises) use to be able to recruit in-demand personnel and how to maintain competent personnel in order to increase understanding of the concept of employer branding. Method: Within this study, the authors have chosen to use a combined method, both qualitative but also quantitative based on a deductive method. Conclusion: The authors of this study have found that employers today already implement various strategies within internal employer branding (internal marketing) to strengthen their employer brand but which also contribute to a positive work environment. Employees say that they want to work with employer branding in general more than what is done today and have the ambition to do so, but where the resources are not always enough. Many employees today also work with their external branding, for example through social media, but where many believe that they need to do better.