by Hui To, Tsui Kit Ling. / Includes questionnaire. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1998. / Includes bibliographical references (leaves 112-[116]). / ABSTRACT --- p.i / TABLE OF CONTENTS --- p.iii / LIST OF ILLUSTRATIONS --- p.vi / LIST OF TABLES --- p.vii / ACKNOWLEDGEMENT --- p.viii / Chapter / Chapter 1. --- INTRODUCTION --- p.1 / Chapter 2. --- LITERATURE REVIEW --- p.3 / Chapter 2.1 --- Recruitment Consulting Industry --- p.3 / Chapter 2.11 --- Industry Overview --- p.3 / Chapter 2.12 --- Recent Development and Current Situation --- p.5 / Chapter 2.2 --- Hong Kong Telecommunications Industry --- p.7 / Chapter 2.21 --- Industry Overview --- p.7 / Chapter 2.22 --- Service Providers --- p.9 / Chapter 2.23 --- Macro Trends --- p.12 / Chapter 2.3 --- Employment Market in the Telecommunications Industry --- p.13 / Chapter 2.31 --- Growth of Labor Force --- p.13 / Chapter 2.32 --- Staff Turnover --- p.16 / Chapter 2.33 --- Salary Level --- p.17 / Chapter 2.4 --- Telecommunications Industry: A Niche for Employment Agencies --- p.18 / Chapter 3. --- RESEARCH OBJECTIVES --- p.20 / Chapter 4. --- METHODOLOGY --- p.21 / Chapter 4.1 --- Overall Approach --- p.21 / Chapter 4.2 --- Primary Research --- p.22 / Chapter 4.21 --- Employers --- p.22 / Chapter 4.22 --- Employees --- p.22 / Chapter 4.23 --- Specialized Employment Agencies --- p.23 / Chapter 4.3 --- Secondary Research --- p.24 / Chapter 5. --- RESEARCH RESULTS --- p.25 / Chapter 5.1 --- Survey Results of Employers in the Telecommunications Industry --- p.25 / Chapter 5.11 --- Change in Number of Employees / New Hires --- p.26 / Chapter 5.12 --- Frequently Used Recruitment Channels --- p.27 / Chapter 5.13 --- General Industry Perception --- p.29 / Chapter 5.14 --- Perception of Employment Agencies --- p.31 / Chapter 5.15 --- Criteria in Choosing Employment Agencies --- p.33 / Chapter 5.16 --- Value-added Services in Recruitment Process --- p.34 / Chapter 5.17 --- Opinion on Agency Fees --- p.36 / Chapter 5.18 --- Profile of Participating Companies --- p.37 / Chapter 5.2 --- Survey Results of Potential Job Seekers --- p.39 / Chapter 5.21 --- Stability --- p.40 / Chapter 5.22 --- Reasons of Job Change --- p.42 / Chapter 5.23 --- Job Search Channels --- p.43 / Chapter 5.24 --- General Industry Perception --- p.44 / Chapter 5.25 --- Perception of Employment Agencies --- p.45 / Chapter 5.26 --- Criteria in Choosing Employment Agency --- p.46 / Chapter 5.27 --- Difficulties in Job Search Process --- p.47 / Chapter 5.28 --- Expectation of Employment Agency Services --- p.48 / Chapter 5.29 --- Respondents' Profile --- p.49 / Chapter 5.3 --- Summary of Interviews with Telecommunications Companies --- p.51 / Chapter 5.31 --- Nokia Telecommunications (HK) Ltd --- p.52 / Chapter 5.32 --- People Communications Ltd --- p.54 / Chapter 5.4 --- Summary of Interviews with Specialized Employment Agencies --- p.56 / Chapter 5.41 --- Morgan & Banks (HK) Ltd --- p.57 / Chapter 5.42 --- Pacrim Recruiters (HK) Ltd --- p.60 / Chapter 6. --- CONCLUSIONS & RECOMMENDATIONS --- p.62 / Chapter 6.1 --- Real & Fast Growth in Telecommunications Industry --- p.63 / Chapter 6.2 --- Preference for Specialized Employment Agencies --- p.65 / Chapter 6.3 --- Critical Success Factors of Specialized Employment Agencies --- p.67 / Chapter 6.31 --- Possession of Industry Knowledge --- p.67 / Chapter 6.32 --- Provision of Job Market Information --- p.70 / Chapter 6.33 --- Efficient and Effective Database Management --- p.72 / Chapter 6.34 --- Establishment of Reputation --- p.76 / Chapter 6.35 --- Provision of Professional Candidate Assessment --- p.79 / Chapter 6.4 --- Overall Summary --- p.83 / Chapter 7. --- SUGGESTIONS FOR FUTURE STUDY --- p.84 / Chapter 7.1 --- Studies with Broader Sample Coverage --- p.84 / Chapter 7.2 --- Studies in Specific Job Category Segments --- p.84 / Chapter 7.3 --- Business Strategies & Plans --- p.85 / Chapter 7.4 --- Studies on China Opportunities --- p.85 / APPENDIX --- p.86 / BIBLIOGRAPHY --- p.112

Thesis (M.P.A.)--University of Hong Kong, 1999. / Includes bibliographical references (leaves 104-106).

Thesis (M.P.A.)--University of Hong Kong, 1999. / Includes bibliographical references (leaves 104-106). Also available in print.

The Oregon Employment Division (ES) and Job Training Partnership Act (JTPA) funded agencies frequently provide employment and training services to the same populations, resulting in increased demands to coordinate the two systems efforts and avoid duplications of service. This study examined coordination between local ES offices and JTPA agencies in eight Oregon communities. A literature survey was utilized to supplement the information acquired from 193 responses to a cooperation and coordination questionnaire which was developed and administered to ES and JTPA staff in the eight communities studied. Frequency distributions were analyzed using a mean statistic at the individual, organization and system level to determine that the two systems were moderately coordinated. / Graduation date: 1991

Thesis (MPsych(Org))--University of South Australia, 2000

Thesis (doctoral)--Universität Erlangen, 1929. / Includes bibliographical references (p. v-vi).

Thesis (Ph. D.)--University of Wisconsin--Madison, 1973. / "A causal, sequential model of lateral interunit conflict within organizations is developed. ... Specific propositions from the theoretical model are empirically tested with survey data from twenty-three Wisconsin State Employment Service districts, offices, and seventy-two units in these offices." Vita. Typescript. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references.

Thesis, PlanB (M.S.)--University of Wisconsin--Stout, 2005. / Includes bibliographical references.

Thesis (doctoral)--Universität, Bern, 2003. / Includes bibliographical references (p. 371-389).

The Public Employment Service of South Africa (PES-SA) registers unemployed work seekers and placement opportunities to enable the Department of Labour (DoL) to place as many of these work seekers as possible in work. The aim of the present study is to identify challenges in the implementation of PES-SA, and to identify and make recommendations on areas for improvement and strengthening. The study is restricted to two of the six main PES-SA service offerings: (a) Registration Services and (b) Recruitment and Selection Services. The study was partially a process evaluation and partially an impact evaluation. The process evaluation assessed the quality of PES-SA‟s systems, structures, capacity, management and strategic focus. The purpose of the impact evaluation was to understand the challenges and gaps in delivery and implementation, the reasons behind the low matching success, and the extent of uptake by users. The evaluation therefore had a technical data-evaluation component and a component which assessed the reasons behind statistical and other quantitative data patterns. The study was conducted in Mthatha Department of Labour, Eastern Cape. The sample of the study was drawn from workseekers that are in the database and the Researcher drawn 40 respondents and the use of quantitative method was done. A questionnaire was developed and issued out to respondents. The Public Employment Service staff in Mthatha, Department of Labour was also interviewed. All five Employment Service Practitioners and a Career Counsellor were interviewed. A qualitative study was used for these respondents. In the responses of both teams it was deduced that the intention of the service is good but up to this far it has not proven any impact on the reduction of unemployment. Reasons behind the failure of the service were outlined to be the reluctance of the employers to utilise the service and the IT systems that is failing. The staff also mentioned that they were never trained on the service and therefore finds it difficult to render some of the services. Another challenge that was picked up from staff members is that the service is not yet legislated.