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Objektive of the thesis: The objective of this study is to get an overview of soldiers activities of the reconnaissance platoon of HQ company of 41st mechanized battalion, located in Ţatec. To try to confirm or refute the results of my bachelor thesis, in which I found out, that soldier in reconnaissance position needs mainly endurance for his work. Methods: Main used method is the analysis time frame and creation of characteristics of the given possition in the AČR. I will conduct by standardized tests for testing of motor skills. Results: Think out tests, that best reflect the activities of soldiers of reconnaissance platoon and to determine their level of motor skills. Setting the limits of tests of physical training for selection of candidates for the reconnaissance platoon. Key words: Description of occupational activities, professiography, motor skills, motor tests.

Author's first name and last name: Bc. Lukáš Fait Title of master thesis: Creation of professiogram for selected military specialisation Department: Department of Military Physical training Supervizor: Ing. Mgr. Kateřina Dědáková Presentation year: 2012 Abstrakt: Problem solving: Ability of problem solving is inaccurate knowledge of working activity of an employee at systematized rank of Group of protection, Close protection detachment, Headquarters of protection service, Military police and resultant problems with selection of reasonable candidates for the position. Soldiers involved at the group of guarding and accompanying members of foreign delegations during their formal visits in the Czech Republic. Purpose of work: Purpose of the work is to gather list of activities of a bodyguard from protection and escort Group of protection, Close protection detachment, Headquarters of protection service, Military police. To attempt approve or disapprove the results of my bachelor assignment that was showing the motor and endurance skills as prevailing Methods: Main used method is the analysis time frame and creation of characteristics of the given possition in the AČR. I will conduct by standardized tests for testing of motor skills. Result: Determine the most important motor skills, which are necessary for a...

This thesis focuses on determine analysis of the job requirements in the enterprise VK VACOVSKÝ GROUP s.r.o. As a part of this company have been prepared the individual job descriptions and the job specifications. This thesis is divided into three parts. The first part is characterized by the object and the purposes of the work, outlines the hypothesis and the methodology solutions. The informations needed to the job analysis were obtained through the method of the questionnaire, the personal interviews and the analysis of the corporate documentation. The second part deals with the explanation of basic concepts relating to the job analysis. The third section focuses on the characteristics of the company, describes the result of the empirical investigation and conclusions, which outlines the individual job descriptions, the job specifications and the new organizational structure.

Survey data quality is influenced by the care and attention that respondents take in answering questions. Careless and inattentive (CI) responding is a confound in survey data that can distort findings and lead to incorrect conclusions. This quantitative study explored CI responding in job analysis studies supporting occupational certification programs and its relationship to survey features, data quality measures, and test content validity. Satisficing theory served as the framework, and secondary analysis of 3 job analysis surveys was undertaken. Results indicated that 9-33% of respondents engaged in CI responding, with the rate differing by CI index used (Mahalanobis distance, long string analysis, or person-total correlation) and by occupation. Each index detected a distinct pattern of carelessness, supporting the use of multiple indices. The indices performed best detecting carelessness in frequency ratings and may not be useful for all job analysis rating scales. Partial support was found for relationships between carelessness and survey features. CI responding had a minimal impact on mean ratings, correlations, and interrater reliability, and had no impact on certification test content outlines. By providing guidance and caution on the use of CI response detection methods with job analysis survey data, this study produced two potential avenues for social change. For practitioners conducting occupational job analyses, the use of CI detection methods can enhance the validity of data used to make certification decisions. For researchers, follow-up studies can yield a more nuanced understanding of the most appropriate use of these methods in the job analysis context.

Athletic directors (ADs) in institutions of higher education are the chief administrators of their respective athletic departments. The purpose of this study is to describe the current demographic, educational, and professional characteristics of National Collegiate Athletic Association (NCAA) Division II and III ADs. Forty-five Division II ADs and 105 Division III ADs responded to a survey of 725 institutions, returning response rates of 15.5% and 24.1% respectively. Findings for social and educational demographics mirror those of previous studies. Subjects in both divisions studied athletic administration in post-graduate work, but studies in education were also common. Experiences in coaching and athletic administration were most frequent for both samples. Division II ADs were notably experienced in compliance, while teaching experiences were common with Division III ADs. Both sets were heavily involved in finance and internal policy, but Division II responses emphasized community relations while Division III responses emphasized campus relations. Limited resources challenged ADs in both groups. In conclusion, NCAA institutions, especially those with athletic administration departments and significant minority populations, should promote NCAA diversity initiatives campus-wide. Students and professionals preparing for a career as a Division II or Division III AD should pursue post-graduate education in an administrative field, preferably in concentrations of sport or education. They should choose a career path involving teaching, coaching, or an administrative specialization within athletics, and they should be familiar with finance and NCAA regulations. Recommendations for future research include detailed analysis of AD job design and investigating whether ADs can be clustered based on their involvement in various tasks.

Thesis (Ph. D.)--University of Missouri-Columbia, 2000. / Typescript. Vita. Includes bibliographical references (leaves 121-126). Also available on the Internet.

Thesis (M.B.A.)--University of Hong Kong, 1982.

Currently, there are questions over which role, communication manager or communication technician, public relations practitioners at institutions of higher education should perform to best meet the needs of their institutions. To understand the reasonings behind these questions, a better understanding of practitioners in this area of the profession was needed. This study focused on public relations practitioners at institutions of higher education in Indiana. The objectives of this study were to create a demographic profile of these practitioners, determine which role was more prevalent among these practitioners, identify significant variables related to these practitioners' roles, and determine if the findings of previous roles research could be applied to this targeted population.Practitioners at 43 institutions of higher education in Indiana were asked to complete a questionnaire concerning their role and demographic information. Thirty-nine practitioners from this population completed and returned the questionnaires. The typical practitioner among this population was: A Caucasian male, at least 40 years old, making over $60,000 a year.Respondents were divided into two role groups, communication managers and communication technicians, based on their responses to 14 role-related questions on the questionnaire. A t-test analysis found significant differences between the mean role scores of these two groups, meaning that practitioners in this population can fit into one of the two dominant practitioner roles.Further analysis identified significant differences between four of seven variables tested on the two role groups. Significant differences were found between the two groups concerning the variables of size of institution, years of experience, use of formal research, and decision-making responsibility. No significant differences were found between the two groups concerning the variables of gender, level of education, and age.Finally, the dependent variables of use of formal research and decision-making responsibility were each tested through crosstab analyses with the independent, demographic variables of gender, age, size of institution, level of education, and years of experience. These analyses found that only years of experience was significantly related to use of formal research. Meanwhile, gender, age, size of institution, and years of experience were all significantly related to decision-making responsibility. No significant interactions were found between the variables of use of formal research and decision-making responsibility. / Department of Journalism

Thesis (Ph. D.)--University of Missouri-Columbia, 2000. / Typescript. Vita. Includes bibliographical references (leaves 121-126). Also available on the Internet.