Arbetet med Human Resources (HR) har under de senaste årtiondena blivit allt mer uppmärksammat. HR har tilldelats en mer självklar roll i ledningen och de företag som aktivt arbetar med HR kan skapa konkurrensfördelar. Många förespråkare menar idag att människan är företagets viktigaste resurs vilket har bidragit till att rekrytering, särskilt chefsrekrytering, har hamnat högre upp på den HR-ansvariges agenda. En urvalsprocess i en chefsrekrytering består av flera moment av urval där selektering utförs genom olika metoder och verktyg. Studiens syfte är att skapa en fördjupad förståelse hur företag effektivt kan använda de olika urvalsmetoderna i sin chefsrekrytering. För att skapa en fördjupad förståelse i hur urvalsmetoder används inom chefsrekrytering och hur urvalsprocessen kan utvecklas, är studien uppbyggd med intervjuer av informanter från både globala och lokala företag. Dokumentation från företagen har tilldelats studien och information har hämtats från bolagens hemsidor. Den teoretiska referensramen bygger på tidigare forskning inom rekrytering, chefskap och Human Resources Management (HRM). Samt två teoretiska ansatser inom rekryteringsforskning som innefattar två synsätt på hur en rekryteringsprocess kan säkerställas. Studien är en fallstudie utförd med kvalitativ metod där urvalsprocessen hos fem organisationer representerar varsitt fall. Studiens författare har fått möjlighet att intervjua 1-3 anställda per företag som totalt uppgick till nio stycken informanter. Genom att ställa den insamlade empirin och dokumenten som tilldelats mot den teoretiska referensramen har en analys gjorts med resultat att urvalsmetoderna i en chefsrekrytering beror mer på vilka egenskaper som efterfrågas hos kandidaten än företagets geografiska täckningsgrad. För att få ytterligare perspektiv på urvalsprocessen används den psykometriska och den sociala ansatsen. Slutsatsen av studien, tillsammans med tidigare nämnt resultat, är att en hybrid av både lokala och globala förhållanden samt den psykometriska och den sociala ansatsen i de studerade företagen verkar vara det som gör urvalet i chefsrekryteringen effektivt. / The work with Human Resource (HR) has become increasingly aware within recent decades. HR has been assigned a more obvious role in management and companies that are working actively with HR can show competitive advantages. Many scientists believe that people are the company's most important resource. This has led to the importance of recruitment and especially manage recruitment, which has reached the HR manager's agenda. A selection process in a manage recruitment consists of several instances of choices where the selection is performed through different methods and tools. The purpose of this study is to gain an in-depth understanding of how companies can effectively use the different selection methods in their managerial recruitment. In order to gain a deeper understanding of how selection methods are used in manage recruitment and how the selection process can be developed, the study is structured with interviews of informants from both global and local businesses. Documentation from the companies and from their websites is used too. The theoretical frame consists of previous research in recruitment and human resource management (HRM) as well as two theoretical approaches in recruitment research. These approaches are widespread in recruitment research, highlighting how to ensure the selection process with two different perspectives. The study is a case study conducted with qualitative method where the selection processes of five organizations represent each case. We have had the opportunity to interview 1-3 employees per company, which totaled in nine. By providing the collected empirical evidence and the documents we have studied against the theoretical frame, an analysis has been made that shows that the selection methods in a managerial recruitment depend more on the characteristics requested by the candidate than the company's geographical coverage. In order to gain further perspective on the recruitment process, the psychometric and social approach has been used. The conclusion of this study, together with the aforementioned results, is that a hybrid of both local and global conditions as well as psychometric and social theory seems to be an effective way to select in a manage recruitment in the companies studied.

OLIVEIRA FILHO, Raimundo Olavo de. Competências essenciais norteadoras para o perfil do gestor estratégico em Instituições de Ensino Superior. 2013. 139f. – Dissertação (Mestrado) – Universidade Federal do Ceará, Programa de Pós-graduação em Políticas Públicas e Gestão da Educação Superior, Fortaleza (CE), 2013. / Submitted by Márcia Araújo (marcia_m_bezerra@yahoo.com.br) on 2014-05-12T12:20:29Z No. of bitstreams: 1 2013_dis_roofilho.pdf: 1680503 bytes, checksum: a25c2a5b71855f837a3f293a75dc6f02 (MD5) / Approved for entry into archive by Márcia Araújo(marcia_m_bezerra@yahoo.com.br) on 2014-05-12T12:40:44Z (GMT) No. of bitstreams: 1 2013_dis_roofilho.pdf: 1680503 bytes, checksum: a25c2a5b71855f837a3f293a75dc6f02 (MD5) / Made available in DSpace on 2014-05-12T12:40:44Z (GMT). No. of bitstreams: 1 2013_dis_roofilho.pdf: 1680503 bytes, checksum: a25c2a5b71855f837a3f293a75dc6f02 (MD5) Previous issue date: 2013 / The main objective that guided the development of the study it was to verify the necessary competences for a manager of higher teaching, the way for which he can manage this level of education rightly. The secondary objectives involve to identify knowledge, ability and attitude of managers of the kind of institution focused; also to observe the competences that are the most present in these professionals and to know the manager profile to suggest what could be the ideal portrait of a manager. This empirical research focuses on the following typologies: descriptive, bibliographic and fieldwork, its character is quali-quantitative, based on the idea of management competences and attributes: knowledge, ability and attitude. Concerning the results, this research reached the proposed objectives and it is possible to say that the managers know what is required for directing a higher teaching institution, information proved by the level of agreement of these professionals with the competence attributes: knowledge, ability and attitude, but are few the managers with specific capacities to conduct the institutions. Thus, we realize that there is little experience but inappropriate formation for the studied role, although these managers are successful in their action field. This study, related to the essential competences that take to the profile of the strategic manager in higher teaching institutions, suggests the model of management by competence in the same institutions. / O objetivo principal que norteou o desenvolvimento deste estudo foi verificar quais as competências necessárias para que um gestor de uma instituição de ensino superior possa administrá-la adequadamente. Os objetivos secundários implicam identificar os conhecimentos, habilidades e atitudes dos gestores das instituições de ensino superior pesquisadas; observar quais as competências que estão mais presentes nos gestores; conhecer o perfil dos gestores e sugerir qual seria o perfil ideal de um gestor. A pesquisa, de característica empírica, enfoca as tipologias: descritiva, bibliográfica e de campo, é de natureza quali-quantitativa e está fundamentada no conceito de gestão por competência e seus atributos: conhecimentos, habilidades e atitudes. Quanto aos resultados, a pesquisa alcançou seus objetivos propostos e é possível afirmar que embora os gestores saibam o que é necessário para gerir uma instituição de ensino superior, comprovado no nível de concordância destes com os atributos da competência conhecimentos, habilidades e atitudes, são poucos os gestores que possuem competências específicas para gerirem estas instituições. O que se percebe é que há pouca experiência e formação inadequada para o exercício da função, embora, esses gestores sejam bem sucedidos em suas áreas de formação. O estudo, referente às competências essenciais norteadoras para o perfil do gestor estratégico em instituições de ensino superior, sugere o modelo de gestão por competência nas instituições de ensino superior.

Master‘s thesis deals with problems connected with managing of the firm in multicultural environment. The aim is to indentificate basic components of kompetence of the manager working in multicultural environment, that are important for smooth cooperation and elimination or minimalization of faults, that could lead to misunderstandings and conflicts.

nÃo hà / The main objective that guided the development of the study it was to verify the necessary competences for a manager of higher teaching, the way for which he can manage this level of education rightly. The secondary objectives involve to identify knowledge, ability and attitude of managers of the kind of institution focused; also to observe the competences that are the most present in these professionals and to know the manager profile to suggest what could be the ideal portrait of a manager. This empirical research focuses on the following typologies: descriptive, bibliographic and fieldwork, its character is quali-quantitative, based on the idea of management competences and attributes: knowledge, ability and attitude. Concerning the results, this research reached the proposed objectives and it is possible to say that the managers know what is required for directing a higher teaching institution, information proved by the level of agreement of these professionals with the competence attributes: knowledge, ability and attitude, but are few the managers with specific capacities to conduct the institutions. Thus, we realize that there is little experience but inappropriate formation for the studied role, although these managers are successful in their action field. This study, related to the essential competences that take to the profile of the strategic manager in higher teaching institutions, suggests the model of management by competence in the same institutions. / O objetivo principal que norteou o desenvolvimento deste estudo foi verificar quais as competÃncias necessÃrias para que um gestor de uma instituiÃÃo de ensino superior possa administrÃ-la adequadamente. Os objetivos secundÃrios implicam identificar os conhecimentos, habilidades e atitudes dos gestores das instituiÃÃes de ensino superior pesquisadas; observar quais as competÃncias que estÃo mais presentes nos gestores; conhecer o perfil dos gestores e sugerir qual seria o perfil ideal de um gestor. A pesquisa, de caracterÃstica empÃrica, enfoca as tipologias: descritiva, bibliogrÃfica e de campo, à de natureza quali-quantitativa e està fundamentada no conceito de gestÃo por competÃncia e seus atributos: conhecimentos, habilidades e atitudes. Quanto aos resultados, a pesquisa alcanÃou seus objetivos propostos e à possÃvel afirmar que embora os gestores saibam o que à necessÃrio para gerir uma instituiÃÃo de ensino superior, comprovado no nÃvel de concordÃncia destes com os atributos da competÃncia conhecimentos, habilidades e atitudes, sÃo poucos os gestores que possuem competÃncias especÃficas para gerirem estas instituiÃÃes. O que se percebe à que hà pouca experiÃncia e formaÃÃo inadequada para o exercÃcio da funÃÃo, embora, esses gestores sejam bem sucedidos em suas Ãreas de formaÃÃo. O estudo, referente Ãs competÃncias essenciais norteadoras para o perfil do gestor estratÃgico em instituiÃÃes de ensino superior, sugere o modelo de gestÃo por competÃncia nas instituiÃÃes de ensino superior.