This study evaluated the recruitment and selection of educators in the Zambezi Education Directorate of Namibia. Its objectives were: (1) to investigate ways and means of facilitating the implementation of the Public Service Act (Act no. 13 of 1995) with regard to the recruitment and selection of educators in the Zambezi Education District of Namibia; (2) to assess the role played by environmental and contextual factors in the performance of officials responsible for recruitment and selection of educators in the Zambezi Education District of Namibia; and (3) to find out if there was a relationship between the high turnover of educators and the processes of recruitment and selection of educators during the period of the investigation. A qualitative research methodology was used to conduct the study. A sample of 21 participants was selected for the study. It was comprised of six officials from the division human resources management - responsible for receiving information about teachers needed in schools from the circuit offices and advertising vacant posts; six officials from division of professional services - responsible for ensuring that educators who are recruited possess the prescribed teaching qualifications and competences; two officials in management cadre - responsible for administrative and financial decisions on recruitment and selection of educators and ensuring that posts have been budgeted for before they are filled. Seven participants who were former employees of the Zambezi Education Directorate also formed part of the sample. The researcher used interviews to gather data from participants. He also consulted relevant official documents such as the Public Servant Staff Rules (PSSR), circulars and policies issued by the Office of the Prime Minister (OPM) the Public Service Act, (Act No. 13 of 1995) and the Education Act, (Act No. 11of 2000). The study found, among others, that some participants who were involved in the recruitment and selection processes were not aware of the relevant Recruitment and Selection Policy. The environment and the context in which the recruitment and selection policy was implemented created loopholes for inefficiency and ineffectiveness. Furthermore, the study found that there was a relationship between the turnover of educators and the processes of recruitment and selection of educators. Hence the study recommends various ways and means of improving the recruitment and selection process in the Zambezi Education Directorate.

M.Com. (Business Management) / Globalisation and the multi-generational workforce have made an impact on the workforce and the workplace. Demographic shifts are creating an aging population, creating a growing skills shortage which is putting pressure on businesses to create knowledge workers with cutting-edge expertise. Coupled with the explosion of new technologies and the application of , these issues have changed the way organisations work, recruit, and retain their employees. Organisations all over the world are faced with the challenge of attracting and retaining talent in their environments, resulting in the global marketplace for talent being far more competitive than ever before. This study was undertaken to gain an understanding of what factors within an IT organisation attract talented individuals. The study was concerned with identifying influences that also drive these talented individuals to remain with an organisation once they have joined. The study aimed to identify strategies that organisations can adopt to assist them with the attraction and retention of IT talented individuals. This study took place in a South African insurance organisation. Interviews in the form of unstructured face-to-face individual interviews, as well as focus groups, were conducted to understand the factors considered by IT talent when making employment decisions. Seventeen employees who were deemed talent by the researched organisation took part in the study. Based on the findings of the study, the factors that attracted IT talent to the organisation were organisational reputation, remuneration, the IT technology used by the organisation, and growth prospects. For retaining IT talent, factors highlighted were growth opportunities, recognition and reward, meaningful role and responsibilities, work environment – flexible working arrangements, market related remuneration, and management style. The study concludes that there are a number of factors that influence IT talent in their decision to either join or leave an organisation. Organisations need to provide a variety of these factors in order to cater for the different needs IT talent possesses.

Lam Hoi-sze Libby. / Thesis (M.Phil.)--Chinese University of Hong Kong, 1999. / Includes bibliographical references (leaves [108-111]). / Abstracts in English and Chinese; questionnaire in Chinese. / Chapter ´ةŒ --- Introduction / Chapter ´ةŒ --- Study --- p.1 / Chapter - --- Methodology / Chapter - --- Results / Chapter - --- Discussion / Chapter ´ةŒ --- Study --- p.2 / Chapter - --- Methodology / Chapter - --- Results / Chapter - --- Discussion / Chapter ´ةŒ --- General Discussion / Chapter ´ةŒ --- Appendices

The success of a college coach to develop winning teams and a winning culture in any sport largely depends on his/her ability to recruit and strengthen the skill levels of his/her student-athletes. The following ethnography of the Eastern Hawks baseball coaches seeks to describe the culture of this organization during two consecutive seasons including the recruitment of student-athletes and the management of the current players on the roster, and to also detail the coaches’ use of compliance gaining and aspects of communication in their interaction with the recruits and their families. To investigate these issues, an ethnographic study was performed with a Division I baseball team called Eastern University. Numerous individual interviews were conducted with the staff and later transcribed. Team functions, games, and events were also attended for data collection. Results indicate that the organizational culture of Eastern Hawks baseball was initially created through artifacts such as facility improvements, game rituals, and performance requirements. The observed culture is being negatively influenced by espoused values and basic assumptions that run contrary to stated and desired goals. Leader-member relationships were regarded as predominantly low during this study accentuated by unfulfilled expectations of performance. The coaches used various compliance-gaining methods in recruiting student athletes but were most successful when targeting prospects who valued education, had parents who also valued education, and who believed they would fit in with the culture present at Eastern. The coaches implemented strategies that were pro-social and also reduced excessive apprehension. When competing against the professional draft, the staff provided metaphorical statements to prospects and their families that which sought to highlight social identity. Coaches compared the negative effects of turning pro early as opposed to developing personally and athletically at Eastern. / text

published_or_final_version / Public Administration / Master / Master of Social Sciences

This thesis tackles the assessment of job candidates‟ creative potential through the processes of recruitment and selection in UK creative SMEs. Literature on individual creativity (Rogers, 1954; Oldham and Cummings, 1996; Sternberg and Lubart, 1996; Sternberg, O‟Hara and Lubart, 1997; West, 1997; Simonton, 2000), has placed importance on the individual characteristics and personality traits that distinguish a creative individual from a non-creative. Lack of knowledge regarding creativity assessment through recruitment and selection in creative SMEs has triggered the author to investigate this area. The author has designed a theoretical framework which comprises three elements, namely personality traits, individual knowledge, skills and abilities (KSAs) and team KSAs, which, according to the literature review, need to be taken into account when assessing individuals‟ creative potential in creative SMEs. This framework was tested with the use of a mixed methodological approach. Firstly, the qualitative approach involved the performance of 17 interviews with the owners/managers and directors of creative SMEs in Scotland. The quantitative approach involved the design and distribution of a questionnaire to a larger sample of creative companies across the UK, which resulted in 140 answered questionnaires. From the analysis of these data, interesting findings arose which indicated that creative SMEs use a mix of criteria when assessing job candidates‟ creativity. Personality traits, individual and team KSAs were highlighted, as well as the importance of motivation, which influenced selection decisions. Variations on the importance of such criteria were evident when the researcher investigated the different creative sectors and the different positions the respondents held. The most commonly used recruitment and selection practices in creative SMEs were provided. Additionally, differences in the recruitment methods used between creative SMEs who have and have not won creative awards were highlighted.

M. Tech. (Human Resource Management, Faculty of Management Sciences): Vaal University of Technology / E-recruitment is one of the e-commerce applications that has enjoyed a multiple growth since its introduction in the early 1990s. There have been many variations regarding sophistication, types and success; as a result, this has posed a number of challenges to all stakeholders in these technologies. Thus, specific stakeholders may find specific applications suitable for their needs or within their reach to utilise. Companies can use these applications by implementing their own e-recruitment systems or by buying e-recruitment services provided by the third party, or a combination of both, depending on their objectives. The current study is focused on e-recruitment service providers who use general-purpose job boards that are fairly advanced in sophistication, such as the PNet recruitment website. These e-recruitment service providers are mostly recognised as online firms that manage their operations through their websites. However, behind these websites the physical ordinary businesses utilise the Internet as a means to perform their operations. Like other businesses, these e-recruitment service providers constantly face rapid shifts in technology, which places a considerable amount of pressure on them, as they persistently have to seek ways to stay ahead of their competitors. The competitiveness of every business lies in their knowledge of the market in which it operates in, as well the extent to which it is able to meet the needs of its customers. This study extends market knowledge and satisfaction of customers’ needs in the context of e-recruitment. It views the job seekers as the major customers for sustainability and competitiveness for e-recruiting companies or firms. The study was conducted using a survey method, sampling with n = 717 job seekers who use the PNet website to search for jobs. The primary data was obtained from the sample by means of a 6-point Likert questionnaire ranging from 1=strongly disagree to 6=strongly agree, measuring factors that influence the perceptions of job seekers regarding their use of the website. The questionnaire was administered via the Internet using the Sogo-Survey online tool. The main objective of the study was to evaluate job seekers’ perceptions about the PNet website as an e-recruitment tool, as well as to discover which factors are the best predictors of the continued use of the PNet website. The job seekers’ perceptions about the PNet website, as an e-recruitment tool in South Africa, were founded on the nine theoretical factors used in the questionnaire. From these factors, statistically significant differences in the factor means were present within the two independent groups, namely qualifications and gender. Using the standardised Beta value (β) the findings revealed that the attitude towards the website (.285) was the most important predictor, followed by information timeliness (.231), then attraction to the website (.182), usefulness of the website (.180) ease of use of the website (.170) and quality of website (.167). Findings and recommendations of this study are of importance to recruitment service providers and employers as it provides crucial information regarding their markets and how to improve the profitability of their businesses.

Detta examensarbete har behandlat rekryteringsprocessen med fokus på intervjun. Arbetet har avgränsats till att studera icke-verbal kommunikation och mentala genvägar som kan förekomma i en arbetsintervju. Semi-strukturerade intervjuer genomfördes med sju intervjupersoner. Resultatet analyserades med tematisk analys. Forskning om rekryteringsprocessen, intervjumetodik, icke-verbal kommunikation och mentala genvägar användes som bakgrund vid analysen. Resultatet visar att icke-verbal kommunikation påverkar hur en kandidat uppfattas och att även mentala genvägar kan påverka.

The study has a twofold purpose. The first is to determine the extent to which organized selection and training practices exist in small apparel and accessory retailing establishments, and the general attitude which small retailers of apparel and accessories express toward the value of selection and training functions. The second is to construct a practical system which can be used in small apparel and accessory retailing establishments.

Thesis (M.S.)--Massachusetts Institute of Technology, Alfred P. Sloan School of Management, 1982. / MICROFICHE COPY AVAILABLE IN ARCHIVES AND DEWEY. / Bibliography: leaves 83-84. / by Yale Martin Zussman. / M.S.