Much has been said about rationalization and redeployment in socio-economic and political circles in South Africa, with many of the associated problems inherited from the apartheid government. These problems included, but were not limited to, the following: lack of learner support materials (textbooks, desks), insufficient and overcrowded classrooms, libraries and laboratories and human resources (insufficient trained teachers, especially in mathematics and science in townships and rural schools of South Africa). These problems have proved detrimental to effective teaching and learning and have created almost impossible working conditions for the majority of teachers. In order to comply with the Constitution of the country and the culture of human rights, the achievement of equity in the education sector of South Africa became a central component of attempts to restructure education in post- apartheid South Africa. It remains one of the most pressing issues in the politics of educational reform. To address years of imbalance in education, a number of policies were created and implemented. One such policy was the rationalization and redeployment of teachers from advantaged schools to previously disadvantaged schools. This policy was the principal mechanism for achieving equity, both between and within provinces. The pupil- toteacher ratio is one of the key indices of unequal per capita expenditure in schools in different communities as well as an important determinant of quality in South African education. It is a good policy on paper, but the implementation thereof has not been easy. Many obstacles have been encountered in the process of implementation. These include: (i) lack of a comprehensive teacher database which clearly indicates the number of teachers to be redeployed, (ii) lack of clear and concise information for the general public - absence of effective channels of information distribution and communication, (iii) lack of motivation to co-operate for those who would be directly affected, (iv) lack of decentralised decision making- processes, (v) the financial constraints experienced by the provinces of South Africa during the process of implementation. Regardless of the support policies enjoy from authorities, many policies do not receive the support of the public, especially if they require unpopular action - a situation that applies to the redeployment of teachers in South Africa. The involvement in and acceptance of the policy by all stakeholders is crucial. Research instruments such as face-to-face interviews were used to gather the data presented in this research. Interviews were conducted to gain insight into the perceptions of teachers of the rationalization and redeployment policy in selected schools in the Port Shepstone/ Harding district. The research explored the contradictions and consequences that underpinned the rationalization and redeployment of teachers in KwaZulu- Natal. / Thesis (M.Soc.Sc.) - University of KwaZulu-Natal, Pietermaritzburg, 2005.

Much has been said about rationalization and redeployment in socio-economic and political circles in South Africa, with many of the associated problems inherited from the apartheid government. These problems included, but were not limited to, the following: lack of learner support materials (textbooks, desks), insufficient and overcrowded classrooms, libraries and laboratories and human resources (insufficient trained teachers, especially in mathematics and science in townships and rural schools of South Africa). These problems have proved detrimental to effective teaching and learning and have created almost impossible working conditions for the majority of teachers. In order to comply with the Constitution of the country and the culture of human rights, the achievement of equity in the education sector of South Africa became a central component of attempts to restructure education in post- apartheid South Africa. It remains one of the most pressing issues in the politics of educational reform. To address years of imbalance in education, a number of policies were created and implemented. One such policy was the rationalization and redeployment of teachers from advantaged schools to previously disadvantaged schools. This policy was the principal mechanism for achieving equity, both between and within provinces. The pupil- to teacher ratio is one of the key indices of unequal per capita expenditure in schools in different communities as well as an important determinant of quality in South African education. It is a good policy on paper, but the implementation thereof has not been easy. Many obstacles have been encountered in the process of implementation. These include: (i) lack of a comprehensive teacher database which clearly indicates the number of teachers to be redeployed, (ii) lack of clear and concise information for the general public - absence of effective channels of information distribution and communication, (iii) lack of motivation to co-operate for those who would be directly affected, (iv) lack of decentralised decision making- processes, (v) the financial constraints experienced by the provinces of South Africa during the process of implementation. Regardless of the support policies enjoy from authorities, many policies do not receive the support of the public, especially if they require unpopular action - a situation that applies to the redeployment of teachers in South Africa. The involvement in and acceptance of the policy by all stakeholders is crucial. Research instruments such as face-to-face interviews were used to gather the data presented in this research. Interviews were conducted to gain insight into the perceptions of teachers of the rationalization and redeployment policy in selected schools in the Port Shepstone/ Harding district. The research explored the contradictions and consequences that underpinned the rationalization and redeployment of teachers in KwaZulu- Natal. / Thesis (M.Soc.Sc.)-University of KwaZulu-Natal, Pietermaritzburg, 2005.

The aim of this thesis is to describe the recruitment and selection process at A.T. Kearney. Thesis is focused on a description of current practices and methods of recruitment and selection process in the company, recommendations how to improve the process are part of the thesis as well. This thesis is divided into two parts. In theoretical part, reader is informed about particular phases and methods of recruitment and selection process. Practical part consists of A.T. Kearney introduction, selection and recruiting process characteristics and analysis and survey. Survey investigates the students' preferences and factors relevant when selecting future employer as representatives of the youngest generation in the working age, Generation Y. At the end, there are the recommendations for improvement of current practices of A.T. Kearney recruitment and selection process.

The goal of my thesis is an analysis of selection and recruitment procedure for the institutions of the European Union. It will be achieved by description of basic rules and methods that are used during this process. The main part of my thesis represents a questionnaire survey that was conducted among the group of current employees of the European Union institutions. The survey aimed at confirming the two working hypothesis that have been set. In case of finding any weak points of the procedure, I will suggest appropriate measures for improvement.

The use of artificial intelligence (AI) tools is rapidly increasing in organizations worldwide. The purpose of this cross-sectional experimental study is to compare perceptions of procedural fairness and perceptions of discrimination based on sexual orientation in AI-assisted versus human recruitment processes. Using vignettes, we asked participants (N = 278) to assess recruitment processes and fictional applicant’s LinkedIn profiles where sexual orientation was signaled. In more detail, after participants were informed about the negative decision made either by the AI tool or the human recruitment team, they were asked to report their perceptions of procedural fairness and perceptions of discrimination based on sexual orientation. We used independent samples t-tests and two-way ANOVA to analyze our main hypotheses. Our findings reveal that AI-assisted recruitment processes are perceived as less procedurally fair than human recruitment processes. In contrast, the results indicate that AI-assisted recruitment processes are perceived as less discriminatory for non-heterosexual applicants compared to heterosexual applicants. The findings cover a gap in research on perceived discrimination based on sexual orientation in AI-assisted recruitment. Moreover, by shedding light on the complexities of perceptions concerning AI-assisted and human recruitment processes, our findings underline the emerging need for organizations to invest in AI literacy, increase employees’ AI familiarity, and openly commit to AI legislation. Lastly, our findings may provide insights for informing talent acquisition strategies, learning and development programs, and diversity, equity, and inclusion initiatives in digitized companies. / <p>The final thesis submission was on the 02.06.2024 however, the final seminar including the thesis defence was on the 21.05.2024.</p><p>Please find the datasets (raw and cleaned) and all further supplementary materials on OSF, these are hyperlinked in the final document.</p>

This thesis is an in-depth study of the labour market in the UK publishing sector. The aim is to study the role of social ties in publishing in external recruitment and internal promotion. Conventional sociological studies on social ties and labour market outcomes either neglect the perspective of the recruiter and the referrer or fail to explore the mechanisms by which social ties bring about labour market outcomes. This thesis fills these gaps. I used qualitative research methods, i.e. semi-structured interviews and participant observation for this research. The semi-structured interviews were with 40 interviewees, who were working in different roles (e.g. editorial and design) and levels (e.g. senior and junior) in Oxford and London-based publishing houses. I also served as a committee member of a publishing association in Oxford for seven months. Participant observation serves to triangulate the information I obtained through semi-structured interviews. This thesis examines different aspects of the labour market process and mechanisms. Regarding recruitment methods, I found that whether recruiters use formal or informal (word of mouth) methods depend on the level of uncertainty of recruiting a wrong person and the cost of making such mistakes. The greater the uncertainty and the cost, the more likely recruiters are to use social ties. Social ties serve to provide information about the availability of suitable employees. With regard to selection processes, I found that professional skills are a must but not enough in themselves. Recruiters use informal method at the final stage of selection to ensure the recruits possess the relevant qualities. As for job-hunting methods, I found that most newcomers introduce themselves using formal methods to get into publishing but in fact informality is often embedded in formal methods. Interviewees at managerial level almost entirely got their job through informal channels. Social ties have different functions as people rise through the different levels: whereas first entrants use social ties to obtain information about job opportunities, senior level staff members and freelancers carry with them reputation of their fitness to fill a particular position. Finally, when it comes to internal promotion, employers in my sample promote staff from within the company who already possesses the relevant skills, so as to minimize training costs and get around the uncertainties in settling in new staff. From the employees’ point of view, so long as they perform well in the job and establish a cooperative link with their boss and team members, they would be able to be promoted.

This diploma thesis discusses the selection process and increasing its efficiency. It deals with selection of employees in manufacturing positions at Lear Corporation Czech Republic s. r. o. It includes analysis of the current situation of recruitment and selection of employees in that company and proposals for changes to increase the efficiency of HR assistants work and help to select appropriate personnel.