Through varying personnel selection methods, corporations have obtained top minds that own the abilities to promote the companies¡¦ competitiveness. Among these methods, psychological tests, due to their characteristics of being objective, scientific and low-cost, have been adopted by more and more employers. This paper is to examine whether the content of these tests conforms to the standards for evaluating standardized tests. The examination is done by analyzing tests materials collected from human resource consulting companies and professional psychological test publishers. The data used in this research come mostly from the Internet. They are classified into three categories: General information, technical information, and practical evaluation. Among the three, the amount of practical evaluation information, which relates mainly to the quality of a test, is the least. My survey shows that personality tests are the major development tests of human resource consulting companies and professional psychological test publishers, and that human resource consulting companies have got the advantage of developing psychological tests.

[Truncated abstract] Time series of natural phenomena usually show irregular fluctuations. Often we want to know the underlying system and to predict future phenomena. An effective way of tackling this task is by time series modelling. Originally, linear time series models were used. As it became apparent that nonlinear systems abound in nature, modelling techniques that take into account nonlinearity in time series were developed. A particularly convenient and general class of nonlinear models is the pseudolinear models, which are linear combinations of nonlinear functions. These models can be obtained by starting with a large dictionary of basis functions which one hopes will be able to describe any likely nonlinearity, selecting a small subset of it, and taking a linear combination of these to form the model. The major component of this thesis concerns how to build good models for nonlinear time series. In building such models, there are three important problems, broadly speaking. The first is how to select basis functions which reflect the peculiarities of the time series as much as possible. The second is how to fix the model size so that the models can reflect the underlying system of the data and the influences of noise included in the data are removed as much as possible. The third is how to provide good estimates for the parameters in the basis functions, considering that they may have significant bias when the noise included in the time series is significant relative to the nonlinearity. Although these problems are mentioned separately, they are strongly interconnected

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.

Made available in DSpace on 2014-06-11T19:33:38Z (GMT). No. of bitstreams: 0 Previous issue date: 2009-07-03Bitstream added on 2014-06-13T21:06:41Z : No. of bitstreams: 1 pavan_be_dr_jabo.pdf: 555012 bytes, checksum: 6771bf1cd4aa062169ce23e64b07875c (MD5) / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior (CAPES) / Objetivo deste trabalho foi a identificação das formas de competição em testes de progênies de eucalipto e a influencia desta nos parâmetros genéticos e na seleção. Foram usados dados de dois testes de progênies de polinização aberta de eucalipto, instalados no delineamento em blocos casualizados. O experimento 1 (EXP1) foi constituído por quatro testemunhas (clones) e 49 progênies e o experimento 2 (EXP2) por 44 progênies, ambos com seis repetições e parcelas lineares de 10 plantas. Em três idades (aos 2, 4 e 7 anos para o EXP1 e aos 3, 5 e 7 anos para o EXP2), avaliou-se o crescimento em altura (ALT), o diâmetro à altura do peito (DAP) e o volume comercial de madeira com casca (VOL), analisando-se os dados pela metodologia REML/BLUP. Para VOL aos sete anos de idade foi feita a análise de covariância para identificação da competição e suas formas através de sete covariáveis: índice de competição de Hegyi (IC), auto-competição (AT), alo-competição (AL), média da autocompetição (MAT), média da alocompetição (MAL) e media aritmética dos quatro (M4) e oito vizinhos mais próximos (M8). O efeito dessas covariáveis foi estudado individualmente e em todas as suas possíveis combinações, avaliando-se as alterações em todos os componentes de variância. Ainda aos sete anos foi efetuada a seleção para os três caracteres, com e sem o auxílio de covariáveis de competição e, para VOL, em todas as idades, foi simulada a seleção com e sem o auxilio de covariáveis de competição, comparando-se os parâmetros genéticos e a eficiência da seleção precoce em relação à idade adulta. A auto-competição parece causar menor variabilidade genética e erro entre parcelas, já a alo-competição interfere de forma oposta. A rotina de análise que apresentou melhores resultados foi a que incluiu as covariáveis MAT/IC. A competição intergenotípica causa... / The aim in this study was to identify the forms of competition in eucalyptus progeny tests and their influence on genetic parameters and selection. Data from two progeny tests of open pollinated families of eucalyptus were used. The plants were set up in a randomized plot design, in which experiment 1 (EXP1) comprised four control (clones) and 49 families and experiment 2 (EXP2) comprised 44 families. Both experiments consisted of six replications and linear plots of 10 plants. At three ages (2, 4 and 7 years old for EXP1 and 3, 5 and 7 years old for EXP2), growth was assessed in terms of height (H), diameter at breast height (DBH) and commercial volume of wood with bark (VOL). The data were analyzed using the REML/BLUP methodology. For VOL at seven years old, covariance analysis was performed to identify the competition and its forms, through seven covariables: Hegyi competition index (HCI), autocompetition (AUT), allocompetition (AL), mean autocompetition (MAT), mean allocompetition (MAL) and arithmetic mean of the closest four (M4) and eight (M8) neighbors. The effect from these covariables was studied singly and in all possible combinations, and the changes to all variance components were evaluated. Selection for three characteristics with or without the aid of competition covariables was also done after seven years old. For VOL, at all ages, selection with or without competition covariables was simulated by comparing the genetic parameters and early selection efficiency in relation to mature age. Autocompetition seemed to cause less genetic variability and error between plots, while allocompetition had the opposite effect. The analysis routine that presented the best results was the one that included the MAT and HCI covariables. Intergenotype competition caused selection bias among the eucalyptus open pollinated families and might have given rise to incorrect choice of genetic... (Complete abstract click electronic access below)

The main goal of this thesis is to analyze the forms of utilizing teacher selection methods used by public high schools in the Czech Republic and in the case that shortcomings are identified, propose solutions which lead to higher validity of the selection process and to a selection of an employee, who best fulfills requirements of the specific job. The issue of employee selection is firstly defined from the theoretic perspective, further off an analysis of teacher selection methods in the Czech Republic public high school system is performed. Findings from the analysis are afterwards used for a compilation of a teacher competence model. In the conclusion an evaluation and recommendations are made in order to increase the quality of the teacher selection process on the selected school type.

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<p>With the advance of technology, the collection and storage of data has become routine. Huge amount of data are increasingly produced from biological experiments. the advent of DNA microarray technologies has enabled scientists to measure expressions of tens of thousands of genes simultaneously. Single nucleotide polymorphism (SNP) are being used in genetic association with a wide range of phenotypes, for example, complex diseases. These high-dimensional problems are becoming more and more common. The "large p, small n" problem, in which there are more variables than samples, currently a challenge that many statisticians face. The penalized variable selection method is an effective method to deal with "large p, small n" problem. In particular, The Lasso (least absolute selection and shrinkage operator) proposed by Tibshirani has become an effective method to deal with this type of problem. the Lasso works well for the covariates which can be treated individually. When the covariates are grouped, it does not work well. Elastic net, group lasso, group MCP and group bridge are extensions of the Lasso. Group lasso enforces sparsity at the group level, rather than at the level of the individual covariates. Group bridge, group MCP produces sparse solutions both at the group level and at the level of the individual covariates within a group. Our simulation study shows that the group lasso forces complete grouping, group MCP encourages grouping to a rather slight extent, and group bridge is somewhere in between. If one expects that the proportion of nonzero group members to be greater than one-half, group lasso maybe a good choice; otherwise group MCP would be preferred. If one expects this proportion to be close to one-half, one may wish to use group bridge. A real data analysis example is also conducted for genetic variation (SNPs) data to find out the associations between SNPs and West Nile disease.</p> / Master of Science (MSc)

Předmětem diplomové práce je získávání, výběr, adaptace a hodnocení zaměstnanců v cestovní kanceláři. Teoretická část práce bude vycházet z dostupné literatury se zaměřením na problematiku lidských zdrojů. V praktické části práce je na základě analýzy práce s lidskými zdroji v dané firmě, budou provedeny návrhy v rovině organizační a metodické pro kvalitní a efektivní řízení lidských, které bude směřovat ke zvýšení konkurenční pozice firmy.

This diploma thesis addresses a project of evaluating the selection of a supplier for purchase of a chosen commodity. The theoretical part describes general methodologies of supplier evaluation and selection. It also includes information on the production process and commodity purchase. The analytical part focuses on evaluation and selection of a supplier based on a point rating, where the output is a recommendation of the best supplier, which receives the highest number of points.