Estimating the variables of importance in inferentialmodelling is of significant interest in many fields of science,engineering, biology, medicine, finance and marketing. However,variable selection in high-dimensional data, where the number ofvariables is relatively large compared to the observed data points,is a major challenge and requires more research in order toenhance reliability and accuracy. In this bachelor thesis project,several known methods of variable selection, namely orthogonalmatching pursuit (OMP), ridge regression, lasso, adaptive lasso,elastic net, adaptive elastic net and multivariate adaptive regressionsplines (MARS) were implemented on a high-dimensional dataset.The aim of this bachelor thesis project was to analyze andcompare these variable selection methods. Furthermore theirperformance on the same data set but extended, with the numberof variables and observations being of similar size, were analyzedand compared as well. This was done by generating models forthe different variable selection methods using built-in packagesin R and coding in MATLAB. The models were then used topredict the observations, and these estimations were compared tothe real observations. The performances of the different variableselection methods were analyzed utilizing different evaluationmethods. It could be concluded that some of the variable selectionmethods provided more accurate models for the implementedhigh-dimensional data set than others. Elastic net, for example,was one of the methods that performed better. Additionally, thecombination of final models could provide further insight in whatvariables that are crucial for the observations in the given dataset, where, for example, variable 112 and 23 appeared to be ofimportance. / Att skatta vilka variabler som är viktigai inferentiell modellering är av stort intresse inom mångaforskningsområden, industrier, biologi, medicin, ekonomi ochmarknadsföring. Variabel-selektion i högdimensionella data, därantalet variabler är relativt stort jämfört med antalet observeradedatapunkter, är emellertid en stor utmaning och krävermer forskning för att öka trovärdigheten och noggrannheteni resultaten. I detta projekt implementerades ett flertal kändavariabel-selektions-metoder, nämligen orthogonal matching pursuit(OMP), ridge regression, lasso, elastic net, adaptive lasso,adaptive elastic net och multivariate adaptive regression splines(MARS), på ett högdimensionellt data-set. Syftet med dettakandidat-examensarbete var att analysera och jämföra resultatenav dessa metoder. Vidare analyserades och jämfördes metodernasresultat på samma data-set, fast utökat, med antalet variableroch observationer ungefär lika stora. Detta gjordes genom attgenerera modeller för de olika variabel-selektions-metodernavia inbygga paket i R och programmering i MATLAB. Dessamodeller användes sedan för att prediktera observationer, ochestimeringarna jämfördes därefter med de verkliga observationerna.Resultaten av de olika variabel-selektions-metodernaanalyserades sedan med hjälp av ett flertal evaluerings-metoder.Det kunde fastställas att vissa av de implementerade variabelselektions-metoderna gav mer relevanta modeller för datanän andra. Exempelvis var elastic net en av metoderna sompresterade bättre. Dessutom drogs slutsatsen att kombineringav resultaten av de slutgiltiga modellerna kunde ge en djupareinsikt i vilka variabler som är viktiga för observationerna, där,till exempel, variabel 112 och 23 tycktes ha betydelse. / Kandidatexjobb i elektroteknik 2021, KTH, Stockholm

In this thesis, target induced glint error phenomenon is analyzed and the glint reduction techniques are evaluated. Glint error reduction performance of the methods is given in a comparative manner. First, target glint is illustrated with the dumbbell model which has two point scatterers. This illustration of the glint error builds the basic notion of target scattering centers and effect of scattering characteristics on glint error. This simplest approach is also used to understand the glint reduction methods. In an effort to evaluate the glint reduction techniques, a model based upon the concept of coherent summation of scattering complexes is used . The model is also used for introducing the basic properties of glint phenomenon. Basics of the glint phenomenon and glint reduction techniques are discussed with particular emphasis on diversity methods. Frequency diversity and spatial diversity techniques are described and investigated with generated simulation data. The diversity selection methods which are used to eliminate the erroneous data are introduced and their performances are investigated. Glint error reduction results of various scenarios including both reduction techniques and selection methods are evaluated in comparison with each other. The results indicate that significant reduction of glint error is possible by the appropriate utilization of diversity techniques in radar systems.

The main purpose of the present study was to explore the effects of characteristics of information given in a job advertisement (amount of information and the specificity of the information) on the potential applicants&rsquo / willingness to apply to the job opening with the mediating roles of credibility of and satisfaction from the information, and attraction to the organization. In addition to that, the factors affecting the decision of the applicants to apply for the job posted such as application modes (internet, by hand in the same city the applicant lives, by hand in a different city than the applicant lives), different selection methods (interview, personality test, knowledge test), and personality characteristics (goal orientation and self-efficacy) were investigated. The study was conducted in three phases. In the first phase, one hundred and seven Middle East Technical University (METU) students were used to decide between two alternatives of goal orientation and two self-efficacy scales, which were translated into Turkish and adapted for the current study, to be used in the main study by determining the validity and reliabilities of the scales. The second phase was the manipulation check, conducted to test the clarity and meaningfulness of the newly developed job advertisements and questions related to the research hypotheses. Thirty-two METU students were used for the second phase. The final phase was the main study. One hundred and fifty four METU students from Electrical and Electronics Department were used to examine the hypotheses of the study.The students were randomly assigned to the three different versions of job advertisement. Additionally, a questionnaire package was given to each participant. The results supported most of the main hypotheses and the proposed model except for the mediating effect of satisfaction. Advertisement type affected the willingness to apply to the job of potential applicant and this relation was mediated by credibility and credibility was mediated by attractiveness to the organization. A main effect of application mode was found for change in application decision, but no interaction was found between application mode and different attraction levels. Goal orientation found to be affecting applicants&rsquo / decision change for different selection methods. Self-efficacy failed to predict decision change for application for different selection methods. Results are discussed along with the strengths and limitations of the study and suggestions for future research.

The thesis is focused on the analysis of different recruitment and selection methods of new employees; the thesis evaluates modern methods of recruitment and selection of candidates used in recruitment agency CPL Jobs and provides suggestions for improving of the process within the agency. The aim of this thesis is to examine the process of recruitment and selection of new employees as a key component of modern approaches of personnel management, to describe the tools for achieving efficient process and submit their own proposals for improving its effectiveness. The thesis is divided into two parts. The theoretical part defines the process of recruitment and selection of qualified manpower, describes different methods of recruitment and selection of employees in recruitment agency. The practical part is based on personal experience and contains the analysis of current situation of using different sources and methods of recruitment and selection of new candidates in recruitment agency CPL Jobs and submits its improvement and further enhancement of the effectiveness.

Diploma thesis is oriented for intake and selection of employees. Right selected worker can increase effectiveness of company and in that way he is one of the pivot elements of the organization. That’s why is necessary do not downgrade selection procedure and find perfect worker and then try to create conditions for two-sided satisfaction. Diploma thesis contains theoretic and practical part, which will be processed on base obtained from Center for leisure time Lužánky. The point is to design a new way of in taking employees which would lead to elevation of effectiveness and would get specific order to the whole selection procedure.

My thesis deals with the selection of new employees in a specific company. The theoretical part explains methods of recruitment and basic terms and concepts associated with this issue. The practical part contains a description of the company, the objective of the research and actual survey via questionnaire. The results of the research are proposals and recommendations for changes that lead to finding the most suitable candidates for selected positions in the company for its better operation.

Zuzana Thürlová. The filling of vacancies in nonprofit organizations (case studies). Prague, Faculty of Humanities, Charles University, 2015. 87 p. Thesis. This thesis examines the process of filling vacancies in nonprofit organizations. The topic is dealt with by a case study of two specific benevolent societies providing social services. First I create a theoretical framework for the topic of filling vacancies, using scientific literature. Specifically, I focus on the analysis and description of jobs, methods of recruitment and selection of staff and adaptation of new employees. Subsequently, using methods of qualitative research strategy, I analyze my own data obtained for setting up a more efficient process of filling vacancies in the organization, which should contribute to the stabilization and development of the team. Simultaneously the outputs of my work are not just recommendations. Also specific documents were developed for the Personnel books (listed in Appendix), set a new system of adaptation process and part of the proposed changes have already been implemented and evaluated as fruitful. Keywords: job analysis, job description, employee recruitment, employee selection methods, worker adaptation

MSc (Statistics) / Department of Statistics / Selection of variables is vital in high dimensional statistical modelling as it aims to identify the right subset model. However, variable selection for discrete survival analysis poses many challenges due to a complicated data structure. Survival data might have unobserved heterogeneity leading to biased estimates when not taken into account. Conventional variable selection methods have stability problems. A simulation approach was used to assess and compare the performance of Least Absolute Shrinkage and Selection Operator (Lasso) and gradient boosting on discrete survival data. Parameter related mean squared errors (MSEs) and false positive rates suggest Lasso performs better than gradient boosting. Frailty models outperform discrete survival models that do not account for unobserved heterogeneity. The two methods were also applied on Zimbabwe Demographic Health Survey (ZDHS) 2016 data on age at first marriage and did not select exactly the same variables. Gradient boosting retained more variables into the model. Place of residence, highest educational level attained and age cohort are the major influential factors of age at first marriage in Zimbabwe based on Lasso. / NRF

Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / The common bean is a basic food of Brazilian diet, with great importance in many regions of the country because of economic and/or nutritional reasons. Genetic variability related to the grain yield, morphologic, phenologic and nutritional traits, and others, makes possible the use of genetic improvement and gain genetic can be maximized when adequate methodologies are used to obtain segregant populations and selection of lines. So, the purposes of this study were to evaluate the efficiency of the Genealogic and Single Seed Descent (SSD) methods in the obtained of segregating populations and evaluate direct selection, indirect selection, classical index (SMITH, 1936; HAZEL, 1943), base index (WILLIANS, 1962), parameter and weight free index (ELSTON, 1963), desired gains index (PESEK; BAKER, 1969), multiplicative index (SUBANDI et al., 1973) and rank summation index (MULAMBA; MOCK, 1978) in the identification of common bean families with higher grain yield, morphologic and phenologic desirable traits and higher calcium and iron contents in the seeds. For that, an amount of 272 families from F7 generation 136 families obtained by the Genealogic method with selection in segregant generations for grain yield, 136 families obtained by the SSD method, and 17 registered cultivars to be grown in Rio Grande do Sul state were evaluated in simple lattice model 17 x 17. Through the Genealogic method we obtained a higher number of families with high grain yield, early cycle and a lower general adaptation note (better adaptation). The SSD method was efficient by selection the higher grain yield, higher number of families with the lowest lodging grade (erect type), higher insertion height of first pod and higher calcium and iron contents in seeds. Correlations unfavorable to the interests of improvement were observed between the characters grain yield and height insertion of first pod and calcium and iron content in seeds. The classical index (SMITH, 1936; HAZEL, 1943), the base index (WILLIANS, 1962) and the multiplicative index (SUBANDI et al., 1973) can provide higher genetic progress common bean lines showing high similarity between the selected lines. / O feijão é um alimento básico na dieta dos brasileiros, com importância significativa em diversas regiões do país por razões econômicas e/ou nutricionais. Variabilidade genética com relação à produtividade de grãos, aos caracteres morfológicos, fenológicos e nutricionais possibilita a utilização do melhoramento genético e ganhos podem ser obtidos quando forem utilizadas metodologias adequadas na condução das populações segregantes e na seleção de linhagens. Desta forma, os objetivos deste trabalho foram avaliar a eficiência dos métodos Genealógico e Descendente de uma Única Semente (SSD) na condução das populações segregantes e avaliar a seleção direta, seleção indireta, índice clássico (SMITH, 1936; HAZEL, 1943), índice base (WILLIANS, 1962), índice livre de peso e parâmetros (ELSTON, 1963), índice baseado nos ganhos desejados (PESEK; BAKER, 1969), índice multiplicativo (SUBANDI et al., 1973) e índice baseado em soma de ranks (MULAMBA; MOCK, 1978) na identificação de famílias de feijão com maior produtividade de grãos, com caracteres morfológicos e fenológicos desejáveis e maior teor de cálcio e de ferro nas sementes. Para tanto, um total de 272 famílias em geração F7 - 136 famílias conduzidas pelo método Genealógico com seleção nas gerações segregantes para a produtividade de grãos e 136 famílias conduzidas pelo método SSD, além de 17 cultivares registradas para cultivo no Estado do Rio Grande do Sul, foram avaliadas em delineamento látice simples 17 x 17. Pelo método Genealógico se obteve maior número de famílias com alta produtividade de grãos, de ciclo precoce e com menor nota geral de adaptação (melhor adaptação). O método SSD foi eficiente para a seleção de maior número de famílias com as menores notas de acamamento (porte ereto), as maiores alturas de inserção de primeira vagem e os maiores teores de cálcio e de ferro nas sementes. Correlações desfavoráveis ao interesse do melhoramento foram observadas entre os caracteres produtividade de grãos, altura de inserção da primeira vagem e teores de cálcio e de ferro nas sementes. O índice clássico (SMITH, 1936; HAZEL, 1943), o índice base (WILLIANS, 1962) e o índice multiplicativo (SUBANDI et al., 1973) podem propiciar progresso genético superior na seleção de linhagens de feijão apresentando elevada coincidência entre as linhagens selecionadas.

This thesis deals with one of the most debated topics of the Personnel Psychology - the personnel selection. The aim of the thesis is to provide an exhaustive overview of the designing process of the selection procedures with special attention being paid to the various methods of selecting employees. Attention was primarily paid to the effort that the knowledge of the otherwise common methods of selecting employees be put in the new framework and the latest ways of their application. Particular emphasis has been put upon the new approaches to the method of interview, cognitive abilities testing, detection of individual personality at work and new methods in designing assessment centers. An interesting chapter is the use of emotional factors as selection criteria and the application of the attachment theory to work. Considerable extent of the thesis is also devoted to the methods of job analysis and competency modeling, their comparison and applications. Based on the previous theoretical treatise the empirical part attempts at creating a competency model for senior executives in the hotel industry and proposes possible ways of its practical use.