Dissertations / Theses on the topic 'Recruitment trends'

Long-term interannual changes in richness, abundance, diversity and structure of the fish community in the temporarily open/closed East Kleinemonde Estuary, Eastern Cape, are described and the recruitment success of two estuary-dependent marine species assessed. In addition, laboratory experiments were conducted to assess the possible role of olfaction in the recruitment process of an estuary-dependent marine fish species. Multivariate analyses of the annual marine fish communites identified two distinct groups with more species recorded during years that succeeded spring (September to November) mouth opening events than in years following no mouth opening events in spring. Interannual community stability (IMD) and seriation (IMS) also increased from the ‘other’ to the ‘spring’ years. These results highlight the importance of the timing of mouth opening to the marine fish community in a temporarily open/closed estuary. This study also made use of long-term records of daily mouth state and linked them to the recruitment of distinct year-class cohorts in two spardis with contrasting lifehistory characteristics. Lithognathus lithognathus only recruited into the estuary in years when the mouth opened between late August and January. This was linked to the limited spawning season of this species and its inability to enter closed estuaries via wave overwash events. In contrast, recruitment by Rhabdosargus holubi juveniles appeared to be uninterrupted and was not determined by the seasonality of mouth opening. This species dominates the marine-spawning component of the East Kleinemonde Estuary and its success is attributed to an extended spawning season and its ability to recruit into estuaries during both overwash and open mouth conditions. Attraction of postflexion Rhabdosargus holubi larvae to estuary, surf zone and river water was also measured using a rectangular choice chamber. In two sets of experiments, conducted during peak recruitment periods, larvae from both the surf zone and estuary mouth region selected estuary water with a significantly higher frequency than sea water. Larvae collected in the mouth region showed a stronger preference for river water than those collected in the surf zone, thus suggesting that these fish are more attracted to freshwater influenced nursery areas once they have entered the estuary than those in the surf zone. Larvae collected in the marine environment also selected surf zone water with significantly higher frequencies than estuary water or offshore sea water, thus confirming the importance of the surf zone as an interim nursery area for postflexion R. holubi.

There has been substantial debate in recent years about the extent to which industrialized fishing has affected tunas and other large pelagic predator populations and altered the pelagic community. Variations in the type of data incorporated into assessments, statistical treatment of catch rate information, and different assessment methodologies have lead to diverging interpretations of stock levels and the sustainability of current large-scale industrialized fisheries. Simple nominal catch rates derived from Japanese longline catch and effort data paint a biased picture of the impact of industrialized fishing on the large pelagic tuna and billfish community, suggesting that abundance as of 2002 was only 10% of pre-1950 levels. Methods that correct for the spatial expansion, shift in distribution, and change in species targeting of the Japanese fleet, by averaging catch rates over spatial areas while imputing missing catch rate values, indicate a less severe decline with tuna and billfish stock reduced to an average of 50% of pre 1950 levels. For the majority of stocks, simple assessment methods indicate these relative abundance trends may still be biased and additional information sources are necessary to constrain assessments and evaluate the status of the stocks. With the incorporation of prior information on current fishing mortality rates and in some instances stock productivity, assessments indicate that a number of stocks are over-fished and experiencing over-fishing. Optimization models based on the same catch and effort data, aimed a redistributing fishing effort to maximize profits subject to fishing mortality constraints, suggest economic efficiencies can be gained in the long term if effort reductions are coupled with closed areas. Areas open to fishing should be placed where potential value and recruitments into the fishery are high. Fisheries are complex adaptive systems and it is not necessarily apparent how data resulting from fishing activities relate to the states of the assemblage of species captured. Careful consideration must be given to the nature of the sampling processes that give rise to these data. Without such consideration or alternative sources of information, inferences about impacts of fisheries on natural systems can be severely distorted.

The purpose of this study was to examine the trends, attrition and retention rates of National Merit Finalists at the University of Central Florida between the years of 1997 to 2005. This study was intended to provide information for higher education practitioners, faculty, and administrators to help them better understand the expectations and current trends of National Merit Finalists. The problem was to determine how to increase recruitment and retention while decreasing the attrition rates of these highly desirable students. The importance of this study includes identifying trends that may aid in future recruitment efforts for National Merit Finalists; finding the causes of dissatisfaction towards the University among these students; and identifying specific areas in which to alleviate those dissatisfactions. The results will hopefully provide insight into specific recruitment, services, and programming options for these students. The study examined data that was collected from the University of Central Florida's Burnett Honors College database known as FileMaker 8.0. The data examined characteristics such as grade point averages (high school and college); valedictorian and salutatorian status; test scores (SAT and ACT); Honors in the Major (undergraduate thesis) students; Honors and university status (withdrawn, probation, removed, disqualified, enrolled, graduated); Honors college attrition; university attrition; ethnicity; gender ratios; majors; and, prestigious scholarships awarded in college (such as the Rhodes, Truman, Marshall). The actual size of the sample was one hundred ninety-eight National Merit Finalists. Data was also collected from a survey given to all University of Central Florida National Merit Finalists. Descriptive statistics were reported for each of the components examined. This data examined the types of scholarship packages that National Merit Finalists were offered; the reasons students chose the University of Central Florida over other universities; the college recruitment process; hours studied for the PSAT; siblings; perceptions on being a National Merit Finalist; the number of times students changed their majors; job status; transportation; computer attainment; disabilities; and the potential disadvantages of being labeled as a National Merit Finalist. The data could be utilized to examine the trends of our National Merit Finalists, in order to see what is working and what is not in terms or recruitment and retention; and also to further examine what these students want from their institutions. Findings indicated that problems exist in regard to the following: the recruitment of female and minority National Merit Finalists; males historically score higher on the SAT than females; decreasing the attrition rates of this population at the University of Central Florida; the majority of National Merit Finalists at the University of Central Florida come from Florida; the majority of National Merit Finalists at the University of Central Florida do not tend to be high school salutatorians or valedictorians; high school counselors seem to be the least effective tool for recruiting National Merit Finalists at the University of Central Florida; and the majority of National Merit Finalists at the University of Central Florida did not study at all for the PSAT test. However, the University of Central Florida is extremely competitive with other institutions of higher education with regard to scholarship packages. Results also revealed the following: the SAT is a more widely accepted tool for determining NMSC status as opposed to the ACT; the majority of National Merit Finalists have a GPA between 3.600 and 3.999 at the University of Central Florida; the University of Central Florida is succeeding in making its National Merit Finalists feel special during the recruitment process; the most influential reason that National Merit Finalists are choosing UCF is based upon the financial scholarship packages they are offered; and the majority of National Merit Finalists at the University of Central Florida do not feel that there are disadvantages toward being labeled as such. This data provides a basis for further research on National Merit Finalists trends, attrition, and retention. Practical considerations are revealed in the data that will influence future recruitment methods and lead to higher retention rates and increased student satisfaction. Several other recommendations are made to conduct further research studies on the trends, attrition, and retention rates of National Merit Finalists.
Ed.D.
Department of Educational Research, Technology and Leadership
Education
Educational Leadership

Mestrado em Gestão de Recursos Humanos
O seguinte relatório surge como resultado do estágio curricular realizado na empresa Abylos, Trends & Consulting, e visa descrever e analisar as atividades desenvolvidas. O estágio ocorreu num ambiente multidisciplinar, e permitiu-me ter acesso a vários procedimentos do Departamento de Recursos Humanos. O foco, porém, incide sobre o tema formação e o modo como esta se envolve com a cultura organizacional. A formação é uma ferramenta muito importante, pois permite, cada vez mais, que as organizações alcancem maior e melhor competitividade, de modo a enaltecer e expandir a sua produtividade. Numa primeira fase irei realizar um enquadramento teórico acerca das práticas de Gestão de Recursos Humanos (GRH), caracterizando sobretudo o conceito de formação e a sua integração na organização, bem como o modo como se insere na cultura organizacional. Numa segunda fase, de forma a contextualizar o ambiente de estágio, irei dar especial atenção às aplicações de GRH desenvolvidas na Abylos, Trends & Consulting, nomeadamente atividades de formação e desenvolvimento de materiais pedagógicos. Seguir-se-á a apresentação da empresa, a sua cultura e valores. De seguida irei focar-me na descrição das atividades desempenhadas no decorrer do estágio e no trajeto que percorri. O relatório termina com uma análise crítica à luz do enquadramento teórico e com uma secção conclusiva.
The following report is a result of the curricular internship developed in Abylos, Trends & Consulting. The main aim is to describe and analyse the developed activities. The internship occurred in a multidisciplinary environment and allowed to have access to the several procedures of the Human Resources Department (HRD). The focus of the theme concerns the training and how it is involved with the organizational culture, which is a really important tool that allows organizations to achieve bigger and better competitiveness, in order to emphasize and expand their productivity. In a first stage, it will be conducted a theoretical framework on the management practices of Human Resources (HRM), mainly featuring the concept of training and its integration into the organisation and how the changes fit into the organizational culture. In order to contextualize the internship environment, the report will pay special attention to HRM applications developed in Abylos, Trends & Consulting, including activities and training programs and development of pedagogic materials. Secondly, will follow the presentation of the company, its culture and values. Then, the report will focus on the description of the activities performed during the internship and on the path travelled. The report will end with a critical analysis of the theoretical framework and a concluding section.
N/A

Genetic variation was examined in two endangered mussel species, Epioblasma brevidens and E. capsaeformis, and a common species Lampsilis fasciola, in the Clinch River, TN, by screening mitochondrial DNA (mtDNA) sequences and nuclear DNA microsatellites. These species use fish hosts with varying dispersal capabilities, ranging from low, moderate, and high, respectively. Patterns of mtDNA polymorphism exhibited different trends for long-term population sizes for each species during the Holocene (~10,000 ya to present); namely, E. brevidens has declined over time, E. capsaeformis has remained stable, and L. fasciola has expanded. Long-term effective population size (Ne) was smallest in E. brevidens, intermediate in E. capsaeformis, and highest in L. fasciola. Moderately diverged mtDNA lineages, perhaps indicative of secondary contact, were observed in E. brevidens and E. capsaeformis. High levels of gene flow (Nm) were estimated among demes of L. fasciola using traditional F-statistics and likelihood estimates of Nm, whereas such metrics were lower in E. brevidens and E. capsaeformis. Data are consistent with population dynamics and life history traits of each species and their fish hosts. Age, shell growth, and population demography of Epioblasma brevidens, E. capsaeformis, and Lampsilis fasciola were studied from 2004-2007 in a 32-km reach of the Clinch River, TN. Observed maximum age and length of E. brevidens was 28 y and 71.5 mm for males and 11 y and 56.6 mm for females; of E. capsaeformis, 12 y and 54.6 mm for males and 9 y and 48.6 mm for females; and of L. fasciola, 45 y and 91.3 mm for males and 13 y and 62.6 mm for females. For all three species, observed maximum age and length was greater among males than females. Estimated population size in this river reach was approximately 43,000 individuals for E. brevidens, 579,000 individuals for E. capsaeformis, and 30,000 individuals for L. fasciola. Mean recruitment y-1 of 1 y-old E. brevidens ranged from 7.1% to 20%, of E. capsaeformis from 4.0% to 32.4%, and of L. fasciola from 5.8% to 25.6%. Population growth rate y-1 was 24.9% for E. brevidens, 34.6% for E. capsaeformis, and -22.4% for L. fasciola. Mortality rates of females were higher than for males of E. capsaeformis and L. fasciola, but not E. brevidens. Juvenile mussels were collected but temporally and spatially variable in occurrence, and a significant component of the age-class structure of all three species. Recruitment was very high during 2006-2007 for E. capsaeformis and other species, likely due to low river discharges in the spring-summer of 2005-2007. Surplus individuals of E. brevidens and E. capsaeformis are currently available to conduct translocations for restoration purposes. Population modeling of Epioblasma brevidens and E. capsaeformis in the Clinch River was conducted to determine suitable harvest levels for translocation of sub-adults and adults, and to determine quantitative criteria for evaluating performance and recovery of extant and reintroduced populations. For both species, the recommended annual harvest was <1% of local population size to minimize risk of decline. Reintroduction modeling indicated that size of the initial population created during a 5 y build-up phase greatly affected final population size at 25 y, being similar to size at the end of the build-up phase, especially when expected growth rate was low, (e.g., 1-2%). Excluding age-0 individuals, age-1 juveniles or recruits on average comprised approximately 11% and 15% of a stable population of each species, respectively. The age-class distribution of a stable or growing population was characterized by multiple cohorts, to include juvenile recruits, sub-adults, and adults. Molecular genetic and demographic data indicated that the ratio of Ne/Nc was ~5% for both species. Based on this ratio and predicted declines of genetic variation at different population sizes, target sizes for reintroduced or recovered populations of each species should be â ¥5,000 individuals (Ne=250) and â ¥10,000 individuals (Ne=500), respectively, and should be comprised of multiple smaller demes spread throughout a river. Populations of both species are currently large enough to sustain harvest for translocation and reintroduction purposes, offering an effective species recovery strategy.
Ph. D.

The aim of this diploma thesis is to analyze processes such as recruitment and selection of employees at Nestlé Česko s.r.o., to identify the strengths and weaknesses and to propose actions that could optimize the above mentioned HR activities while taking into account current trends in that field. The theoretical part of the thesis provides a comprehensive framework related to human resource management, especially traditional and modern methods and concepts related to Recruitment, as well as the overview of an area of personnel marketing and a generation Y. In the practical part of this thesis, several optimization steps were proposed based on the results of an employee survey and the analysis of recruitment and employee selection practices at Nestlé.

Master's Thesis focuses on comparison of trends in the area of recruitment and selection of the employees. The aim of the thesis is to highlight the constantly changing tools and channels used in recruitment. The thesis is divided into two main parts, the theoretical and practical part. The theoretical part generally describes the personnel work and filling the vacancies. The practical part deals directly with comparing trends in recruitment and selection of the employees. Specifically compares past and current trends, providing an overview of possible future trends in recruitment.

Syftet är att förklara hur trender inom rekrytering och nya föreskrifter påverkar kravbilden av juniora revisorer. Detta syfte härleds utifrån två iakttagelser: trender inom rekryteringsarbete samt Revisorsinspektionens (RI):s nya teoretiska utbildningskrav. Från och med den 1 juli 2018 sänkte RI kraven för teoretisk utbildning vilket innebär att ingen fördjupning inom juridik eller redovisning krävs för auktorisation. Därutöver är utbildning en hård färdighet, vilket är en kategori av färdigheter som blivit mindre viktig i rekryteringssammanhang. Den generella trenden inom rekrytering som har identifierats av tidigare forskning indikerar ett ökat fokus på mjuka färdigheter. Färdigheter (hårda- och mjuka) är en faktor som enligt annan forskning kan påverka individers förmåga att prestera på jobbet. Samtidigt visar studier att aspirerande revisorer undersöker hur de ska bli optimala kandidater. Därför finns anledning att undersöka hur trender inom rekrytering och RI:s nya föreskrifter påverkar kravbilden av aspirerande juniora revisorer. Denna studie har genomfört en metodkombination av intervjuer och dokumentforskning. Sju intervjuer har genomförts med medarbetare från Big-4 i Sverige. Därutöver har nyckelbegrepp från 50 platsannonser samlats in mellan 2015 och 2021. I intervjuerna menade respondenterna att utbildningens längd inte var en avgörande del i kravbilden vilket innebär att aspirerande revisorer med en kandidatexamen har lika stor chans till anställning som en aspirerande revisor med en magister- eller masterexamen. Majoriteten menar att det är ett krav, eller meriterande, att sökande har en akademisk bakgrund som uppfyller RI:s nya krav. Utöver utbildning var arbetslivserfarenhet en viktig faktor i kravbilden. Respondenterna menar också att mjuka färdigheter är av stor vikt i samband med rekrytering. En del påstår även att mjuka färdigheter (som exempelvis samarbete) är viktigare än hårda färdigheter. Analysen av nyckelord från platsannonserna visade små eller inga förändringar före 2018 och efter. Många platsannonser från Big-4 krävde att de teoretiska utbildningskraven måste vara uppfyllda före 2018 och efter, även om det kravet blev förändrat. Resultatet indikerar att Big-4 anpassat sin kravbild utifrån RI:s nya krav. I enlighet med data som samlats in är slutsatsen också att mjuka färdigheter är av stort fokus för många kontor. Kandidater med lägre utbildningslängd anställs i större utsträckning som resultat av RI:s nya krav. Det finns tillit för att interna utbildningar kan täcka eventuella kunskapsgap.
The purpose of this study is to explain how trends in recruitment and new regulations affect the requirements of junior auditors. As of July 1, 2018, SIA (Swedish Inspectorate of Auditor) lowered the requirements for theoretical education, which means no in-depth study in accounting or law is required for future authorization. In addition, education is considered a hard skill, which is a category of skills that has become less important in relation to other skills. The trend in recruitment that has been identified by previous research indicates an increased focus on soft skills. Skills (hard and soft) are a factor that according to other research can affect how an individual performs at work. At the same time, studies show that aspiring auditors are investigating how to become the optimal candidate. Therefore, there is reason to investigate how trends in recruitment and SIA's new regulations affect the requirements of the aspiring auditor. This study has conducted data from interviews and from document research. Seven interviews were conducted with employees from Big-4 in Sweden and 50 job advertisements were collected between 2015 and 2021. In the interviews, the respondents said that the length of the education was not a decisive part of the requirements, which means that aspiring accountants with a bachelor's degree have as much chance of employment as an aspiring accountant with a master's exam. The majority believe that it is a requirement or merit that applicants have an academic background that meets SIA's new requirements. In addition to education, work experience was an important factor. However, the respondents also believe that soft skills are of great importance. Some also claim that soft skills such as collaboration are more important than hard skills. The analysis of keywords from the job advertisements showed little or no changes before 2018 and after. Many job advertisements from Big-4 required that the theoretical training requirements must be met before 2018 and after, even though the requirement was changed. The result indicates that Big-4 has adapted its requirements based on SIA's new requirements. In accordance with the data collected, the conclusion is also that soft skills are of great focus for many offices. Candidates with a lower length of education are employed to a greater extent in connection with SIA's new requirements. There is a trust in internal education that in such cases can cover the knowledge gap.

O recrutamento é extremamente importante no ambiente recifal, sendo o principal responsável pelo reabastecimento de populações adultas de peixes. Esse fenômeno é altamente complexo, não sendo claro se é influenciado apenas por processos estocásticos ou também por processos determinísticos. No presente estudo avaliamos a dinâmica temporal do recrutamento de diversas espécies de peixes recifais, identificando sítios de berçário (i.e. recrutamento estável e alto) e a influência de variáveis ambientais. Para tal, utilizamos dados de um monitoramento de médio prazo (i.e. 2001 a 2014) realizado no Banco dos Abrolhos (BA-Brasil). Foram amostrados mais de 45 sítios, sendo levantados dados sobre a comunidade de peixes, comunidade bentônica e outras variáveis ambientais. A partir desses dados, avaliamos a variação do recrutamento por sítio em dois períodos distintos (i.e. 2001-2008/2006-2014) e a influência de variáveis ambientais no recrutamento, através da técnica Boosted Regression Trees. Constatamos que diversas espécies de peixe apresentam-se com recrutamento estável em distintos sítios de amostragem. Também observamos um efeito positivo da densidade de peixes recifais coespecíficos adultos e da cobertura relativa de algas frondosas no recrutamento de diversas espécies analisadas. No geral, observamos que há certa espécie especificidade no processo de recrutamento, porém, em escalas espaciais maiores, os padrões podem estar ligados a características mais gerais, relacionadas a um grupo taxonômico mais elevado. Em relação aos sítios de berçário, um se destacou, sendo berçário de 5 diferentes espécies, incluindo Scarus trispinosus, uma das espécies prioritárias para conservação na região de Abrolhos. Assim, recomendamos a criação de uma área marinha de proteção integral que englobe o sítio em questão. Além disso, as descobertas deste trabalho nos permitem reforçar a teoria de que o recrutamento de peixes recifais pode ser influenciado por fenômenos determinísticos e não varia simplesmente de maneira estocástica.
Recruitment is extremely important in the reef environment, because it is the main source of population replenishment. Reef fish recruitment is a highly complex process and it is not clear whether it is influenced only by stochastic processes or also by deterministic processes. Herein, we aimed to investigate temporal dynamics of reef fish recruitment, identify nursery sites (i.e. predictably high recruitment sites) and evaluate the influence of environmental variables on recruitment. We used data from a medium-term time series (i.e. 2001-2014) of scientific surveys in Abrolhos Bank (BA-Brazil). We sampled more than 45 sites, for several consecutive years and recorded data about fish community, benthic community and other environmental variables. We assessed the variation of recruitment on each site, during two distinct periods (i.e. 2001-2008 / 2006-2014), and used the Boosted Regression Trees technique to evaluate the influence of environmental variables in recruitment. We found that several reef fish species present a low variable recruitment at different sampling sites. BRT showed a positive effect of the coverage of flesh algae and abundance of conspecific in the abundance of recruits (i.e. young-of-year) of many species. Overall, we notice that the recruitment traits seems to be species specific, but we also found indications that in larger spatial scales, recruitment spatial and temporal patterns may be related to general characteristics among species of the higher taxa. Nursery sites varied among species and one site was a nursery to 5 different reef fish species, including Scarus trispinosus, a species that require priority conservation in the Abrolhos Bank. Therefore, we recommend the creation of a new no-take marine protected area that encompasses this site. Our results also indicated that reef fish recruitment may be influenced by deterministic processes and do not vary only stochastically.

Tropical rainforests contain exceptionally high biodiversity and account for >30% of the world's carbon fixed by photosynthesis. Consequently, there are compelling reasons to deepen our understanding of the mechanisms that maintain these highly diverse forests and of the potential long-term threats to their preservation. An important process shaping tropical plant communities is negative density dependence (NDD). NDD occurs when plant performance is negatively impacted by increased neighbourhood density. Reduced performance at high neighbourhood density is thought to arise through ecological interactions between plants and their natural enemies. Thus in a healthy ecosystem, trophic interactions play vital roles as mechanisms driving NDD and are important as dispersers facilitating escape from NDD mortality. However, interruption to ecological processes caused by human activities, such as hunting, can perturb NDD interactions and cause cascading effects throughout an ecosystem. In my thesis I investigate the role of dispersal and mortality in NDD dynamics of tropical tree communities, as well as investigating local and global impacts of removing ecological interactions in tropical rainforests. In my thesis, I begin by addressing the presence and variation in strength of NDD among tree species and ontogenetic stages, the mechanisms driving NDD, and the role of trophic interactions in this process. The Janzen-Connell hypothesis predicts that host-specific natural enemies drive NDD by selectively reducing conspecific density, and increase diversity by suppressing competitive exclusion, thus allowing heterospecifics to persist. In chapters 2 and 3 of this thesis, I show that mortality driven by conspecific NDD is prevalent at the early life stages, and this effect is considerably stronger during the year after germination. Furthermore, this process is driven exclusively by host-specific fungal pathogens, which cause mortality selectively among conspecifics and drive diversity. As seedlings age beyond their first year, NDD interactions become less impacted by conspecifics but are impacted by closely related neighbours or by general neighbourhood density, representing changes in the mechanism driving NDD as seedlings age, and a decline in host-specificity of natural enemies. Equally, relative growth rates (RGR) are reduced under high neighbourhood density irrespective of species identity. Results suggest insect herbivores are the strongest driver of reduced RGR but not mortality under increased neighbourhood density. As a consequence of stronger inter than intra-specific NDD effects on RGR, insects had no impact on seedling diversity in the short term. This study supports assertions that regionally rare species experience stronger NDD than common species, accounting for the high variability in species relative abundance in the tropics. In the second part of my thesis, I address the role of large vertebrate dispersers in shaping tropical tree communities and the consequences of defaunation for tree assemblage and carbon storage. Dispersal allows seeds to escape NDD and persist to reproductive maturity and is therefore vital for the maintenance of diversity. Vertebrates disperse the seeds of more than 70% of neo-tropical tree species. However, many large vertebrates are becoming scarce due to widespread hunting. The decline of large vertebrates and their role as dispersers is predicted to alter tree community composition. Additionally, large vertebrates are responsible for the dispersal of large-seeded species, which are linked to species with high wood density. With wood density positively associated with carbon storage, there is a potential cascading influence of defaunation on global carbon storage. We investigate the consequences of declining large vertebrate mortality agents in chapter 3, and the consequences of declining large vertebrate dispersers in chapters 4 and 5. Although community composition is altered in a defaunated forest, species dispersed by extirpated fauna do not appear to drive this. In fact we find that many species thought to be heavily reliant on extirpated fauna manage to persist. Although it is thought that the simultaneous loss of seed predation from large terrestrial vertebrates may create compensatory effects, we found little support for this, with an absence of large terrestrial vertebrates driving only temporary changes to species diversity. Neither a loss of large frugivores or large-seeded species lead to declines in species with high wood density, but we detect a worrying decline in large stemmed species, which has negative implications for carbon storage. Overall, my thesis highlights the importance of NDD and trophic interactions, particularly fungal pathogens, at the early life stages in shaping tropical tree communities and in maintaining diversity. I provide evidence that the removal of trophic interactions among larger natural enemies and dispersers does not impact community assemblage in the directional manner found in previous studies. I provide evidence for the variability in response to trophic interactions among species and ontogenetic stages. I show disproportionate relative importance among natural enemies and dispersers in the maintenance of tropical tree assemblage, with implications for conservation and for assessing the consequences for tree diversity under the influence of degradation.

Savannas are globally important ecosystems characterized by the coexistence of trees and grasses. Woody plants, which are slow-growing dominant life forms, influence the physiognomic structure and function of savanna ecosystems. Their density and distribution provides sustenance to a vast and unique savanna biodiversity, by forming a major source of food material to large mammalian herbivores, sheltering them and through their facilitation of diverse plant species. Savanna tree existence is strongly affected by factors that determine their sapling recruitment. We defined „sapling‟ as a young tree, in the first season of its growth, which does not depend on cotyledonary reserves (=seedling stage) and relies on external resources to grow further. Sapling recruitment may strictly be defined as the progression of a young plant from seedling to sapling stage. However, we believe that savanna tree saplings, present within the grass layer in the initial years of their growth, are equally vulnerable to environmental stresses. This study examines the factors affecting tree sapling establishment in a humid savanna (1250 mm mean annual precipitation). Additionally, the effects of fire were tested in a greenhouse experiment. Dominant species from humid savannas (> 1000 mm MAP), Acacia karroo, Acacia sieberiana, Schotia brachypetala and Strychnos spinosa, and mesic savannas (approx. 750 mm MAP), Acacia nigrescens, Acacia tortilis, Colophospermum mopane and Combretum apiculatum, were studied. In this thesis I examined the effects of resource availability (water, nutrients and light), disturbances (fire and herbivory) and competition (grass) on the sapling ecology of these species. Sapling recruitment and growth were assessed in terms of survival and aboveground growth responses, i.e. total biomass, stem growth rates (used as proxy measures for assessing persistence) and leaf biomass proportion (important for producing root reserves necessary to resprout). I studied the effects of fire and a nutrient gradient on survival and growth of four Acacia species in the presence of grass competition, in a controlled greenhouse experiment. Generally, Acacias invest in defenses after herbivory. I also determined their physical and chemical defense investments in this experiment. Sapling survival was not influenced by nutrients but highly varied among the species due to fire, indicating that fires may have a differential effect on species composition at a landscape scale. Intermediate levels of nutrients were found to be beneficial for sapling growth than high and low levels. This may be due to an increase in grass competition at higher levels of nutrients. Fires did not have a positive influence on sapling defence investment. To evaluate the relative importance of resource availability on sapling tree recruitment and its interactions with grass competition, I tested the effects of water (frequent irrigation vs. rainfall), shade (presence vs. absence), nutrients (addition vs. no addition) and grass competition (presence vs. absence) on sapling survival and growth under controlled field conditions in a humid South African savanna. Treatments did not have an effect on sapling survival, indicating that mortality is not defined by resource availability and grass competition in humid savannas. Shade had the greatest negative effect on sapling growth, suppressing the beneficial effects of nutrients and absence of grass competition. Nutrient limitation and grass competition had a relatively small influence on savanna sapling growth. Frequency of water availability had no effect on sapling growth, perhaps owing to high rainfall experienced over the experimental period. Therefore, canopy shade can be considered to be an important driver of tree dynamics in humid savannas with some degree of influence by nutrient availability and grass competition. The effects of clipping (i.e. simulated herbivory of grass and tree saplings) as influenced by nutrient availability and grass competition were examined on sapling survival and growth of all study species in a humid savanna. None of the treatments had an effect on sapling survival. This signifies that herbivory alone cannot significantly decrease plant density in humid savannas. However, tree saplings grew taller with a reduction in diameter and overall biomass, implying that saplings may become more susceptible to fires after herbivory. Nutrient addition and grass competition in general had a positive and negative effect, respectively, on sapling growth. This response was prominent in the stem length growth rates of defoliated saplings of one humid and two mesic species. These results imply that clipping (or herbivory) is the major factor reducing sapling vigour to establish, but is affected by both grass competition and nutrient availability. This study shows that fire has a differential effect on sapling survival of different species, particularly between humid savanna species. Light interception among all other resources limits the recruitment of saplings into adult size classes. Clipping, nutrient availability and grass competition had a relatively small direct effect, but may interact with other factors to alter sapling establishment dynamics. Wet-season droughts in humid savannas are not a hindrance to tree establishment because sapling survival was not dependent on frequency of rainfall. Thus, in humid savannas, fires can have a major impact on tree species density and composition while canopy shade has a very high potential to alter tree distribution.
Thesis (Ph.D.)-University of KwaZulu-Natal, Pietermaritzburg, 2013.

The diploma thesis deals with the topic of current trends in the process of recruiting employees in the organization. Recruiting employees is an important process for HR professionals and for the entire organization. Recruitment is classified as a personnel activity. First the diploma thesis characterizes personnel activities, especially the process of recruiting staff and the individual steps of the activity. Then the latest trends in the process of recruiting are presented, as the trend in the development of information technology is reflected in recruitment. The current era of digitization and development of information technology brings new conveniences and tools that can be used not only in the actual recruitment, but also in the next steps of recruitment. Attention is also paid mainly to the methods, partial methods and tools that are used in this area for individual methods. Significant attention is focused on building the employer's brand and at the same time personnel marketing. Personnel marketing is an important element for building an employer's brand and is key in the process of recruiting employees. Building an employer's brand is an essential activity for creating a good image and awareness of a potential candidate. Part of the thesis is a description of a research survey, which...

碩士
中國文化大學
政治學研究所
97
Into the globalized 21st century, country-centered function has been eroded,penetrated and challenged gradually. Since implementing open and reform policy in 1978, Mainland China, led by Mr. Deng Xiao-Ping, had established the guidelines of emancipating mindset, and made strategic decisions of implementing its open and reform policy. China is now known as one of the four BRIC countries. In the past three decades, China experienced the fastest economy growth and the quickest economy emergence in the mankind history. Under such situation change and development, the country policy or administration of Mainland China emerged as one of the four BRIC countries, besides influencing domestic administration performance, gives rise to continuous chain effect in other countries and regions due to information technology development and application in the global system, while our country across the Taiwan strait with the same language and nationality as Mainland China has deeper feeling. In this trend, Mainland China, emerged into one of the world superpowers, is more eager to invite superior talents with new knowledge and skills, sincere and proactive attitudes and behaviors to provide quality public service, so as to improve and reinforce relevant national systems and actions, which are relied on improvement and establishment of national talent screening and recruitment examination system. Topics to be further stressed include whether Civil Servants Law of the Mainland promulgated and took it as the basis of civil servant recruitment examination in 2005 has achieved its expected target, and most importantly, whether this recruitment examination system, promulgated and implemented, has reached its objective of selecting talents for the country and raising competitive edge, among governance interaction network featured in global governance and synergy of the public, private and tertiary departments after implementing the recruitment examination system for over 10 years. This paper is an in-depth study and discussion of the existing civil servant recruitment examination system in Mainland China, and it probes into its implementation, related regulations and practical behavior. As the saying goes, “A stone elsewhere can be used to polish a gem”, this paper aims to find some specific problems and places to change, so as to assist relevant organizations in reinventing the governance mechanism, selecting talents required along with glocalization development and cross-sector service demand, exerting more functions, mechanisms and governance functionality so that the emerged countries can develop sustainably, create harmonious society and make greater value and significance for mankind.

碩士
淡江大學
資訊管理學系碩士班
95
For the growth of Internet users, online recruitment service has become the important channel for the enterprise to hire new employees. The data showed that more companies used the websites than used newspaper to recruit employee. Thus, using the online job recruitment information to explore the trend of skill requirements of the IS professional will be a good resources. In this study, we collected the job recruitments from a local website of various IS professionals to analyze the trend of skill requirements among different industries. Besides, we investigated the academic training courses of the Information Management Departments of local Universities in order to explore whether these training courses meet the needs of the enterprise. Furthermore, we also collected the job recruitment ads from the newspaper to verify whether this traditional job seeking channel has been replaced by the websites. This research showed that Programmers still as the highest demand on the IS professionals. There were some different skill requirements among various IS professional career jobs as well as distinct industries. It also showed that the academic skill training only low correlation with the skill requirements of the industry. Meanwhile, the job recruitment ads in newspapers was indeed on the downside

This diploma thesis deals with the issue of acquisition and selection of software developers with an emphasis on current trends in this area. With regard to demand of labour market for software developers, HR professionals are required to take an innovative approach in their acquisition and selection. The personnel officers are also expected to have a basic orientation in technical terms and an overview of used technologies. The aim of this thesis is to identify significant changes in the acquisition and selection of software developers with an emphasis on current trends. The thesis presents the specifics of work in the software development industry, the position of the software developer within the ICT professions system, the category of software developers or the competency model of a software development worker. The theoretical sources are mainly current foreign articles. The thesis is supplemented by its own empirical survey, which verifies the experience of software developers with the application of the latest trends in the process of recruitment and selection of employers in the Czech Republic.

碩士
朝陽科技大學
企業管理系碩士班
101
In the age of globalization and free trade, Taiwan is confronting blooming of domestic higher education and rapid approach of low birthrate. These conditions cause numerous educational problems, including shortage of higher educational students and doubtful teaching quality. Combining the growing communication between cross-strait governments and people, it is an inevitable trend to execute the policy opening higher education in Taiwan to mainland China students and accelerate exchanges in culture and education. It is expected that the policy will also stimulate learning atmosphere of domestic college students. This “Three Limitations and Six No’s” policy has been reviewed by public opinions. To show the image of outstanding human right foundation in our nation and to provide the resolutions for the gap between cross-strait students’ communication, government should confront and review for reserving the foundation right of medical treatment and part-time job for recruitment of excellent mainland China students. This study combines practical opinions from various professional domains, and there are suggestions for recruitment of mainland China students. With more friendly policies, there would be more competitiveness to attract mainland China students to take higher education in Taiwan and at the same time it would be able to stimulate domestic students developing peer pressure to upgrade personal learning capacity. We suggest that government should amend or open the restriction of law for mainland China students to study in Taiwan. These solutions can couple with the crisis of age population and low birthrate in domestic higher education. To help mainland China students mingle with culture and life styles in Taiwan, colleges and Taiwanese students can help them with many solutions. First, colleges can hold union party or organization for students. Second, colleges provide foreign students consulting services. Third, home stay or adoption for mainland China student would also be helpful. This study forms the common opinions aged in time and thoughtful discussion, and the issues can eventually be amended by government. Through such process, it will be better developing cross-strait culture and education in the near future and can improve worldwide competitiveness for Taiwan students.

The diploma thesis deals with the topic of contemporary trends in the recruitment and selection of workers and employer branding in organizations. Related to low unemployment rate, changes in individual's values and the dynamic development of technology, these personal activities are keys to ensure organization's prosperity. Firstly, the work focuses on the development of personal management and department up to the current situation. It follows a description of the specific factors of the external and internal environment of the organization. Attention is also paid to the methods and tools used in the recruitment and selection of new workers as well as to the employer branding. The target of the diploma thesis is to identify the most frequently used methods and tools in these fields. The quantitative research is focuses on medium sized and large sized organizations operating in Prague. An electronically distributed questionnaire was used for collecting the data.

Title: Training and competitive activity in the age category minitenis. Objectives: Description, analysis and subsequent evaluation of the training process and competitive activity in the age category minitenis Methods: Observation, document analysis , interview with using the instructions Results: From the first part of the interview it was obvious that five of six surveyed persons recruit efficiently in a way that gets results. The second part of the interview was focused on the organization and layout of the training itself. I discovered that coaches are trying to lead their training sessions in initiative way. Composition of their training is in accordance with the general principles of sports training. From the result of the third part arise that the half of the couches do not prefer to involve such small children in competitions of individuals but rather they encourage matches played in teams. Keywords: minitenis , babytenis , recruitment , tournament, training , coach, sports training children