Dissertations / Theses on the topic 'Staff selection'

The current technological development has led to an increase in the complexity of reality which in turn has complicated the task of the education leader as manager. The education leader has become a personnel manager responsible for the management of both staff and pupil activities in order to realize the school's objectives effectively. These tendencies indicate that the education leader must be capable of adapting his management style to the needs of his staff in order to be able to increase the producti= vity of his staff. The education leader must also have the necessary flexibility to select from a variety of management styles according to the demands of the specific situation. Situational Leadership is ideally suited to meet the demands of the task of the education leader, because it accommodates the level of task maturity of each staff member. The emphasis is placed on the relationship between the leader and the follower with the needs of the follower as the most crucial factor in the relationship. Three aspects are essential for successful Situational Leadership, viz., the correct amount of task behaviour or direction by the leader; the correct amount of relationship behaviour or support by the leader cor= relating with the level of task maturity of the followers. However, other situational variables, such as superiors, the organization and time must also be taken into consideration. Situational Leadership also makes prov1s1on for contracting for a leadership style whereby the education leader and the teacher come to an agreement about the appropriate leadership style to be used to help the teacher accomplish his/her objectives. The developmental aspect of Situational Leadership provides the means by which the education leader can contribute meaningfully to the development of his staff, e.g. leadership potential, motivation, morale, commitment to objectives, decision-makirrg, communication and problem solving.
Dissertation (MEd)--University of Pretoria, 1986.
gm2013
Education Management and Policy Studies
unrestricted

Thesis (MTech (Human Resource Management))--Cape Peninsula University of Technology, 2011
In order for any organisation to achieve its goals, a committed workforce is essential. It has, however, become a great challenge for organisations to attract and retain employees as the power of success has shifted from organisations to employees. The organisation that is committed to attraction and retention of staff is likely to gain a competitive advantage, as staff members are satisfied and give optimum production levels. The purpose of the study was to determine and investigate factors that affect attraction and retention of staff at NIP in order to suggest possible interventions that could be employed to attract and retain staff in future. In order to obtain desired results, the researcher used a mixed-method approach. Questionnaires were distributed to all non-management NIP employees and semi-structured interviews were conducted with four (4) purposively selected NIP managers. Statistical analysis was used to analyse data, which was obtained by means of questionnaires, and content analysis was used for data that was obtained by means of semi-structured interviews. The study revealed that NIP staff members are dissatisfied with the company policies and practices, as the company does not always pay effective attention to them. Some of them indicated that they only worked as a means of survival; because of passion for their jobs; to save lives; and owing to the scarcity of jobs, since the industry is small. It is, therefore, necessary to pay attention to factors that this study has produced as obstacles in the way of NIP to employ an effective recruitment and retention strategy for its employees.

Master's thesis is doing research in the theoretical part in staff recruitment, factors of recruitment, sources and methods of recruitment, pre-selection and methods of staff selection, adaptation of new staff. The practical part includes analyses of these personal activities used in JF Dřevovýroba company by using methods of questionnaire research, at first. Further information is detected considering structured interviews with managers, other staff of this company, and internal documents. The goal of this thesis is to compare personal activities used in practice with findings of HR specialists. In case of finding some deficiencies in personal activities listed above, I propose their solution to improve these processes

Magistro darbe nagrinėjami Šiaulių miesto viešųjų ir privačiųjų įmonių, organizacijų personalo atrankos ypatumai. Darbe aptariamas personalo planavimo procesas, pagrindiniai personalo paieškos šaltiniai, dažniausiai naudojami personalo atrankos metodai. Taip pat analizuojama kokie kriterijai lemia darbo ir darbuotojo pasirinkimą. Nagrinėjami kriterijai, kurie lemia sėkmingą įsidarbinimą. Lyginami personalo paieškos, atrankos ypatumai viešajame ir privačiajame sektoriuje. Apklausoje dalyvavo 224 respondentai (170 personalo darbuotojų, 54 vadovai). Anketos išplatintos gamybos, paslaugų, prekybos įmonėse bei organizacijose. Šiaulių viešosiose ir privačiosiose organizacijose ar įmonėse vadovo pareigas eina vyrai, apklausoje jie sudarė 74 proc. net 79 proc. vadovų turi aukštąjį universitetinį išsilavinimą. Šiaulių miesto įmonėse, organizacijose pakankamai didelė darbuotojų kaita, kadangi 62 (iš 170) respondentai atsakė, kad institucijoje dirba iki 5 metų, 34 atsakė, kad 6- 10 metų. Šį teiginį taip pat patvirtina vis didėjanti darbuotojų kaita. Privatusis sektorius ir toliau sparčiai plečiasi Šiauliuose, viešojo sektoriaus plėtra yra gerokai lėtesnė. Apie laisvas darbo vietas įmonėse ir organizacijose Šiaulių miesto gyventojai geriausiai sužino iš pažįstamų rekomendacijų ir skelbimų spaudoje. 70 proc. visų apklaustų vadovų teigė, kad jų įmonėse, organizacijose nėra personalo skyrių ir darbuotojų atranką atlieka patys. Pats populiariausias Šiauliuose personalo atrankos metodas... [toliau žr. visą tekstą]
The peculiarities of staff selection process in public and private companies, organizations of Šiauliai City are analyzed in Master Thesis. The process of staff planning, the main source of staff search, and the mostly used methods of staff selection are discussed in this thesis. It is analyzed as well, what criteria influence the selection of job and employee. The criteria influencing successful employment are analyzed. The peculiarities of staff search in public and private sectors are compared. 224 respondents participated in survey (170 staff employees, 54 managers). The questionnaires were distributed in production, services, trading companies and organizations. In public and private organizations and companies mostly men are in position of manager in Šiauliai; they concluded 74 per cent in survey. Even 79 per cent of managers have higher university education. The change of employees in Šiauliai city companies and organizations is large enough, as 62 (from 170) respondents answered that they are working in institutions till 5 years, 34 answered that they are working from 6 to 10 year. This statement is confirming that the change of employees is increasing. Private sector is still developing rapidly in Šiauliai, the development of public sector is much slower. The residents of Šiauliai city mostly get information about vacancies in companies and organizations from acquaintances and advertisements in press. 70 per cent of all managers surveyed declared that there are no... [to full text]

Thesis (MEd)--University of Stellenbosch, 2002.
ENGLISH ABSTRACT: Since the introduction of the SA Schools Act in 1996 and institution of school governing bodies (SGBs), the Education Department began to experience serious problems regarding school governance. The incidents that happened in schools brought into question the legal role and authority of SGBs in the administrative actions they perform. This study aimed specifically at investigating the problems that arise in relation the appointment of teachers. Since SGBs play an important facilitating role in the process of staff appointments, their way of handling this duty was at the heart of the study. The research made use of literature studies, policy documents from the education department, viz. the SA Schools Act, Educators Employment Act, Education Labour Relations Council documents, and questionnaires and interviews with members of school governing bodies at a selection of local schools in the Western Cape Province. The findings led to the conclusion that most SGBs in the disadvantaged communities find it difficult to appoint new educators. Clearly SGBs are regarded as legitimate structures that should govern learning institutions and it is evident that one of their duties is to employ new educators, in line with the legal procedures stipulated in the various provincial education departments' policies. Perhaps the most important finding is that parents in the disadvantaged communities are illiterate. This is a significant problem because most of their duties require them to read documents from the education department so that they may know exactly how to perform their functions and responsibilities. Some of the problems encountered, however, are also caused by the ignorance and reluctance of parents to offer their services without being remunerated. These conclusions resulted in the formulation of specific recommendations for improving the role and implementation of SGBs. The recommendations are made for improving the role of SGBs as a whole as well as for specific capacity building relating to the needs of each stakeholder group. The overall emphasis of the study is thus on the recommendation for more effective training of SGBs.
AFRIKAANSE OPSOMMING: Sedert die instelling van die SA Skolewet in 1996 en totstandkoming van skoolbeheerliggame, het die Onderwysdepartement ernstige probleme ten opsigte van skoolbeheer begin ervaar. Die insidente wat in skole plaasgevind het, het vrae laat ontstaan rakende die wettige rol en gesag van die beheerliggaam in die administratiewe handelinge wat hulle uitvoer. Die doel van die studie was om probleme rondom die aanstelling van opvoeders te ondersoek. Die sentrale fokus van die studie was op beheerliggame as fasiliterende liggame. Vir die doeleinde van die studie is daar gebruik gemaak van: literatuurstudie, beleidsdokumente van die Onderwysdepartement (die S A Skolewet, die Opvoedersdienswet en dokumentasie van die Raad vir Arbeidsverhoudinge in die Onderwys [RAVO]), sowel as vraeslyste en onderhoude met lede van die beheerliggame byenkele plaaslike skole in die Wes-Kaap. In die bevindinge is daar tot die gevolgtrekking gekom dat die meeste beheerliggame in die benadeelde gemeenskappe dit moeilik vind om nuwe opvoeders aan te stel. Beheerliggame is die wettige strukture wat opvoedkundige instansies moet beheer en een van hul pligte is om nuwe opvoeders aan te stel in ooreenstemming met die wetlike voorskrifte, soos vervat m die verskillende beleidsdokumente van die Onderwysdepartement. Die belangrikste bevinding is dalk dat ouers in die benadeelde gemeenskappe meestalongeletterd is. Dit skep probleme, aangesien daar van hulle verwag word om die dokumentasie van die Onderwysdepartement te lees, te verstaan en daarvolgens op te tree. Verdere probleme word veroorsaak deur 'n mate van onkunde asook deur die onwilligheid van ouers om sonder vergoeding hul dienste aan te bied. In die lig van hierdie gevolgtrekkings, is spesifieke aanbevelings gemaak ten einde die rol van beheerliggame te versterk, sowel as om die suksesvolle implementering van hierdie strukture, in terme van kapasiteitsbou en aandeelhouerbemagtiging meer doeltreffend te laat funksioneer. Die besondere klem van die aanbevelings is 'n indringende versoek vir die ontwikkeling van sinvolle, doeltreffende opleiding van persone wat in skoolbeheerliggame dien.

Thesis (Ed. D.)--Illinois State University, 1999.
Title from title page screen, viewed July 26, 2006. Dissertation Committee: Robert L. Fisher (chair), Penny Kolloff, Anthony Lorshbach, Mary Anne Moffitt, Rex Morrow. Includes bibliographical references (leaves 261-278) and abstract. Also available in print.

The goal of my work was to analyze the issue of selection, posting and employees management on the projects in the European Union and proposal for optimalization of processes associated with this issue for the company Teradata.

The aim of this study was to determine whether or not knowledge was shared and created in the library of the University of the Western Cape (UWC). The study adopted the SECI model of Nonaka and Takeuchi (1995) as its theoretical framework. The service delivery points at the UWC library are as follows: 
Circulation section, which deals with walk-in 
users. These are users who, on a daily basis borrow books from and return books to the library. This section normally deals with queries such as users whose library cards are 
blocked due to outstanding library fines. It comprises front - desk staff, shelf attendants and inter-library loan staff members. 
Staff members working in the information section (IS) 
are referred to as faculty librarians (FAC/L&rsquo
s), who are regarded as section heads and liaise with faculties on campus on a regular basis. The information section deals with walk-in 
users on a daily basis. 
The other sections, namely cataloguing, acquisition and periodicals, provide mostly &lsquo
behind the scenes&rsquo
services, but their work is of such a nature that 
users have no access to their sections due to the strict policy with regard to areas of the library in which staff are working with new books and journals. Books and journals that are 
not on the cataloguing system are kept in the acquisitions and cataloguing section. This also has a significant impact on service delivery in the library. These sections have to 
ensure that books and journals are processed, in order for users to get access to these resources. This study attempted to answer the following research questions 
Is there 
evidence of knowledge sharing and creation in the UWC library? If so, what practices currently exist? 
How do staff share and create knowledge for service delivery not with general 
library users, but within and between the acquisitions, cataloguing and information sections?

Florence O. Holmes, for the Masters Of Science Degree in Behavioral Analysis and Therapy, presented on July, 2015, at Southern Illinois University Carbondale. TITLE: ACCEPTABILITY OF INTERVENTIONS OF STAFF IN SHORT TERM CARE SETTING FOR CHILDREN WITH BEHAVIORAL HEALTH ISSUES COMPARING RATING AND HIERARCHICAL SELECTION MAJOR PROFESSOR: Dr. Mark Dixon, Ph.D. The present study asked twenty active treatment team members, in a children’s behavioral health hospital in Springfield, IL to answer a pen and paper survey. This study extended research on treatment acceptability by replicating, Baker and LeBlanc (2011), who compared ratings and hierarchical selections in a long term care facility with older adults. Specifically, participants were given the opportunity to rate treatments using a treatment acceptability survey, and were then given a choice (i.e., asked to select which they would be most comfortable implementing) between various treatment options with using a variety of scenarios and choices. In this study it was interesting to find that though an individual selected a treatment as being a good treatment, when asked what they would feel comfortable using in a pinch did not always match what they related as being acceptable. In comparison the results of Baker and LeBlanc are very similar to the current study. In contrast, the rating for the behavioral intervention was higher in the present study and was also selected much more than in Baker and LeBlanc. Baker and LeBlanc reported statistically significant correlations between selections and ratings. Although this study did not recruit enough participants to allow for a statistical analysis, 50% of the participants in this study had a match for what they rated the highest compared to what they selected the most.

Ankstyvosios vaikystės amžiaus tarpsnio vaikus ugdo šeima ir ikimokyklinių įstaigų pedagogai, todėl svarbu, kad ikimokyklinio ugdymo įstaigoje dirbtų tinkamiausi šiam darbui pedagogai. Ikimokyklinis ugdymas gali būti analizuojamas ne tik instituciniu, bet ir intrapersonaliniu lygmenimis, todėl vertinant ikimokyklinio ugdymo įstaigos pedagogų atranką, galima teigti, kad pedagoginėje veikloje atsiranda papildoma dedamoji – veiklos priklausomybė nuo darbuotojo pašaukimo profesijai. Profesinio kryptingumo aspektas vertinant ikimokyklinio ugdymo pedagogą ir įtraukiant šį kriterijų į pedagoginio personalo atranką gali būti vertinamas kaip švietimo vadybos naujovė ikimokyklinio ugdymo įstaigoje. Tyrimo objektas – ikimokyklinio ugdymo įstaigos pedagogų atrankos kriterijai. Tyrimo tikslas – išsiaiškinti pagrindinius ikimokyklinio ugdymo įstaigos pedagoginio personalo atrankos kriterijus, įvertinant formaliuosius kvalifikacinius reikalavimus bei pedagogo profesinį kryptingumą. Uždaviniai: atskleisti ikimokyklinio ugdymo sistemos kaitos bruožus; nustatyti ikimokyklinio ugdymo pedagogo profesinio pašaukimo ir profesionalumo sąsajas; nustatyti ikimokyklinio ugdymo pedagogų profesinį kryptingumo vertinimo kriterijus. Tyrimas atliekamas naudojant šiuos teorinius, empirinius bei statistinius tyrimo metodus: mokslinės literatūros analizė, dokumentų turinio analizė, anketine apklausa, struktūrizuotas interviu, kokybinis vaikų prezentacijų tyrimas, kiekybinė ir kokybinė empirinio tyrimo metu... [toliau žr. visą tekstą]
Family and preschool educational institutions’ pedagogical staff are responsible for children education and upbringing in infancy period, in childhood. That is reason for selection of really suitable persons and educators. Preschool education might be analyzed by institutional and intrapersonal level. With evaluation of preschool educational institutions in institutional level originate education activity dependence of avocation. Involvement of singleness of profession aspect to the selection criteria of educators of preschool educational institutions is innovation of education management in the preschool education institution. Object of research is criteria of preschool education institutions educators’ selection. Main goal of research is to clarify main criteria of educators’ selection for the preschool educational institutions, with evaluations of formal requirements for qualification and involvement of singleness of profession aspect. Tasks of research are: to educe the changes of the preschool education system; to stand correlation of preschool educators’ avocation and professionalism; to determinate criteria of preschool education institutions educators’ selection. Methods of research: theoretical (analysis of science literature, content analysis of documents), empirical qualitative and quantity (questioning, structural interviewing, presentations research, statistical qualitative data analysis). In the Final Work there are evaluation of preschool education changes... [to full text]

There is limited empirical research on the application of Human Resource Information Systems (HRIS) in staff retention and management. This study aims to examine and analyse the impact of quality human resource information systems (e.g. recruitment information, personnel information, and audit of training sessions) on staff turnover factors at the recruitment and selection stage (e.g. remuneration, human resource planning, quality of training programmes, and lack of promotion opportunities), and consequently the impact of HIRS in managing staff retention. This research is conducted in the context of the hospitality sector. The research aim is achieved through satisfying the objectives and the development of a relevant and a novel framework. A conceptual framework is developed to address the use of HRIS with regard to the recruitment and selection process and in aiding managers in staff retention within the context of the hospitality sector. The framework consists of three phases: recruitment and selection process including human resource management (HRM) and information technology systems (ITS) in the recruitment and selection stage; human resource information systems (HRIS) application areas; and staff turnover factors (external and internal). This framework developed by using two theories, the institutional theory and job characteristics theory, as the theoretical underpinning of this study. A single case study with multiple subcases strategy is employed to evaluate, extend and theorise the effect of HRIS on staff retention. The data for this research is collected by using in-depth semi-structured interviews. Qualitative data are collected from four branches of the UK based hospitality organisation. 27 employees completed in-depth narrative interviews (13 managers and 14 non-managers), which the results were used to confirm and validate the developed framework. The findings are triangulated by the adoption of a series of techniques, including focus group discussion, and document analysis. This study has made use the qualitative analysis computer software NVivo V.10.This research study contributes to the literature of both HRM and IT/IS by developing a comprehensive theoretical framework that considers the relationship between staff retention and HRIS functions at the recruitment and selection stage. The research findings support and showed that, not all the factors affected staff turnover can be monitored by HRIS, and some staff turnover factors may require other strategies with respect to monitoring. The framework will benefit scholars and managers in understanding the impact of a quality HRIS on staff retention, and extends the knowledge in this regard. The framework is extended for usage by different hospitality organisations with similar business nature to the one understudy. Also, the findings show that relevant retention strategies could be applicable during the entire employment period, e.g. before, during and after recruitment. These strategies enable the organisation to be stable and improve managing retention at the very beginning period of employment and avoid the costs of staff turnover. The empirical findings also advance our understanding of the various HRM activities that are linked to retention at the recruitment and selection stage. More importantly, the research findings identify the immediate activities after recruitment which is linked to improving retention. The study aims at providing a valid framework that integrates both HRM, ITS, and identifies the role of HRIS with regard to improving retention, by identifying staff turnover factors and put in place retention strategies to deal with them, for new jobs’ applications at the recruitment and selection stage. The originality of this study is that provide fresh insights on the subjective of retention in the hospitality sector in the UK. This research complements and advances the current literature on having a quality IT/IS which provides vital information to help managers to make the right decisions on retention of members of staff. In addition, this research could prove beneficial to practitioner’s (managers) who involve in the decision making in the recruitment process, thus better retention in the hospitality sector.

The Apartheid system had a tremendous effect on education in South Africa. Education occurred in segregated environments, controlled by the government. The racial differentiation in universities was a clear indication of what was occurring within the society. Post-Apartheid many reforms have been made towards ensuring equal access and redress of the past inequalities especially in education. With the huge responsibility being placed on social workers in working with vulnerable populations. The aim of social work education is to promote critical responsive practice and to train students to ensure effective service delivery. This study explores the perceptions of the teaching staff regarding selection for the Bachelor of Social work (BSW) program at the University of Cape Town (UCT). The study investigated the perceptions of the teaching staff regarding the current selection process at the University of Cape Town, the benefits of implementing a Bachelor of Social Work specific selection process, the possible challenges that could be encountered and the recommendations thereof. The study adopted a qualitative research approach where data was collected using a semi structured interview schedule. The population interviewed was the University of Cape Town Department of Social Development teaching staff. The findings of the study show that there is limited knowledge of the current selection process among the teaching staff as the university uses a generalised selection process managed by administrative staff. The results of the study reveal that implementing a specific selection process could promote a higher standard of practice and may improve the reputation of the social work profession. The findings further indicated that there could be variations between the department and the university requirements if the department was mandated to manage selection of its students therefore initiating conversations around selection could be valuable. Lastly the study recommends the need for a selection process that reflected not only on the academic ability but also the personal qualities of an applicant through submission of personal statements and motivational letters, and conducting oral and demonstration interviews.

This study investigated the legislation (the Education Laws Amendment Act, Act 24 of 2005) dealing with teacher selection and appointment. It focused specifically on the principles equity, redress and representivity changes in legislation. Not only do these principles encourage the equal advancement of everybody’s interests but they also serve as a means of establishing an appropriate balance between conflicting interests. The primary purpose of the study was to determine whether or not the racial group to which the school governing body members belong had an effect on the way in which they interpreted and implemented legislation, and if so, to what these could be ascribed. Five schools’ governing bodies in the Tshwane South District of the Gauteng Province were interviewed using semi structured, open-ended interviews to investigate the extent to which their staff composition has changed as a result of the new legislation. A qualitative research paradigm allowed me to adopt a constructivist/interpretivist approach to data collection and analysis. Indications from data were that the understanding and interpretation of SGBs across racial divides are influenced by their different cultural and linguistic preferences, their different political and educational histories and the contexts in which they work. These differences indicated that deeply entrenched racial stereotypes and strong attachments to a specific school culture, language or ethnic traditions could be influencing the final decision on short listing taken by the SGBs represented in my study. Suggestions are that legislation implementation should be addressed at all stages; that is, reviewing performance, considering reasons for governance difficulty or failure, designing alternative interventions, and interpreting evaluation results as an intervention practice for legislation success. Based on my research findings I would therefore suggest that the key reason for the lack of transformation in the staff composition of public schools is the short period of time that has elapsed since the promulgation of the Education Laws Amendment Act of 2005. Given that transformation is a social process and that stereotypes are key obstacles to transformation, I believe that, as far as the schools in my sample are concerned, their staff compositions will eventually change.
Thesis (PhD)--University of Pretoria, 2009.
Education Management and Policy Studies
unrestricted

The diploma thesis deals with the efficiency of the methods of selection of employees in the company Tesco Stores ČR a.s. The main aim of this thesis was to analyse the methods of recruitment which were introduced to the company and evaluate if their impact on the selection process and the quality of the candidates is positive. Academic research provided a theoretical framework for solving recruitment problems and subsequently were determined performance indicators which were applied to the selection process of employees. Based on the data from internal documents, interviews and questionnaire was analysed the effectiveness of recruitment methods in the company. The obtained data allowed to identify strengths but also weaknesses in the method of selection and recruitment process. The results of the analysis led to recommendations which implementation shall lead to elimination of the identified weaknesses and to ensure full satisfaction of managers and candidates with recruitment.

In 2013, the Department of Higher Education established a new institutional form for the provision of adult education, the Community Education and Training Colleges (CETCs). The growing number of unemployed youths that are not in learning institutions as well as the limited opportunities provided by the pre-existing Public Adult Learning Centres (PALCs), set the context for the transitioning of PALCs into CETCs. This transition marks one of the biggest changes to the adult education landscape historically in South Africa but has thus far been the subject of limited research. This study focuses on the experiences and perspectives of a selection of role players of this transition, in particular, those of managers and lecturers within the greater Cape Town area. The study was situated within an interpretive research paradigm with its emphasis on experience and interpretation and adopted a case study approach. A range of documents provided background data, while the main body of data was collected via semi-structured interviews. Adopting a thematic approach, the analysis focuses on how the policy changes have affected governance, experiences of the new institutional context and perspectives on lecturer qualifications. A further focus is on the views of key role players on the purposes of the CETCs and locating these within different theoretical traditions. The analysis also explored views on the professionalization of adult education and training, and how these compare with broader conceptual approaches to professionalisation in the literature. The study concludes that centralization of governance has had negative consequences for the management and lecturers represented in the sample and seems to be at odds with the ethos of institutional autonomy that usually characterises higher education. At the same time, the transition has presented opportunities for the CETCs to collaborate with different organisations to create skills development opportunities for their constituencies, especially for the increasing number of younger students in the CLCs. The evidence also suggests that while policies talk of CETCs continuing South Africa's historical traditions of transformative adult education, the respondents hold a more humanist view of their purpose, combined with some elements of a human capital approach. Respondents' views on professionalisation were largely instrumental, relating perhaps to continuing poor conditions of employment and scarcity of resources. However, the passion for and deep commitment of lecturers to their work is notable and seems to offer a basis not only for a future occupational identity, but also possibly for a more transformative education to take root in the CLCs.

Дисертацію присвячено комплексному дослідженню організаційно-правових засад кадрового забезпечення судової системи України. Розглянуто позиції вчених та науковців щодо розкриття сутності поняття «судова система», з урахуванням яких виділено підходи до тлумачення цієї категорії. Зроблено висновок, що «судова система» являє собою сукупність державних судових органів, уповноважених здійснювати правосуддя. Натомість більш ширшим є поняття «система правосуддя», що включає: 1) судоустрій; 2) державні органи та установи, що своєю діяльністю забезпечують належне функціонування судів, а отже сприяють ефективному здійсненню правосуддя. Запропоноване авторське трактування поняття «кадрова політика в судовій системі», як складової частини державної кадрової політики, що являє собою сукупність основоположних принципів, науково-обґрунтованих методів і способів вироблення стратегічних завдань і цілей з формування складу кваліфікованих працівників шляхом встановлення вимог до підбору, навчання, підготовки, перепідготовки, підвищення кваліфікації, раціонального використання (розподілу, переміщення) та звільнення кадрів тощо у судовій системі держави. Під кадровим забезпеченням судової системи України визнано доцільним розуміти комплексну та цілісну сукупність принципів, методів, способів, форм, заходів, засобів, які обумовлюють правове регулювання службово-трудових відносин усіх працівників, що пов’язані з виникненням, зміною та припиненням їх діяльності в органах судової системи на відповідних посадах. Принципи кадрового забезпечення судової системи України визначено як основоположні засади (керівні ідеї), у відповідності до яких здійснюється правове регулювання службово-трудових відносин усіх працівників, що пов’язані з виникненням, зміною та припиненням їх діяльності в органах у структурі судової системи на відповідних посадах. Удосконалено класифікацію правових принципів реалізації кадрового забезпечення судової системи України шляхом виділення у такі дві групи: 1) базові; 2) специфічні. Встановлено, що організаційна структура кадрового забезпечення судової системи держави представлена суб’єктами, уповноваженими виконувати функції із забезпечення судової системи кваліфікованими кадрами, а також включає мережу управлінських зв’язків, що виникають в ході виконання роботи з кадрового забезпечення. Повноваження Вищої ради правосуддя та Вищої кваліфікаційної комісії суддів України в сфері кадрового забезпечення судової системи класифіковано за відповідними критеріями. Запропоновано авторську класифікацію суб’єктів кадрового забезпечення судової системи держави, що має наступний вигляд: 1) суб’єкти із загальними повноваженнями (Верховна Рада України; Президент України); 2) суб’єкти зі спеціальними повноваженнями: на загальнодержавному рівні (Вища рада правосуддя; Вища кваліфікаційна комісія суддів; Державна судова адміністрація України; Національна школа суддів України; органи суддівського самоврядування); на локальному рівні (керівництво відповідного суду в особі голови суду та керівника апарату суду); 3) суб’єкти з повноваженнями учасника процесу кадрового забезпечення судової системи (Громадська рада доброчесності як представник громадськості). Виділено елементи функціональної структури кадрового забезпечення судової системи України, серед яких наступні: 1) добір (підбір, відбір) кадрів для судової системи; 2) кадрове планування; 3) мотивація та стимулювання трудової діяльності кадрів у судовій системі; 4) оцінювання якості роботи кадрів; 5) підготовка, спеціальна підготовка та періодичне навчання кадрів для судової системи; 6) оплата праці; 7) припинення діяльності кадрів в органах судової системи. Констатовано, що організаційна та функціональна структури кадрового забезпечення судової системи України в чистому вигляді не існують окремо, а мають тісний взаємозв’язок та складають єдину систему, як цілісну платформу для реалізації завдань та досягнення мети з формування складу кваліфікованих працівників судової системи держави. Встановлено нормативно-правову базу, що визначає правове становище апарату суду, в тому числі виконання ним функції з організаційного забезпечення діяльності суду загалом і організації кадрового забезпечення суду зокрема. З’ясовано, що однією з ключових функцій апарату суду є кадрове забезпечення діяльності відповідного суду, реалізація якої досягається шляхом виконання працівниками апарату суду певних завдань. Узагальнено досвід зарубіжних країн (зокрема, Сполучених Штатів Америки, Японії, Великобританії, Федеративної Республіки Німеччина, Італії, Республіки Польща, Республіки Білорусь, Республіки Молдова, Грузії) з правового регулювання питань кадрового забезпечення судової системи, що дозволило виділити спільні риси та відмінності організаційної та функціональної складових кадрового забезпечення з урахуванням специфіки законодавчого врегулювання цієї сфери в окремих державах. Виявлено та сформульовано основні сучасні проблемні питання кадрового забезпечення судової системи України. З метою їх вирішення та врегулювання визначено напрями вдосконалення організаційно-правових засад кадрового забезпечення судової системи України, серед яких: 1) визначення на законодавчому рівні стратегічних напрямів державної кадрової політики у судовій системі країни, її цілей та завдань, особливостей реалізації шляхом розроблення на прийняття Концепції кадрової політики в системі судоустрою України; 2) чітке визначення повноважень голови суду та керівника апарату суду на рівні законодавства про судоустрій і статус суддів; 3) віднесення повноважень щодо керівництва роботою з підтримання кваліфікації суддів відповідного суду та підвищення їхнього професійного рівня, а також підготовки (підвищення кваліфікації) працівників апаратів судів до компетенції голови відповідного суду шляхом внесення відповідних змін до Закону України «Про судоустрій і статус суддів»; 4) узгодження положень підзаконного нормативно-правового акту (Регламенту Національної школи суддів України) з нормами діючого законодавства про освіту (Закону України «Про освіту») з регулювання питань перепідготовки суддів; 5) деталізація обсягу адміністративних повноважень заступників голів відповідних судів шляхом їх законодавчого закріплення (у Законі України «Про судоустрій і статус суддів»); віднесення до компетенції заступника голови відповідного суду повноважень щодо організації роботи з кадрового забезпечення, підтримання кваліфікації суддів та підвищення їхнього професійного рівня, підвищення кваліфікації працівників апарату суду; 6) законодавче врегулювання проблемних аспектів правового статусу помічника судді; 7) затвердження Типового положення, яким би визначався статус відділу кадрового забезпечення (служби/ сектору управління персоналом), його завдання та повноваження; 8) створення системи автоматизації спеціальних перевірок, що провадяться стосовно осіб, які претендують на зайняття посад, які передбачають зайняття відповідального або особливо відповідального становища, до яких віднесені, зокрема, і посади суддів, тощо. Наукова новизна одержаних результатів полягає в тому, що робота є однією з перших спроб на основі комплексного дослідження та аналізу норм чинного українського національного законодавства та практики його застосування, опрацювання наукових здобутків вітчизняних та зарубіжних науковців і вчених, узагальнення досвіду правового регулювання окремих зарубіжних країн визначити сутність та особливості організаційно-правових засад кадрового забезпечення судової системи України, а також запропонувати авторське бачення вирішення сучасних проблем кадрового забезпечення судової системи України шляхом формування основних напрямів вдосконалення його організаційно-правових засад. Практична цінність положень, висновків та пропозицій дисертації підтверджується тим, що вони можуть бути використані: 1) для подальшого наукового пошуку напрямів удосконалення організаційно-правових засад кадрового забезпечення судової системи України; 2) з метою удосконалення законодавства України в частині регулювання питань формування складу кваліфікованих працівників судової системи держави; 3) при написанні наукової, підготовці навчальної та навчально-методичної літератури, а також при викладанні дисциплін «Адміністративне право», «Організація судових та правоохоронних органів України».
The dissertation is devoted to the complex research of organizational and legal bases of staffing of judicial system of Ukraine. The positions of scientists and scholars on the disclosure of the essence of the concept of "judicial system" are considered, taking into account the approaches to the interpretation of this category. It is concluded that the "judicial system" is a set of state judicial bodies authorized to administer justice. Instead, the concept of "justice system" is broader, which includes: 1) the judiciary; 2) state bodies and institutions, whose activities ensure the proper functioning of courts, and thus contribute to the effective administration of justice. The author’s interpretation of the concept of "personnel policy in the judiciary" as part of the state personnel policy, which is a set of basic principles, scientifically sound methods and ways to develop strategic objectives and goals for the formation of skilled workers by setting requirements for selection, training, training, retraining, advanced training, rational use (distribution, transfer) and dismissal of personnel, etc. in the judicial system of the state. Under the staffing of the judicial system of Ukraine is considered appropriate to understand a comprehensive and holistic set of principles, methods, methods, forms, measures, means that determine the legal regulation of employment relations of all employees related to the emergence, change and termination of their activities in the bodies judicial system in the relevant positions. The principles of staffing the judicial system of Ukraine are defined as the basic principles (guiding ideas), in accordance with which the legal regulation of employment relations of all employees related to the emergence, change and termination of their activities in the judicial system in the relevant positions . The classification of legal principles for the implementation of staffing of the judicial system of Ukraine has been improved by dividing it into the following two groups: 1) basic; 2) specific. It is established that the organizational structure of staffing of the judicial system of the state is represented by entities authorized to perform the functions of providing the judicial system with qualified personnel, and also includes a network of management relationships that arise during the work of staffing. The powers of the High Council of Justice and the High Qualifications Commission of Judges of Ukraine in the field of staffing of the judiciary are classified according to the relevant criteria. The author’s classification of subjects of staffing of the judicial system of the state is offered, which has the following form: 1) subjects with general powers (Verkhovna Rada of Ukraine; President of Ukraine); 2) entities with special powers: at the national level (High Council of Justice; High Qualification Commission of Judges; State Judicial Administration of Ukraine; National School of Judges of Ukraine; bodies of judicial self-government); at the local level (management of the relevant court represented by the chairman of the court and the head of the court staff); 3) entities with the authority of a participant in the process of staffing the judiciary (Public Integrity Council as a representative of the public). Elements of the functional structure of staffing of the judicial system of Ukraine are highlighted, among which are the following: 1) selection (selection, selection) of personnel for the judicial system; 2) personnel planning; 3) motivation and stimulation of labor activity of personnel in the judicial system; 4) assessment of the quality of staff work; 5) training, special training and periodic training of personnel for the judicial system; 6) wages; 7) termination of staff activities in the judiciary. It is stated that the organizational and functional structure of staffing of the judicial system of Ukraine in its pure form do not exist separately, but have a close relationship and form a single system as a holistic platform for tasks and achieving the goal of forming qualified employees of the judicial system. The normative-legal base is determined, which determines the legal position of the court staff, including the performance of the function of organizational support of the court in general and the organization of staffing of the court in particular. It was found that one of the key functions of the court staff is staffing of the relevant court, the implementation of which is achieved by employees of the court staff of certain tasks. The experience of foreign countries (in particular, the United States, Japan, Great Britain, the Federal Republic of Germany, Italy, the Republic of Poland, the Republic of Belarus, the Republic of Moldova, Georgia) on the legal regulation of judicial staffing is generalized. functional components of staffing, taking into account the specifics of the legislative regulation of this area in some countries. The main modern problematic issues of staffing of the judicial system of Ukraine are identified and formulated. For the purpose of their decision and settlement the directions of improvement of organizational and legal bases of staffing of judicial system of Ukraine are defined, among which: 1) definition at the legislative level of strategic directions of the state personnel policy in judicial system of the country, its purposes and tasks, features of realization. personnel policy in the judicial system of Ukraine; 2) clear definition of the powers of the chairman of the court and the head of the court staff at the level of legislation on the judiciary and the status of judges; 3) assignment of powers to manage the work on maintaining the qualifications of judges of the relevant court and improving their professional level, as well as training (advanced training) of court staff to the competence of the chairman of the relevant court by amending the Law of Ukraine "On Judiciary and Status of Judges"; 4) harmonization of the provisions of the bylaw (Regulations of the National School of Judges of Ukraine) with the norms of the current legislation on education (Law of Ukraine "On Education") on the regulation of retraining of judges; 5) detailing the scope of administrative powers of the deputy chairmen of the respective courts by their legislative consolidation (in the Law of Ukraine “On the Judiciary and the Status of Judges”); assigning to the competence of the Deputy Chairman of the relevant court the authority to organize work on staffing, maintaining the qualifications of judges and improving their professional level, training of court staff; 6) legislative settlement of problematic aspects of the legal status of an assistant judge; 7) approval of the Standard Regulations, which would determine the status of the personnel department (service / personnel management sector), its tasks and powers; 8) creation of a system of automation of special inspections carried out in respect of persons applying for positions, which provide for the occupation of a responsible or especially responsible position, which includes, in particular, the positions of judges, etc. The scientific novelty of the obtained results is that the work is one of the first attempts on the basis of comprehensive research and analysis of current Ukrainian national legislation and practice of its application, elaboration of scientific achievements of domestic and foreign scientists and scientists, generalization of experience of legal regulation of some foreign countries. and features of organizational and legal bases of staffing of judicial system of Ukraine, and also to offer the author’s vision of the decision of modern problems of staffing of judicial system of Ukraine by formation of the basic directions of improvement of its organizational and legal bases. The practical value of the provisions, conclusions and proposals of the dissertation is confirmed by the fact that they can be used: 1) for further scientific search for ways to improve the organizational and legal framework for staffing the judicial system of Ukraine; 2) in order to improve the legislation of Ukraine in terms of regulating the formation of qualified employees of the judicial system of the state; 3) when writing scientific, preparing educational and teaching literature, as well as when teaching disciplines "Administrative Law", "Organization of judicial and law enforcement agencies of Ukraine".

This diploma thesis deals with the recruitment and it´s legal framework. It specifies certain activities of the HR process. The aim of the thesis is to familiarize the reader with the practices in human resources management in the organization, together with the restrictions that are stipulated by law. The first chapter deals with the legislative regulation of the issue. Firstly are described the basic concepts related to the topic concept. Following is a list of the legislation of the Czech Republic. The creation and termination of the labour relations is also described. These relations may occur at the labour market regulated by the state in support of the employment in the country. The Czech market is also affected by the European legislation and programmes aimed at productivity growth and unification of the social security of the Member States. The second part is devoted to the development of human resources work and the formation of the new types of employment which arise depending on the needs of the market. The third chapter describes theoretically correct procedure of the recruitment in the company. The recruitment doesn´t end with the signing of the employment contract. It is necessary to establish a plan for the adaptation of the new comers to the company. One of the subheads is dedicated to the principles of the motivation and building loyalty to the company. These activities could help to reduce the risk of increased employee turnover. The last part consists of the research. It looks for the cause of the increased staff turnover in the multinational company based in Prague. Possible mistakes in the HR process might be the cause. The hypothesis were consequently refused or confirmed on the basis of the information gained during the interviews with the HR manager and Senior Account Manager, study of the documents and observation in the office. Conclusion of the project describes proposed solutions which could lead to more effective management of human resources in the company.

У роботі розглядаються теоретичні аспекти пошуку та підбору персоналу на підприємстві , сутність та значення рекрутингу в управлінні персоналом, підбір як ключовий елемент системи управління персоналом на підприємстві. Проаналізовано основні показники економічної діяльності та види і форми професійного пошуку персоналу на ПрАТ «АМ «Фармація»). Запропоновано нові, більш дієві методи пошуку та підбору персоналу на підприємстві та оцінено їх економічну ефективність.
The work deals with the theoretical aspects of search and selection of personnel in the enterprise, the essence and importance of recruitment in personnel management, selection as a key element of the personnel management system in the enterprise. An analysis of the main indicators of economic activity and the type of professional search of personnel on the « FARMACIA ». It is new, more deviating methods of search and selection of personnel at the enterprise are offered and their economic efficiency is estimated.

This master´s thesis deals with the analysis of recruitment and development process in company Desko, a.s. It contains the proposals for more effective implementation of current system of human ressource management, which helps company to achieve better economic results.

This work is aimed at the problems of finding and selecting employees through the application of the latest knowledge and approach of staff selection. From the knowledge gained it suggests a possible method of choosing employees in the company, ABC Ltd. for the position of a dealer.

Thesis (MPA)--University of Stellenbosch, 2011.
ENGLISH ABSTRACT: The South African Constitution, 1996, requires a development–oriented public administration, cultivating good human resources management and career development practices to maximise human potential. Talent management complies with this constitutional requirement as a practice that ensures that people with the required skills and aptitude are attracted, developed, utilised and retained to increase workplace productivity. The Provincial Government Western Cape (PGWC) has aligned itself with talent management by focusing on the attraction, development and retention of skills to address poverty and unemployment. The Western Cape Provincial Treasury (WCPT), which manages the PGWC finances, has however experienced high employee turnover rates lately with talented employees leaving the organisation for other public service departments or private sector organisations. This thesis assessed WCPT’s approach to talent management by: Obtaining an understanding for why talented employees left or are leaving WCPT; Exploring the concept of talent management in organisations globally; Exploring the legislative context for talent management in the South African public service; and Determining what WCPT’s approach to talent management is by using WCPT as a case study. A qualitative case study research design with unstructured interviews, a survey questionnaire and documentation were used to conduct this study. The case study of WCPT was used to draw inferences between the practice and theory in the literature review to understand why talented employees left and are leaving WCPT and what WCPT’s approach to talent management is. It was found that job dissatisfaction was the broad reason why talented employees left WCPT. Job dissatisfaction includes dissatisfaction about competitive salaries, sufficient training and development, a career planning programme, work-life balance, and so on. A draft talent management strategy has been formulated for WCPT but has not been implemented because the Human Resources department of WCPT has been relocated to the Department of the Premier as a result of the modernisation1 of public service departments in the PGWC. This thesis has made recommendations that the draft talent management strategy be implemented, despite the absence of the Human Resources department, as part of a broader strategy to establish WCPT as an employer of choice.
AFRIKAANSE OPSOMMING: The Suid-Afrikaanse Grondwet, 1996 vereis ʼn publieke administrasie wat goeie menslike hulpbron bestuurspraktyke bevorder en loopbaanontwikkeling sowel as menslike potensiaal aanhelp. Talentbestuur voldoen aan hierdie vereiste deur te verseker dat mense met vaardighede gewerf, ontwikkel, aangewend en behou word om produktiwiteit te verbeter. Die Wes-Kaapse Provinsiale Regering het homself in lyn gebring met hierdie grondwetlike vereiste deur te fokus op die werwing, ontwikkeling en behoud van vaardighede om armoede en werkloosheid aan te spreek. Die Wes-Kaapse Provinsiale Tesourie (WKPT) het egter, inteendeel, ʼn hoë omset in talentvolle werknemers ondervind, wie die organisasie verlaat het vir posisies in ander openbare sektor departemente sowel as privaatsektor organisasies. Hierdie verhandeling het die WKPT se benadering tot talent bestuur gemeet deur: ʼn Begrip te verkry vir hoekom talentvolle werknemers WKPT verlaat het; om die begrip talentbestuur in organisasies wêreldwyd te verken; om die wetlike konteks van talentbestuur in openbaresektor organisasies in Suid-Afrika te ondersoek; en om vas te stel wat WKPT se benadering tot talentbestuur is deur WKPT as ʼn gevallestudie te gebruik. ʼn Kwalitatiewe navorsingsontwerp was gebruik om die navorsings probleem te ondersoek met ongestruktureerde onderhoude, ʼn meningsopname vraelys en dokumentasie as navorsingsmetodes. Die gevallestudie van WKPT was gebruik om verskille tussen die praktyk en die teorie te verstaan en vas te stel waarom talentvolle werknemers WKPT verlaat het en wat die organisasie se benadering tot talentbestuur is. Daar was gevind dat werknemerontevredenheid die oorhoofse rede was waarom talentvolle werknemers WKPT verlaat het. Werknemerontevredenheid sluit in hierdie geval ontevredenheid oor kompeterende salarisse, genoegsame opleiding en ontwikkeling, ʼn loopbaanontwikkelingsprogram en werk-leefbalans in. WKPT het ʼn konsep talentbestuur strategie ontwerp, maar dit was egter nog nie geimplementeer nie omdat die menslikehulpbronne department van WKPT verskuif was na die Departement van die Premier. Hierdie verhandeling het aanbeveel dat die konsep talentbestuur strategie nog steeds geimplementeer word ten spyte van die feit dat die menslikehulpbron department verskuif was. Die implementering van hierdie strategie sal deel uitmaak van ʼn oorhoofse strategie om WKPT te vestig as ʼn werknemer by keuse.

This diploma thesis is focused on human resources (HR), defines specific areas of personnel management and HR activities. The first part is devoted to the theoretical background in human resources, to define more precisely personnel activities including sub – areas. The second part of the thesis analyses the current state of personnel management in the specific company. In the final part are defined specific recommendations for personnel management in the company. These recommendations are formulated in accordance with the company’s current situation.

The thesis presents a theoretical knowledge of staffing, especially pay attention to methods of selection and use of them. Application of work sampling analysis of the company and assess the methods that are used in selecting employees in different occupations. Finally are these methods evaluated and recommended changes.

It has been said that of the various possible school-based factors, it is the headteachers’ leadership that has the second greatest impact on student outcomes. If that is the case, it is not surprising that a great deal of research has focused on headteacher leadership. There has been very little research, however, that focuses on the leadership of selective schools. This study, therefore, considers headteacher leadership in four state, boys’ selective schools. The study considers the interaction of three issues – what it is the headteachers say they are doing (their declared conceptualisations of leadership), what their staff expect of them (the staff’s conceptualisations of leadership) and the perceptions and judgements made by the staff of their headteachers. The study generates four models of headteacher leadership, three from the data and one from the literature. The three are perspectival in origin, although one of them is abstracted beyond its original perspective. Three of the areas considered in relation to perceptions and judgments are: headteacher ‘success’, communication, and conflict. The subsequent discussion leads to the development of new models and frameworks, plus the extension of two concepts in new ways and also recommendations for both practice and research.

Successful weed control is essential for economical cotton production in Uganda. Weeds compete with cotton for moisture, nutrients and light. The greatest competition usually occurs early in the growing season. Therefore, post emergence herbicides such as fluazifop-butyl and sethoxydim were used in this study to control the grass weed species which grow faster than cotton during its initial growth stage. Field trials were conducted on the sandy loam/loam soils at Namulonge Research Institute and Bukalasa Technology Verification Centre in Uganda during the 1995/96 and 1997/98 cotton seasons to investigate the control of the tropical couch grass (Digitaria abyssinica (A. Rich. ) Stapf) using the post emergence herbicides. This weed is a rhizomatous grass and difficult to control. The efficacy of the reduced dose rates of the grass selective post emergence herbicides sethoxydim and fluazifop-butyl was investigated for the control of D. abyssinica and other grass weed species in cotton so as to determine the appropriate dose rate(s). The herbicides were supplemented with two hand weedings. Hand weeding (5 times) during the growing season was included in the treatments. The results obtained from the field trials showed the potential of reduced dose rates in the control of grasses. The application of fluazifop-butyl (138,162 and 188 g a. i. ha 1) and sethoxydim (405,502 and 579 g a. i. ha 1) gave a significant density reduction of D. abyssinica and other annual grasses at 35 days after herbicide application. No significant differences were observed amongst the dose rates of both herbicides in the percentage weed control of D. abyssinica and other grass weed species in the two seasons. The percentage weed control ranged between 79-96%. The assessment showed that fresh and dry weights of D. abyssinica shoots/foliage were reduced by 70-80% irrespective of the dose rates for both herbicides at the two sites during the two seasons. Reduced dose rates below half of the full dose rates were investigated in the greenhouse in UK. A markedly reduction of D. abyssinica shoots and rhizomes was noted following the application of fluazifop-butyl (38,66,94,188 g a. i. ha 1) and sethoxydim (116,203, 290,579 g a. i. ha 1) compared to the control. An average percentage reduction of 43.2- 62% for fresh and dry shoots, and 65.9-78% for fresh and dry rhizomes was observed. Although analysis of variance indicated that there were no significant differences amongst dose rates, low percentage reduction was noted from the lowest dose rate of fluazifopbutyl (38 g a. i. ha 1). 1 As part of the plant stress assessment, results indicated that sethoxydim and fluazifopbutyl inhibited chlorophyll accumulation in the treated leaves of D. abyssinica. A reduction of 40-70% of chlorophyll content was noted. It was noted that sethoxydim had higher inhibitory effect on chlorophyll content than fluazifop-butyl. Results obtained from the measurements of fluorescence parameters showed significant reduction of Fv/Fm in the leaves of D. abyssinica due to sethoxydim and fluazifop-butyl, suggesting significant alteration of the normal fluorescence yield. Interference with the normal fluorescence of D. abyssinica was associated with the inhibition of the flow of electron transport which resulted to plant stress. Further investigation on plant stress was studied by comparing the activity levels of the intracellular proteases of D. abyssinica and cotton plants after the application of sethoxydim. The activity level of alanyl aminopeptidase was not affected by the herbicide both in D. abyssinica and cotton. It was however noted that there was significant decrease in the activity levels of argninyl aminopeptidase (arginyl-ap) (36.1%) and tripeptidyl aminopeptidase (Tap) (51.8%) in the treated plants of D. abyssinica with time after herbicide application. While in cotton, significant increase was observed in the activity level of and tripeptidyl aminopeptidase with time after herbicide application. Therefore it can be assumed that the activity levels of these enzymes in the two plant species may have an influence on their responses to the herbicide. Data on crop performance indicated that seedcotton yields realised from herbicides dose rates combined with two hand weedings were high as or higher than the yields obtained from the hand weeding (5 times). Seedcotton yields were noted high (1793-2993 kg/ha) in 1995/96 compared to 1997/98 (665.1-1184.2 kg/ha). The present study has indicated that integration of reduced dose rates with two hand weeding supplements can reduce the number of weedings and improve cotton production.

This diploma thesis deals with the process of recruiting and selecting staff from the personnel management point of view. The thesis describes the Czech Republic and New Zealand, characterizes their banking systems, analyses the process of recruiting and selecting for the position of Customer Service Representative, Phone Assist and Cards Inbound into the Call Centre Group at two international banks operated on the different parts of the world and on the different labour markets. At the end, it indicates strengths and weaknesses and suggests some recommendation for more efficient process by using the theoretical knowledge.

碩士
國防大學
資源管理及決策研究所
104
As the quality of procurement personnel is critical to the success of procurement affairs, the selection factors of procurement personnel is an important issue of procurement study. There are 4 stages in the military procurement affairs: business information management stage, project assessment stage, bidding and contracting stage, and contract compliance acceptance testing stage. As the four procurement stages affairs in the military procurement affairs are different, it need different procurement personnel selection rule in each stage. To explore the procurement personnel selection rule in each stage in the military procurement affairs this study conducts literatures review, summarizing the procurement personnel selection rule of profit organization, government units and military units, and has practice experts to conducts the 635 brainstorming method. The results provided for experts to conduct a modified Delphi questionnaire survey. Additionally, the analytic hierarchy process (AHP) was used to establish a weighting relationship. Finally, a scenario-based simulation analysis involving two selection methods, namely the AHP selection method and a direct scoring method, were used to examine the difference between the two methods, thereby providing a reference for various departments to select procurement staff. The results revealed that regarding the importance ranking of staff selection factors, the most important factor for procurement operation staff and project assessment staff was morality. The most important factor for business information management staff was confidentiality. The most essential factor of bidding and contracting staff was cautiousness. Finally, the most important factor for contract compliance and acceptance testing staff was lawfulness. The weighting ranking also differed according to various job contents. In addition, the scenario-based analysis showed that compared with the direct scoring method, the AHP selection method was more applicable in reflecting the difference between the staff candidates, facilitating decision-making for staff selection.

M. Tech. Human Resources Management
This study is necessary to assess staff recruitment and selection at the University of Technology. When institutions merge, it is not only the cultures that merge but also the business processes. So it is necessary to study how the recruitment and selection process of a merged institution can be made effective and efficient given the combination of different cultures and business process. To what extent would assessing staff recruitment and selection enhance the recruitment and selection at said University of Technology? The following hypothesis was investigated: Employees in different positions perceive recruitment and selection as favourable and employees with different months of service perceive recruitment and selection as favourable. Quantitative research was used because participants were asked to complete a questionnaire to collect data on assessing staff recruitment and selection at the University of Technology. In the study, a purposive sample of 200 most-recently appointed employees was drawn. The findings of this study will add to the body of existing knowledge on recruitment and selection, knowledge that gives valuable insights into the type of recruitment and selection practices that are necessary to ensure a competitive university.

碩士
靜宜大學
管理碩士在職專班
101
According to study, increasing the nursing workforce would decrease the risk of patient mortality, urinary tract infections and pneumonia. For every increase in nursing care a patient, then the risk of patient death in within 30 days of hospitalization increased by 7%. Addition to take care the four patients, the risk of patient death will increase to 31% (Aiken, 2002). Therefore the exceeded nursing workload will cause a patient in deaths and infection. However, the shortages of nursing manpower have not effectively been improved in these years. In 2013, the nursing shortfall reached seven thousand people and nearly 90% hospitals are unable to recruit enough vacancies, the long-term lack of manpower has become an urgent problem to be solved. In this study, the introduction of foreign nurses as the main method of improving care gap. Employing the introduction China nursing as example, through the expert interviews, expert questionnaires, the Analytic Hierarchy Process（AHP） , we expected to develop a criterion for selection in foreign nurses. In our results show that the four importance criteria are to be considered as following "the ability of take care" (27.5%), "medical center qualifications" (17.1%), "2 to 3 years' seniority" (10%) and "communication skills" (8.6%). The weights of four evaluation criteria is representing 63.2%, there are significance.

碩士
國立臺北科技大學
管理學院經營管理EMBA專班
107
With the rapid development of the Internet and the progress of information technology; Especially the development of Web 2.0 Community system, artificial intelligence (AI), Big Data and cloud computing etc.. This allows the e-HR to ascend to the function of the i-HR system, expanding and growing continuously. In the relativity, Human resources management plays an important role in the enterprise. Moreover, it is reported that: Average life expectancy of Taiwanese companies in 13years, Japan about 30 years; The world's top 500 companies can reach about 40 years. The difference lies in the enterprise's “operating constitution”; The faster and more volatile the business environment, the more enterprises should devote their efforts;do a good job of selecting, employing,educating and keeping who has the abilities,to have the opportunity to move towards the forevermore businesses. If the enterprise wants to choose and cultivate the talents that really need, you had better to rely on a complete set of strategies and be implemented systematically, such as, in the industry has been proposed that build “A + talent Echelon Gold 6 steps”, its focus is to enable employees to just now the appropriate institute, set a quantitative capacity standards, and the use of accurate evaluation tools, then, help the staff find the right position. According to the gap between staff and job standards, the development and training plans are set up to enhance staff capacity. Finally, check the results and accurate evaluation of efficiency. Business investors to educate talents are investing in the future. Because, carefully select and improve the quality of personnel, can drive the development of enterprises “the second lifeline”.To create the next wave of profit, some of the companies can earn 10 times the net profit in about 2-3 years. In the past few years, innovative technology has brought about great changes, regardless of network, cloud, mobility, and so on. Taiwan's information industry is not keeping up, so that the competitive advantage is gradually declining, even into the dilemma of cutting prices competition. In the past, traditional industry was conservative in the investment of information technology and semi-concept, they believe that the need to focus on dramatic development, but with the business operations by the market after baptism, the importance of information technology increases gradually ,inspires the motivation of this thesis and looks forward to using innovative technology to change the company's physique, improves competitiveness. In other words, in the new economic generation, digital transformation has become an important key to the sustainable operation of enterprises; If it is not due to the trend, timely change, the end will be eliminated by the market after all. So what kind of effect will IT have when it encounters the HR? Is the network crazy about that AI or robots will replace the work of human resources officer, or the robot is excellent but hardly to replace human work, and or double efficiency? Such as Domino's integration of new technology, and the use of digital platform, allows customers to easily order with any mobile device; Help each of these companies gain a competitive advantage with the OpenStack cloud platform, Wal-mart has built a customizable platform with new search engines and a number of cloud-based software? According to the foregoing, research method focus of this paper intends to use the staff selection and training mechanism in human resources management; Reference to advanced literature research and practical cases; Finally, with asked questionnaire investigation and analysis, to explore the current technology of digital technology, to be applied to the benefits at all levels and the development of results; Whether as some advanced speculation, in the vigorous development of artificial intelligence, should not worry about the work is about to be replaced, but should be assisted by the development of industry, advantages outweigh the disadvantages of positive thinking. We look forward to the results and recommendations of this study, in particular, the conclusions of Chapter5 (such as positive impact, benefit effect, satisfaction performance, etc.) ,which are helpful for enterprises in selection and training staff, and even a breakthrough in value.

There has been a significant number of disputes being declared after every selection process each year since 1998 when School Governing Bodies were given the responsibility of selecting management staff at schools (Thurlow 2003). Also, anecdotal evidence is that there is suspicion amongst educators that unfairness and favoritism in the selection of management staff is rife. Hence, the researcher sought to develop better understanding of how the selection policy is perceived to be problematic in its implementation. With this in mind the researcher examined the perception of stakeholders, namely educators and School Governing Bodies, on the selection of management staff at public schools in a suburb in the Pinetown District. The research involved all eight schools in the Suburb which comprised two secondary schools and six primary schools. All the teachers and management staff and chairpersons of the Selection Committees of the School Governing Bodies in these schools were targeted for the study. The research instruments used for this study were questionnaires that were administered on educators and interviews conducted with the chairpersons of the Selection Committees of the Schools' Governing Bodies. The findings revealed that both the educators and School Governing Bodies were disillusioned with the current selection process. While the chairpersons of the Selection Committees expressed their dissatisfaction at the training proffered by the Department of Education, the educators indicated frustration at not being promoted and perceived the selection to be unfair and based on favoritism and nepotism. Educators also felt very ABSTRACT There has been a significant number of disputes being declared after every selection process each year since 1998 when School Governing Bodies were given the responsibility of selecting management staff at schools (Thurlow 2003). Also, anecdotal evidence is that there is suspicion amongst educators that unfairness and favoritism in the selection of management staff is rife. Hence, the researcher sought to develop better understanding of how the selection policy is perceived to be problematic in its implementation. With this in mind the researcher examined the perception of stakeholders, namely educators and School Governing Bodies, on the selection of management staff at public schools in a suburb in the Pinetown District. The research involved all eight schools in the Suburb which comprised two secondary schools and six primary schools. All the teachers and management staff and chairpersons of the Selection Committees of the School Governing Bodies in these schools were targeted for the study. The research instruments used for this study were questiormaires that were administered on educators and interviews conducted with the chairpersons of the Selection Committees of the Schools' Governing Bodies. The findings revealed that both the educators and School Governing Bodies were disillusioned with the current selection process. While the chairpersons of the Selection Committees expressed their dissatisfaction at the training proffered by the Department of Education, the educators indicated frustration at not being promoted and perceived the selection to be unfair and based on favoritism and nepotism. Educators also felt very strongly that the Selection Committees were not following procedures as legislated. The findings also revealed that both sets of stakeholders felt that the Department of Education _ should take sole responsibility for selecting management staff for schools if the perceived shortcomings are to be overcome. Recommendations emanating from the above include shifting the responsibility for the selection ofmanagement staff from that of School Governing Bodies to the Department ofEducation, co-opting department officials into the Selection Committees for their knowledge and expertise, enhancing training and capacity building programs for Selection Committees and the provisioning of counseling for unsuccessful applicants. 11 strongly that the Selection Committees were not following procedures as legislated. The findings also revealed that both sets of stakeholders felt that the Department of Education .. should take sole responsibility for selecting management staff for schools if the perceived shortcomings are to be overcome. Recommendations emanating from the above include shifting the responsibility for the selection of management staff from that of School Governing Bodies to the Department of Education, co-opting department officials into the Selection Committees for their knowledge and expertise, enhancing training and capacity building programs for Selection Committees and the provisioning of counseling for unsuccessful applicants.
Thesis (M.Ed.) - University of KwaZulu-Natal, 2006.

The main goal of my diploma work is to analyse methods of staff recruitment in the company. Recruitment of staff is one of the key activities in a company. It is a process that deals with candidate´s competence, whether he will be able to perform a work at the given position according to specified criteria. There are a lot of methods of staff selection. The most widely used of them is an interview, an assessment centre, aptitude tests and a questionnaire. In the first part of my diploma work I deal with basic characteristics of staff recruitment and selection, methods of staff selection, especially with the interview, assessment centre and aptitude tests. In the second part of my diploma work I describe the system of staff selection in the unnamed company that offers audit, tax and advisory services, and analyse staff recruitment and selection there. On the basis of gained information I created SWOT analyse that defines strengths, weaknesses, opportunities and threats in a company.

碩士
弘光科技大學
健康事業管理研究所
107
The establishment of employees’ competency helps to define the capabilities and behaviors that workers demand for delivering high performance. As the healthcare industry is a labor-intensive and highly professional industry, fully utilization of professional competency is very important for hospital management. How to find right employee is an urgent issue for hospital human resource management. Therefore, this study aims to develop a competency-oriented employee-selection questionnaire. This study recruited non-physician staff in the case hospital as the research participants to collect data for later formulation of employee-selection questionnaires. During the research, mainly two methods were used, namely situational judgment tests (SJT) and expert panels. First, the professional competency models of non-physician staff in the case hospital were collected as well as the 20 established professional competency items and definitions. The SJT editing method was used to design five working situation topics for each competency item. Next, 12 human resource experts in the healthcare industry were invited to conduct an expert validity test on the applicability of the working situation topics. Afterwards, four corresponding behavior options were designed for each topic. Managers from different competency fields were invited to hold discussion in expert panels and revise the item contents. Lastly, the questionnaire survey and the expert panels were conducted; the managers were invited to evaluate the options of “the most-should” behavior and “the-most–should-not” behavior for each working situation topic. This study, based on the professional competency items and definitions of non-physician staff in the case hospital, used qualitative and quantitative methods to develop a competency-oriented and employee-selection questionnaire. The results of this study provide future research with a reference for the design and development of employee-selection questionnaires. It will enhance the effectiveness of decision-making of hospital in terms of employee-selection, and assist hospitals and employers in selecting the right employee.

碩士
世新大學
觀光學研究所(含碩專班)
99
The research message is to discuss the relationship about work stress, leisure activities selection and relieve the stress efficiency, that research object who is working with the domestic bank staff, by questionnaire to getting research data and sampling is according to administrative region of bank and object quality are 2~3 for each administration. The analysis sample quality are 367, recovery rate is 91%. To analysis research data by statistic software:SPSS17.0 and to process confidence analysis, factor analysis ,descriptive statistics, t-factor examination, single factor variation analysis and Pearson product-moment correlation coefficient…, and research results to distribute as below: 1.The analysis to stress of work to Population property, that had apparent different result with the object of bank staff had variation property include : sex, age, marriage, education, service seniority, monthly salary, service department and position to pressure of work. 2.The analysis of leisure activities selection to Population property, that had apparent different result with the object of bank staff have variation property include : sex, age, marriage, education, service seniority, monthly salary, service department and position to leisure activities selection. 3.The analysis result had apparent negative relationship between the bank staff work stress and leisure activities selection, then the property of bank staff on pressure of work variation include: loading of work, role requirement, mission concern, life plan and leisure activities variation include: sport, science, sociality, technique have apparent relationship but that is belong to the lower grade. 4.The analysis result had apparent positive relationship between leisure activities selection and relieve stress efficiency, then the property of leisure activities variation include: sport, science, sociality, technique to counter with the relieve stress efficiency have apparent relationship and that is belong to the higher grade.

This research examined the problem of poor retention of employees with scarce skills in the Limpopo Department of Agriculture. Employees with scarce skills were selected to participate in the research which focused on recruitment, selection and retention. Recruitment, selection and retention of line employees with valued skills are a major crises facing many institutions. The problem of poor retention and turnover of line employees with scarce skills has far reaching consequences in that dissatisfaction with working conditions causes additional turnover. To some extent, the Department can control the turnover rate of its employees with scarce skills. The research assessed recruitment, selection and retention of line employees with scarce skills in the Limpopo Department of Agriculture. The research concentrated on the reasons for poor retention of line employees with scarce skills, the extent of turnover of employees with scarce skills, what process do the Limpopo Department of Agriculture follow in filling vacant post and what interventions and measures do the Department undertakes to ensure compliance to the recruitment policy. A questionnaire was used to collect data from managers and line employees with scarce skills. A hundred (100) questionnaires were distributed and 67 were returned. The findings revealed that Limpopo Department of Agriculture can do more in retaining its valued line employees (those with scarce skills). The challenge of scarce skills in the Department is compounded by the high demand of for instance engineers, state veterinarians and researchers in South Africa. There is a war on scarce skills in South Africa, Generation Y needs resources, better working conditions and a better salary to be retained. The research findings were evaluated and possible strategies for improving recruitment, selection and retention of line employees with scarce skills are recommended. The Department should design a career progression path policy. This would assist in retaining scarce skills in the public sector.
Public Administration and Management
M.A. (Public Administration)

This research examined the problem of poor retention of employees with scarce skills in the Limpopo Department of Agriculture. Employees with scarce skills were selected to participate in the research which focused on recruitment, selection and retention. Recruitment, selection and retention of line employees with valued skills are a major crises facing many institutions. The problem of poor retention and turnover of line employees with scarce skills has far reaching consequences in that dissatisfaction with working conditions causes additional turnover. To some extent, the Department can control the turnover rate of its employees with scarce skills. The research assessed recruitment, selection and retention of line employees with scarce skills in the Limpopo Department of Agriculture. The research concentrated on the reasons for poor retention of line employees with scarce skills, the extent of turnover of employees with scarce skills, what process do the Limpopo Department of Agriculture follow in filling vacant post and what interventions and measures do the Department undertakes to ensure compliance to the recruitment policy. A questionnaire was used to collect data from managers and line employees with scarce skills. A hundred (100) questionnaires were distributed and 67 were returned. The findings revealed that Limpopo Department of Agriculture can do more in retaining its valued line employees (those with scarce skills). The challenge of scarce skills in the Department is compounded by the high demand of for instance engineers, state veterinarians and researchers in South Africa. There is a war on scarce skills in South Africa, Generation Y needs resources, better working conditions and a better salary to be retained. The research findings were evaluated and possible strategies for improving recruitment, selection and retention of line employees with scarce skills are recommended. The Department should design a career progression path policy. This would assist in retaining scarce skills in the public sector.
Public Administration and Management
M.A. (Public Administration)

碩士
大葉大學
運動事業管理學系
100
The purpose of this study was to analyze the concerns for health village selection perceived by potential customers. Questionnaire survey was used to collect the data. Participants of this research were 511 medical care staff who worked in hospitals located in Taichung city and Changhua area. Data were analyzed by descriptive statistics, analysis of variance, independent samples T test and Pearson product-moment correlation analysis. The major findings of this thesis are as follows: (1). All concerns for health village selection perceived by medical care staff are at mid-high level. Primary concerns include recreational facilities, traffic convenience, indoor environment, security facilities, outdoor environment and reasonable cost. The level of concern toward willingness of residence is also at med-high level. (2) The concerns for health village selection perceived by medical care staff are affected by specific background variables. (3) For medical officers with different backgrounds, the willingness of recommendation and residence are affected by specific background variables. (4) There are positive correlations between the concerns for health village selection and willingness of residence. Practitioners should put focus on the concerns that customers care most to improve their willingness of residence.

This thesis proposes a theoretical model that aims to explain the relationship between staff selection and training based on the principles of Total Quality Management (TQM) and guest satisfaction in 4-5 star hotels in the USA and Australia and Thailand. This exploratory research aims to generate emphical evidence concerning the relationship between TQM, guest satisfaction and human resource performance.

碩士
雲林科技大學
企業管理系碩士班
96
With Taiwan economic growth of enterprises, faced with land prices, rising labour costs and labour shortages, and other investment factors change, so gradual rise of the wave of overseas investment, while more Taiwan businessmen to set up factories in Mainland, in view of the Management and technology professionals in Mainland is very inadequate, Taiwan businessmen are often required to send the excellent support staff station in Mainland to support Mainland branch needs. As the two places exist very large gan in the political, economic and social system, which makes staff station in Mainland more difficult on their task of executive management, not even in advance not to return, causing the company problems. These strategies of transnational corporations through evolution, and human resources management issues, mainly the different strategies evolve, and different enterprises for overseas dispatch of the difference between the so-depth study. And the personnel policies and strategies of transnational corporations with the dynamic evolution of changes in relations should also be practical and academic sector also worth noting the theme. So this study,Choose some outstanding domestic companies as the object, through interviews with in-depth understanding of the layout of the nationality of transnational corporations in the mainland, with the company''s strategy adjustments in personnel management policy changes and its considerations behind the factors.

碩士
國防大學
財務管理學系
102
The voluntary military service system is the most important policy in the reform of Taiwan’s defense affairs in recent years. The authority proposes using the military staff dormitory as an incentive to enlist more talented young people into the army. Such a policy requires more additional budget to support for its success. However, due to its less relevance in national security, the authority cannot provide more quotas in the allocation of the budget. Therefore, based on the spirit of user-pays, this study tries to investigate the possibility of charging the management fee for military staff dormitory and then use DEMATEL and ANP to evaluate the best usage plan of maximizing the efficiency of management fee. The result indicates that the management fee of military staff dormitory should be included into the Military Industries and Services Revolving Fund (MISRF) and this result also provides a direction for the army authorities to overcome the dilemma of implementation of policies and lack of budgets.

碩士
中華大學
行政管理學系碩士在職專班
104
Personnel turnover and retirement causes the unstable and restlessness in the organization, it will cause the knowledge lose and the talent gap. Attract and retain the excellent talent is the decisive factor to achieve the organization goal. Selection is the first step for gathering the talent, if the right persons can be selected then they can truly make the best of their talent and display in the right place. Facing the Big data era is coming, how to solve the complexity problems of personnel administration? Take the science method to get correct data and use appropriate statistic way to analysis the result. By using the actual evidence to draft the best decision and make the human resource management to go for “Evidence-Based” to response the major change of internal and external environment in organization. It is the trend and there will be no other choice. The study is use the WebHR to be the basis which is set up by Directorate-General Personnel Administration, Executive Yuan and it takes the data-mining method to analysis the structure of Personnel Officer in Hsinchu County. By collecting the literature, related laws and the real situation of Personnel Officer selection in Hsinchu County, then follows the “Evidence-Based” theory to find out the effective focus research objects. By using the focus groups interview of excellent Personnel Officer and the deeply interview of turnover personnel, then takes the personality traits tool to discover and analysis the competence code. Using AHP to build up the selection perspectives and after the calculation analysis, the C.R value are all ≦0.1，the numbers fit the consistency of examination. The final conclusion sequentially gets four competence perspectives to be the prior selection perspectives which are “Personnel Law”, “The ability of interpersonal relationship”, “Performance Management” and “Customer Service” for selecting Personnel Officer in Hsinchu County. The prior five selection characteristics and index are “Can use Personnel Law to solve problem”, “Can friendly explain Personnel Law and keep the colleagues’ rights and benefits”, Can use Performance Management tool to build or cooperate the Performance-Forced organization culture and the operation of human resource team”, “Can totally understand personnel policies and laws” and “Can have the ability to fight and gain the convince and support for personnel business by the head of executives.” Through the study, it not only can build up the strategic index for selecting Personnel Officer in Hsinchu County, but also can evaluate the professional abilities of whole Personnel Officer; moreover, it can also response the future talent structure change in advance.

The challenge being experienced by higher education to attract and retain talented academics, particularly black staff, motivated this particular study. The challenge has been experienced by the higher education sector since the democratic dispensation in South Africa in 1994 with minimal published research having been undertaken in this specific field. In addition, it did not appear that there was a tangible solution or strategy by education leaders to respond to the crisis facing higher education. Meanwhile, seasoned academics, particularly white staff, continue to retire taking with them invaluable intellectual capital at a loss to academe. The challenges cited by academics for leaving academe do not augur well for the academic profession as a career of choice particularly for young black potential academics. The present study adopted a mixed methods approach using data collection instruments associated with both the quantitative and qualitative research paradigms. Talent management typically consists of four pillars of intervention viz. attraction, retention, development and deployment. The first part of the doctoral thesis focussed on the analysis of literature and empirical documents found in three of the four talent management pillars, namely attraction, retention and development. Deployment is not practical in the academic sector. The second part of the doctoral thesis focussed on a sample of academics in particular colleges or faculties at three South African universities. In the process following the implementation of the survey and interviews, ideas and themes were identified in the data. The research study presented a recommendation in response to the challenge to attract and retain academics, particularly black staff, with a particular emphasis on the development of black academics at lower levels. This is within the broader context of the academic employer value proposition. The study recommends that to attract and retain talented academics, particularly black staff, education leaders should focus on investing resources into the management of talent inherent in black academics at lower levels.
Public Administration
D. P. A.

This study is an investigation into the implementation of the staff selection policy in three schools in Umlazi district, south of Durban. The concerns expressed by educators and
Thesis (M.Ed.) - University of KwaZulu Natal, 2006.

碩士
逢甲大學
企業管理所
91
After experiencing the American 911 event,many company went bankrupt because of finacial difficulties.Under such an abominable environment,the FOD(fee on demand)ratio arises successively.In order to control the FOD ratio,the main tasks for the Taiwan Power Company is to promote the debt collector performance and satisfaction. The purposes of this study include : (1) to explore the degree of job characteristics,employee personalities and job attitude of current debt collector of the Taiwan Power Company(2) to explore the relationship of job characteristics,employee personalities and job attitude(3) to probe into whether the effects of demographic statistics characteristics on job attitude (4) to build a decision support system to aid in staff selection of debt colletor (5)to provide objective suggestions for the Taiwan Power Company as a reference for promoting their job attitude and performance. . Questionnairy design and sampling design were used to implement this study framework. Questionnaires were sent out and collected according to the sampling mode of data collection. Based on analysis of the data by SPSS sofeware, the research proceeded to the second phase of the artificial neural network model, to sort out the results, and to bring up the conclusions and suggestions for this study. This study applies the classification characteristics of artificial neural network to categorize the levels of job attitude of debt collector.. The Back-Propagation neural network,Multilayer Functional-Link Network and Learning Vector Quantization Network are adopted as the fundamental framework for this study. The objective of this study is to extract several dimensions of job characteristics and employee personalities through factor analysis of the multivariate analysis. These dimensions are taken as the input variables to build a neural network model through the learning process. This study try to build a decision support system to aid in staff selection of debt colletor.