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Social ties at work and effort choice: experimental evidence from Tanzania
Chegere, M. ; Falco, P. ; Menzel, Andreas
Many firms hire workers via social networks. Whether workers who are socially connected to their employers exert more effort on the job is an unsettled debate. We address this question through a novel experiment with small-business owners in Tanzania. Participants are paired with a worker who conducts a real-effort task, and receive a payoff that depends on the worker’s effort. Some business owners are randomly paired with workers they are socially connected with, while others are paired with strangers. With a design that is sufficiently powered to detect economically meaningful effects, we find that being socially connected to one’s employer does not affect workers’ effort.\n
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Human resource management in healthcare
SVAČINOVÁ, Tereza
This bachelor thesis deals with the analysis of human resources management in a specific hospital in Jindřichův Hradec and the proposal of changes for the improvement of this system. In the theoretical part, HR activities are described individually. Then, these theoretical parts are elaborated into questions in a questionnaire survey concerning the satisfaction of employees with selected activities. There are 784 employees working in the health sector at Hradec Kralove Hospital. The questionnaire survey concerns nurses, medical laboratory assistants, midwives and orderlies. Data was collected for approximately 2 weeks from 103 respondents for the necessary research. The results are then described statistically using the percentage of each response. The resulting suggestion of possible recommendations, to improve the current situation, is forwarded to the human resource management of the selected hospital.
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Disclosure discrimination: an experiment focusing on communication in the hiring process
Badalyan, S. ; Korlyakova, Darya ; Rehák, Rastislav
We focus on communication among hiring team members and document the existence of discrimination in the disclosure of information about candidates. In particular, we conduct an online experiment with a nationally representative sample of Czech individuals who act as human resource assistants and hiring managers in our online labor market. The main novel feature of our experiment is the monitoring of information flow between human resource assistants and hiring managers. We exogenously manipulate candidates’ names to explore the causal effects of their gender and nationality on information that assistants select for managers. Our findings reveal that assistants disclose more information about family and less information about work for female candidates relative to male candidates. An in-depth analysis of the disclosed information suggests that gender stereotypes play an important role in this disclosure discrimination. Furthermore, assistants disclose less information about foreigners overall. This effect appears to be driven by the less attention assistants are willing to devote to the CVs of foreigners, measured by the extra effort to learn more about the candidates.
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Evaluation of the Hiring Process of a New Employee to the Company AspectWorks
Křížová, Marta ; Křečková Kroupová, Zuzana (advisor) ; Svatoš, Jan (referee)
Theoretical section of this bachelor's thesis deals with the subjects of labor-legal relations and the management of personnel register and records. It also describes the process of recruiting the right and appropriate candidates through the definition of the job, the methods of obtaining candidates to selecting the most appropriate one. It also deals with the selection process and the hiring of a new employee. The last chapters of the theoretical section deal with the possibility of automating of this process. The practical section is focused on description of the whole process of searching for candidates, selecting the right employee and joining the companies in AspectWorks Group holding. The research part contains the analysis of the onboarding process and satisfaction survey among its employees. This questionnaire survey inquires the relevance of methods used by the Group and the employee satisfaction with the onboarding process and the course of their first day in the job.
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Zhodnocení náborového procesu v konkrétní společnosti
Kopecká, Kristýna ; Křečková Kroupová, Zuzana (advisor) ; Bilavčíková, Irena (referee)
This bachelor thesis is focused on the recruitment process assessment at a specific company from the ICT industry. The theoretical part researches theoretical approaches to extended recruitment processes such as recruitment and hiring, the induction or the employee life-cycle within the company from various literature sources. The practical part consists of a research based on semi-structured interviews with the current employees of the company and their experiences with the company's extended recruitment processes. In the end, the thesis focuses on the comparison of the theory with current trends on the labor market and the practice. Finally, it provides reasonable recommendations of improvements of the recruitment process to the specific ICT company.
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The employee sourcing, selection and hiring system analysis within a chosen organization
Suchánková, Nela ; Palíšková, Marcela (advisor) ; Šmíd, David (referee)
This Bachelor's thesis is focused on the sourcing, selection and hiring of the employees in the chosen organization and it is divided into two parts. The first, theoretical part, introduces individual processes in detail including various methods and their advantages and disadvantages. This part of thesis is based on the field specific literature. In the second, practical part, the specified organization is presented and characterized. It also analyses sourcing, selection and hiring processes of the organization. This part is based on the documents provided by the organization, external documents, interview with the human resource manager, employee survey and comparison of the theory and practical application. The practical part also covers the assessment of the obtained data, which is based on the strengths and weaknesses of the organization including proposed suggestions to improve the efficiency of explored personnel activities.
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Social Media Networks in Human Resources Management (Model Supporting a Recruitment of Employees)
Böhmová, Lucie ; Střížová, Vlasta (advisor) ; Basl, Josef (referee) ; Horváthová, Petra (referee)
The main goal and contribution of this thesis are to create an artifact in the form of model that supports a recruitment of employees via social media networks and its implementation into practice. For this purpose has been used a depth analysis of current state of researched problematics leading to finding gaps that could be eventually solved while using mentioned model. The Author takes advantage of knowledge obtained from literature research and also from self-created research, particularly the analysis of content type investigated social media networks and specific data obtained manually and automatically; Comparative analysis of job advertisements; periodic questionnaire survey amongst HR staff. A significant part of the research has also been an investigation of already existing frames of social media networks recruitment. A depth analysis of current state determines that there is existence only of few models dealing with social media networks recruiting. Furthermore, these models lack candidate evaluation based on the social media networks behavior. Artifact as a model that supports a recruitment of employees via social media networks contains a suggestion of an automatic solution dealing with user´s data downloading and also a suggestion of subsequent analytical data processing and the creation of a predictive model for assessing the user´s behavior on the social media networks. Final evaluation of the effectiveness of the proposed model is done through the formal verification process and the case study. The case study verification has the suggested artifact been implemented in practice with a name Model PM that is using a recruiting application (Práce na míru) for an extraction of Facebook´s data. For user´s behavior predictor setting has been used a character test (MBTI). With the help of the cluster analysis and machine learning (Decision trees) has been created Stochastic predictive model that determines a character type of particular candidate (The accuracy of the prediction of the MBTI personality category is in the range between 68 % to 84 % in individual cases with confidence value between 43 % and 81 %). The case study verified a usefulness of model that supports a recruitment of employees via social media networks, and afterward, the mode has been implemented into the practice.
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Recruitment in the organization
Chvalníková, Lucie ; Stříteský, Marek (advisor) ; Rieselová, Hana (referee)
Bachelor's thesis deals with the analysis of the recruitment process in the company Dräger Medical s.r.o. The aim of the thesis is to analyze the process of recruitment, selection and hiring of staff and to provide a proposal for measures to eliminate the identified shortcomings. The first part of the thesis contains a theoretical definition of the individual phases of the recruitment process, including the methods used in practice. In the practical part are described and analyzed the recruiting processes, which are used in the surveyed company. As a basis for the creation of the practical part were used two methods; analysis based on the interview with the HR manager and analysis of the internal documents. The essence is to evaluate individual processes based on established theoretical knowledge, to identify deficiencies and to create a proposal to eliminate them, which will help the company to more efficiency and prosperity.
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Experimental Investigation of Discrimination of Mothers in the Labor Market
Kočová, Alžběta ; Pertold-Gebicka, Barbara (advisor) ; Víšek, Jan Ámos (referee)
The aim of this thesis is to determine the degree of discrimination of mothers in the Czech labor market during employee selection. We conduct an Internet field experiment which allows us to study the effect of the different lengths of parental leave on the probability of being invited for a job interview. We test three years long parental leave, a typical length in the Czech environment, against two years long parental leave as the shortest usual length, using a mother long after parental leave as our third control group. We found a slight preference for the three years parental leave, but we cannot confirm the hypothesis of three years leave being significantly preferred to two years leave at conventional confidence levels. The most significant is the result where resume of high-quality was sent. The results about the role of social norms from a survey among hiring specialists indicate that from two opposing effects - losing knowledge and working experience the longer a mother is on parental leave, versus losing flexibility at work the younger her child is - none is of higher concern if comparing three years leave and two years leave. JEL Classification C81, C93, J71, J13, M51 Keywords discrimination, decision making, experimental economics, hiring, mothers, parental leave Author's e-mail...
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The evaluation of the process of recruitment, selection and hiring employees
Siřínková, Nela ; Dvořáková, Zuzana (advisor) ; Vávra, Radovan (referee)
The thesis is focused on the process of recruitment, selection and hiring employees in to the company. The main goal of the thesis is to analyse and evaluate the process of recruitment, selection and hiring employees in selected company and determine conclusions and recommendations which can improve the whole process. The thesis is devided into theoretical and practical part. The theoretical part includes the description of the theoretical bases and background of the topic. The practical part focuses on the selected company, the presentation of its structure, business field and the current processes. The aim is to analyse the process of recruitment, selection and hiring employees, evaluate this processes and suggest particular recommendations.
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