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This work explores the trends of selection and recruitment of workers in a chosen company. The bachelor work explores concepts and methods described in literature. Special attention is paid to a selection method of recruitment through internet websites such as LinkedIn, Facebook, and Twitter. This work is focused on the interviews, hire conditions and methods of recruitment. In the next step the work describes the company itself and deals with an analysis of the system of recruitment and selection of employees and research which uses questionnaire with employers and employees. This work also deals with a questionnaire survey from the perspective of the target group and its results are presented in the form of graphs and they are supplemented by verbal comments. According to the research, the employees are satisfied with the system selection and recruitment of workers. But they do not have enough employees and they need at the least one other employees. The final part includes proposed amendments to a recommendation in a selected area. The Bachelor work is focused on recruitment and personal selection in company Larx s. r. o.

The bachelor thesis deals with the description of the selection process for an academic at the university. In the theoretical part, the reader will familiarize with the personnel activities in the organization, including the recruitment of job seekers, pre-selection and selection of workers. This part of the thesis describes the methods of employee selection and the stage of the personnel selection process. The work also defines a college (university) and specifies an academic worker - a college worker. The research part of the thesis focuses on a detailed assessment of the selection process for university graduates. The research was carried out on a sample of public universities in the Czech Republic. Interviews were held with the staff responsible for the selection process at universities (Personnel Department staff). Further knowledge on this issue was gained through direct participation in the selection process for academic staff taking place at some universities. Part of the thesis is an analysis of documents related to the selection process, among which are the CVs of applicants for work, mentioning the applicant's current practice, together with copies of the documents on completed education, applications for tenders, a summary of the publication activity and the rules of the selection...

The bachelor thesis deals with human resources in the company, especially with personnel activities and recruitment. The aim is to describe the processes of recruiting and selecting of workers in the global organization and after that to propose provision for improvement. The theoretical part is about the characteristics of the concept of human resources management, mainly focused on the professional acquisition and selection of workers. The practical part deals with information about these process, which are compared with theoretical knowledge. At the end of the thesis are proposed provision for the selected company.

No siempre a la hora de ser seleccionados para ocupar un puesto de trabajo en una empresa, los candidatos/as son evaluados/as únicamente por sus competencias, habilidades y/o potencial, sino que entran a jugar un papel determinante una serie de aspectos personales del postulante al puesto de trabajo, que nada tienen que ver con su capacidad e idoneidad para desarrollar el puesto de trabajo vacante al que optan. Este tipo de características personales se hacen más o menos imprescindibles según sea la persona encargada de realizar la selección de personal, en este caso las preferencias, prejuicios y/o comportamiento discriminatorio de dicha persona, tendrá que ver en gran medida con la selección final del candidato/a que pasará a formar parte de la empresa. De ahí me surgen una serie de cuestiones, tales como, ¿quizás debería hacerse la selección de personal a ciegas después de haberse examinado los currículos y las competencias de cada candidato/a por escrito, para que así no llegue a pesar más la apariencia y otros aspectos personales, que simplemente las competencias y potencial del candidato/a?, ¿se valora más, lo que se es o lo que se sabe?, ¿se dejan escapar talentos debido a sus características personales?, ¿prevalece la apariencia a los conocimientos?, ante dos candidatos con idénticas competencias, mismo sexo, raza, condición sexual, estado civil, presencia, 100% igualdad., Not always when candidates are selected to fill a job in a company, the applicant are assessed only for their skills, abilities and / or potential, but enter to play a certain important role personal aspects of person, who has nothing to do with his ability and suitability to develop the vacant job you choose. This type of personal characteristics are more or less essential as the person in charge of recruitment, in this case the bias, prejudice and / or discriminatory behavior that person will have to do largely with the final selection of candidate which will become part of the company. From there I made a series of questions, such as, perhaps should be recruitment blindly following curriculum and skills of each candidate/writing to have been examined, so it does not come to outweigh the appearance and other personal, simply the kills and potential of the applicant/a?, is valued more, what is or what is known?, talents are exhausted due to their personal characteristics?, prevails appearance to knowledge?, with two candidates with identical powers, same sex, race, sexual orientation, marital status, presence, 100% equal characteristics and skills, which aspect makes you select one or the other?, Universidad de Granada. Departamento de Psicología Social. Grado en Relaciones Laborales y Recursos Humanos, 2014-2015

The subject of my bachelor's thesis is the acquisition and selection of workers and employees in an organization. The aim of the thesis is to analyze a selected organization and subsequently to identify its strengths and weaknesses. Thus the first part is strictly theoretical knowledge gained from recognized literature. The second part focuses on the chosen organization, its description, and current politics of acquisition of new employees. The final part of this paper is about my proposed suggestions, what changes could be made in order to improve the company's acquisition and selection process.