本科人力资源论文代写 research paper代写

Recruitment And Selection Of Key Talents

本科人力资源论文代写 The instruments used for this study need to be subjected to more statistical tests in order to come up with more robust and reliable data.

CHAPTER 1: INTRODUCTION

1.0 Background

Organisations are placing importance on the recruitment and selection of key talents. For Universities, recruiting good academic staff is very important in an increasingly competitive environment. Recruitment of academics in Universities is the main purpose of the Human Resources Department. The recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and the final selection. The purpose of this research is therefore to investigate and examine the recruitment process of academic staffs in the University of Northampton.

University of Northampton became a college in 1999 and gained full university rank as the University of Northampton in 2005. In 2005, the institution of higher education also received the authority to certify its own research degrees, which had previously been confirmed by the University of Leister (The University of Northampton, 2011). The University of Northampton’s HRM department is led by its manager and is accountable for delivering the human resources policy to support the university.

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第 1 章：介绍本科人力资源论文代写

1.0 背景

组织非常重视关键人才的招聘和选拔。对于大学而言，在竞争日益激烈的环境中，招聘优秀的学术人员非常重要。大学招聘学者是人力资源部的主要目的。招聘过程涉及从寻找候选人到安排和进行面试和最终选择的系统程序。因此，本研究的目的是调查和检查北安普顿大学学术人员的招聘过程。

北安普顿大学于 1999 年成为一所学院，并于 2005 年获得北安普顿大学的完整大学排名。 2005 年，该高等教育机构还获得了认证自己的研究学位的权力，此前莱丹大学已经确认了这一权力（北安普顿大学，2011 年）。北安普顿大学的人力资源管理部门由其经理领导，负责实施人力资源政策以支持大学。

1.1 Importance of the study

The proposed increase in University Tuition Fees in England by the Coalition Government has led to unprecedented student protests across the Country (BBC News, 2010). With the proposed fees, each university in England would be able to charge tuition fees up to £9000 per year starting from 2012. If the proposed fees are finally approved, the focus would shift to how Universities can relate to the increase in tuition fees to improvement in teaching and research quality. The quality of teaching and research obviously depends on how each University can attract high calibre of academic staff. Academic staff is reported to be higher education institution’s most important asset and most costly resources (Enders, 2001). But as Lam, (2009) explains, higher education institutions always compete with organisations outside the education sectors for academic staff recruitments. Attracting high calibre of academic staff would thus depend on the recruitment process used by Universities. 本科人力资源论文代写

A study carried out by Thewlis in 2003 for the Universities and Colleges Employees Association (UCEA) indicated that a high proportion of Institutions in United Kingdom are experiencing a worsening of recruitment and retention problem across academic staff.

A similar study for the National Institute of Economic and Social Research by Metcalf et al (2005) stated that there were greater difficulties when recruiting senior level of staff such as Readership and Chair rather than Junior Staff. The nature of the problem was from the quality of the applicants rather than the numbers. Are these studies applicable to recruitment of academics in the University of Northampton? This dissertation would thus examine the recruitment of academic staff in the University of Northampton.

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1.1 研究的重要性

联合政府提议提高英国大学学费的提议在全国引发了前所未有的学生抗议活动（BBC 新闻，2010 年）。根据提议的费用，从 2012 年开始，英格兰的每所大学每年可以收取高达 9000 英镑的学费。如果提议的费用最终获得批准，重点将转移到大学如何与学费的增加相关联提高教学和科研质量。教学和研究的质量显然取决于每所大学如何吸引高素质的学术人员。据报道，学术人员是高等教育机构最重要的资产和最昂贵的资源（Enders，2001）。但正如 Lam (2009) 解释的那样，高等教育机构总是与教育部门以外的组织竞争学术人员招聘。因此，吸引高素质的学术人员将取决于大学使用的招聘程序。

THEWLIS 于 2003 年为大学和学院雇员协会 (UCEA) 进行的一项研究表明，英国有很大一部分机构的招聘和留任问题正在恶化。

Metcalf 等人（2005 年）对国家经济和社会研究所进行的一项类似研究表明，在招聘高级工作人员（例如读者和主席）而不是初级工作人员时存在更大的困难。问题的本质在于申请人的质量而不是数量。这些研究是否适用于北安普顿大学的学术招聘？因此，本论文将研究北安普顿大学学术人员的招聘。

1.2 Research question and objectives

The primary purpose of this study is to investigate and evaluate the challenges faced by Universities when recruiting academic staff. This is in order to start putting a more robust recruitment process in place to withstand the competition that would start with recruitment of academic staff among the Universities in England when proposed increment in Tuition fees takes effect. 本科人力资源论文代写

Specifically, this study covers how the Universities’ Human Resources Department receives requisition for recruitment from any of the departments or faculties of the Universities. Further, the study examines the steps used in preparing job description and person specification, advertising, short-listing and indentifying the required number and types of candidates, arranging and conducting the interview for candidates, and the final selection of the successful candidates.

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1.2 研究问题和目标

本研究的主要目的是调查和评估大学在招聘学术人员时面临的挑战。这是为了开始实施更强大的招聘流程，以抵御在提议的学费上涨生效后，英格兰大学之间招聘学术人员开始的竞争。

具体而言，这项研究涵盖了大学人力资源部如何收到大学任何部门或学院的招聘申请。此外，该研究还审查了用于准备职位描述和人员规范、广告、入围和确定所需候选人数量和类型、安排和进行候选人面试以及最终选择成功候选人的步骤。

1.3 Research setting

The research setting for this study was the University of Northampton. It was selected by the researcher because it was in closest proximity to him. Also, the researcher had prior understanding of this setting that would make it easier to carry out the research. Hence, staff of the University of Northampton Human Resources Department including academic staff of the University was interviewed for this study.

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1.3 研究背景

这项研究的研究环境是北安普顿大学。研究人员选择了它，因为它离他最近。此外，研究人员事先了解了这种设置，这将使研究更容易进行。因此，本研究采访了北安普顿大学人力资源部的工作人员，包括大学的学术人员。

1.4 Organization of the study

This study is comprised of five chapters. The first chapter frames the area of interest and outlines the problem to be investigated. This section highlights the importance of this study and presents the research question and objectives. Finally, the selected methodology for this study is generally and briefly discussed. The second chapter deals with earlier literature that relates to the topic of this study which will assist in answering the research question. The literature review allows study information to be developed and in addition to significantly go over past literature which add to additional knowledge of the subject. Hence this study is put together from the research summarized in the literature review 本科人力资源论文代写

The third chapter discuses the methodology employed for this study. In particular, this section involves a case study research, using qualitative data collection method Denzin and Lincoln (2000). According to Yin, (2006) the main methods employed in qualitative research are observation, interviews and documentary analysis. This approach it provides an element to the dependability and strength of the study for the reader’s position. Furthermore, it gives adequate data. The fourth chapter presents the study findings derived from the primary and secondary data and in relation to the research question presented in the first chapter. The fifth chapter tries to find the answer research question in regards to the result derived from the primary and secondary data. This section will also highlight the limitations encountered in this study as well as ideas for the additional study to be accomplished in the future

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1.4 研究的组织

本研究由五章组成。第一章勾勒出感兴趣的领域并概述要研究的问题。本节强调了本研究的重要性，并提出了研究问题和目标。最后，对本研究所选的方法进行了概括和简要讨论。第二章涉及与本研究主题相关的早期文献，这将有助于回答研究问题。文献综述允许开发研究信息，并且除了显着地回顾过去的文献之外，还可以增加对该主题的额外知识。因此，这项研究是从文献综述中总结的研究中得出的

第三章讨论了本研究采用的方法论。特别是，本节涉及使用定性数据收集方法 Denzin 和 Lincoln (2000) 进行的案例研究。据尹，（2006）在定性研究中采用的主要方法是观察，访谈和文献分析。这种方法为读者的立场提供了研究的可靠性和强度的要素。此外，它提供了足够的数据。第四章介绍了从主要和次要数据中得出的研究结果，并与第一章中提出的研究问题相关。第五章试图从一手资料和二手资料中得出的结果寻找研究问题的答案。本节还将重点介绍本研究中遇到的局限性以及未来要完成的额外研究的想法

1.5 Conclusion 本科人力资源论文代写

As explained in this section, the study shall focus on challenges faced by the University when recruiting academic staff and shall use the University of Northampton of UK as the research site. The next chapter will present literature that has been reviewed for the purpose of this study.

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1.5 结论

如本节所述，该研究将侧重于大学在招聘学术人员时面临的挑战，并将使用英国北安普顿大学作为研究地点。下一章将介绍为本研究目的而审查的文献。

CHAPTER 2: LITERATURE REVIEW

2.0Introduction

The idea of this literature review is to build up understanding and awareness into earlier research .A review of literature will significantly give the foundation on which research is built (Saunders et al, 2007). It also allows additional improvement of research objectives, emphasize key themes in the selected topic and recognize gaps in the literature where research has not yet been undertaken. This section reviews literature on challenges faced by the University when recruiting academic staff. In particular, the Issues discussed in this section are recruitment concept, qualities of best academics, recruitment policies and procedures, recruitment processes and practises giving consideration to the factors that can hinder hiring of the best academics in universities. Finally, this section pinpoints the best practises that could be employed when hiring best academic.

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第 2 章：文献综述本科人力资源论文代写

2.0简介

这篇文献综述的想法是建立对早期研究的理解和认识。文献综述将显着奠定研究的基础（Saunders 等，2007）。它还允许进一步改进研究目标，强调所选主题的关键主题，并识别尚未进行研究的文献中的差距。本节回顾有关大学在招聘学术人员时面临的挑战的文献。特别是，本节讨论的问题是招聘概念、最佳学者的素质、招聘政策和程序、招聘流程和做法，并考虑了可能阻碍大学招聘最优秀学者的因素。最后，本节指出了在聘用最佳学者时可以采用的最佳实践。

2.1 Recruitment concept

According to Plumbley (1974) “people make companies. So, in a real sense, do those who carry out recruitment”. Employees are literally the most significant of any company’s assets. The success and even the endurance of an activity generally depend upon the standard of its employees. Thus, it is vital for organisations to invest in ways to protect or guard their assets by hiring sincere or truthful employees. In this regard, it is vital for organizations to give much emphasise to the recruitment and selection of new employees.

Recruitment and selection are immediate method and are incomplete without one another. Both are very important functions in personnel organization. 本科人力资源论文代写

Plumbley, (1974) notes that recruitment process progresses selection and can help in choosing a right individual for any job.

Recruitment is a very vital process of human resources management. It is a type of business competition. In every administration it is necessary to have the right job. Recruitment and selection is also a very significant tool that is used by a lot of companies and organisation. This helps or supports the administration in getting faster to accomplish their goal. This is the reason why when recruiting staff, severe attention need to be observed by the manager. Human requirement process is not only worried with appealing the necessary numbers of people it’s also worried with evaluating their value. It does not only have to do with pleasing an organisation current want, it is an action which influences the character of the organisation future (Plumbley, 1974).

Pilbeam and Corbridge (2006) define recruitment “as a process which aspire to draw properly skilled or trained candidates for a certain position or post from which it is likely and useful to choose and employ a component person”, while Selection “is a process which engages the candidate of proper techniques and way with the plan of selecting or appointing and inducting a skilled person”. Recruitment and selection are therefore element of the same method or development and can be measured separately, but they aren’t equally limited functions.

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2.1 招聘理念

根据 Plumbley (1974) 的说法，“人创造公司。所以，真正意义上的，做招聘的人”。员工实际上是任何公司资产中最重要的资产。一项活动的成功甚至持久性通常取决于其员工的标准。因此，组织必须通过雇用真诚或诚实的员工来投资保护或保护其资产的方式。在这方面，组织非常重视新员工的招聘和选拔，这一点至关重要。

招聘和选拔是直接的方法，没有彼此是不完整的。两者都是人事组织中非常重要的职能。

Plumbley, (1974) 指出，招聘过程会促进选择，并有助于为任何工作选择合适的人选。

招聘是人力资源管理中一个非常重要的过程。这是一种商业竞争。在每一届政府中，都必须有合适的工作。招聘和选拔也是许多公司和组织使用的非常重要的工具。这有助于或支持管理部门更快地实现其目标。这就是为什么在招聘员工时，经理需要非常注意的原因。人工需求过程不仅担心吸引必要数量的人，还担心评估他们的价值。它不仅与取悦组织当前的需要有关，而且是影响组织未来特征的行动（Plumbley，1974）。

Pilbeam 和 Corbridge (2006) 将招聘定义为“渴望为某个职位或职位吸引适当技能或训练有素的候选人的过程，从中选择和雇用组成人员是可能和有用的”，而“选择”是一个过程将适当技术和方式的候选人与选拔或任命和引进技术人员的计划联系在一起”。因此，招聘和选拔是同一方法或发展的要素，可以单独衡量，但它们的功能并不相同。

2.2 Qualities of best academics.

Academics are backbone of higher education and research throughout the world. Hence, a university with mediocre academics or scholars could be mediocre or worse whatever structure, budget or the soundness of reform such a university is using (Dilger, 2009). What therefore make best academics? Or how do we define best academics? The definition of best academics depends on the goals and academic standard of the University. The goals for determining the best academics as suggested by Dilger (2009) may be

a Nobel Prize winner or a potential winner or appointment of a former winner.
The number of publications in A-journals may also be used or number and frequency of research publications
Experience of teaching at undergraduate and postgraduate level
Evidence of successful external grant applications
Ability to liaise and collaborate with external agencies

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2.2 优秀学者的素质。本科人力资源论文代写

学者是全世界高等教育和研究的支柱。因此，无论采用何种结构、预算或改革的稳健性，一所拥有平庸学者或学者的大学可能是平庸或更糟的（Dilger，2009）。什么是最好的学者？或者我们如何定义最好的学者？最佳学者的定义取决于大学的目标和学术标准。 Dilger (2009) 建议的确定最佳学者的目标可能是

诺贝尔奖获得者或潜在获得者或任命前获得者。
也可以使用A期刊发表的数量或研究发表的数量和频率
本科和研究生阶段的教学经验
外部资助申请成功的证据
与外部机构联络和合作的能力

2.3 Recruitment policies and procedures

Before several administrations can start recruiting staffs, necessary rules needs to be followed. They need to keep away from quarrel or misinterpretation that might lead to unhappy employees. These are the following policies that need to be agreed on when recruiting staffs.

authorized procedure that will guarantee and make sure all staffs are treated honestly without unfairness
The trade union to which the organisations the staff s belong might include certain law on employment.
Employing individual with inadequate monetary capital- if the organisation has a restricted funds and this might probably have an effect on the employment system and the foundation they select. The cost needs to be considered first and foremost and have the main encouraging result in time of recruited staffs
How fast a job needs to be occupied
The organisation analysis on employees’ development: when there is a job vacancy at the company. Whether the organisation will advertise or promote from within the company. Are family members of staffs allowed to apply for the post or can they work in the organisation? What the perspective or opinion recruiting people with disabilities
Which sector or person is acknowledgeable for carrying out these plan and practice?
Factors influencing recruitment. Recruitment of employees does not happen in a space of its own nevertheless it is influenced by unusual factors in the surroundings

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2.3 招聘政策和程序本科人力资源论文代写

在几个主管部门开始招聘员工之前，需要遵循必要的规则。他们需要避免可能导致员工不满的争吵或误解。这些是招聘员工时需要商定的以下政策。

将保证和确保所有员工都得到诚实对待，没有不公平的授权程序
员工所在组织的工会可能包括某些关于就业的法律。
雇佣货币资本不足的个人——如果组织的资金有限，这可能会对雇佣制度和他们选择的基础产生影响。成本首先需要考虑，并在招聘人员时有主要的鼓舞人心的结果
工作需要多快被占用
员工发展的组织分析：当公司有职位空缺时。组织是否会在公司内部做广告或促销。员工家属是否可以申请该职位，或者他们可以在组织中工作吗？招聘残疾人观点或意见是什么
哪个部门或个人可以执行这些计划和实践？
影响招聘的因素。招聘员工不会在自己的空间内进行，但会受到周围环境中不寻常因素的影响

2.4 Recruitment processes

Elearn (2005) argues that recruitment in an organisation attempt or makes an effort to the individuals from whom it will eventually make its selections by choosing the person who is right for the job. Recruitment plan consist of attempts to achieve or accomplish improved pools of applicant and to advertise the business as an employee of choice or selection. Selection on the other hand has to do with choosing between or among job applicants. It is about how to create a fair and true evaluation of the strength or power and weakness or disadvantages of employees and how to recognize the applicant who is generally expected to perform very well in the job. It is very significant to know that external recruitment is simply one selection for working out supply loss in ones business. 本科人力资源论文代写

Over and Sherwood (1994) in a study of the recruitment of men and women as academics in Australian Universities explained that a formal administrative process is used for recruitment of academic staff. A Selection Committee determined the applicant for each academic job. The committee scrutinised the applicants’ qualifications, work history, publications and confidential reports from referees. Over and Sherwood added that the Selection Committee “are subject to limited accountability” as some of the member can even act as referee to some of the applicants, hence there is bias in the recruitment process. Sometimes, the job description may be tailored towards the person for whom the position is intended for or information about the job is given to some candidates. Additionally, the unsuccessful applicant may not be given opportunity to appeal when the final decision is made.

A research by Exum et al(1984) and Long et al(1979) stated that the recruitment of academics in American Universities is sometimes governed by affiliation and sponsorship and there is networking, restricted dissemination of information and informal decision making thereby creating bias and hence a patronage system(Caplow and McGee, 1965).

Recruitment process are steps the organisation needs to consider to make sure that the right people end up at the right organisation so that the total aim will be achieved. Recruitment must at all times engage evaluating the position or placed to be filled or occupied, the individual who’s, writing a job description and individual requirement and also studying or examining the organisation short, average and lasting aim or purpose. There are five basic steps in the recruitment process which are:

Preparation or training(this also contains looking at recruitment options)
Making a decision on an individual for the specific job
sourcing the worker (this can be done by meetings, internet , advertising)
covering parliamentary features
Making a decision on the method of application. (Alan, Robert and Bill,2005)

McGee (1958) says a university is an institution which uses efficient research to nearly everything under the sun. Fields (1997) outlined some recruitment processes which are advertising, short listing, references, presentations and interviews.

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2.4 招聘流程本科人力资源论文代写

Elearn (2005) 认为，组织中的招聘尝试或努力通过选择适合该工作的人来最终选择的个人。招聘计划包括尝试实现或完成改进的申请人池，并将企业宣传为选择或选择的员工。另一方面，选择与在求职者之间或求职者之间进行选择有关。它是关于如何对员工的强项或权力和弱点或劣势进行公平和真实的评估，以及如何认可通常期望在工作中表现出色的申请人。知道外部招聘只是解决企业供应损失的一种选择，这一点非常重要。

Over 和 Sherwood (1994) 在澳大利亚大学招聘男性和女性学者的研究中解释说，正式的行政程序用于招聘学术人员。遴选委员会确定了每项学术工作的申请人。委员会审查了申请人的资格、工作经历、出版物和裁判的机密报告。 Over 和 Sherwood 补充说，遴选委员会“承担有限的责任”，因为一些成员甚至可以充当一些申请人的裁判，因此在招聘过程中存在偏见。有时，职位描述可能会针对该职位所针对的人量身定制，或者向某些候选人提供有关该职位的信息。此外，在做出最终决定时，不成功的申请人可能没有机会提出上诉。

EXUM 等人（1984 年）和 Long 等人（1979 年）的一项研究表明，美国大学对学术人员的招聘有时受附属机构和赞助机构的约束，并且存在网络化和信息传播限制的影响。赞助系统（CAPLOW 和 MCGEE，1965 年）。

招聘流程是组织需要考虑的步骤，以确保合适的人最终进入合适的组织，从而实现总体目标。招聘必须始终参与评估职位或将被填补或被占用的个人，撰写职位描述和个人要求，并研究或检查组织的短期、平均和持久的目标或目的。招聘流程有五个基本步骤，分别是：

准备或培训（这也包含查看招聘选项）
对特定工作的个人做出决定
寻找工人（这可以通过会议、互联网、广告来完成）
涵盖议会功能
决定申请方法。（艾伦、罗伯特和比尔，2005 年）
McGee (1958) 说大学是一个机构，它对太阳底下的几乎所有事物进行有效的研究。
Fields (1997) 概述了一些招聘流程，包括广告、短名单、推荐信、演示和面试。

2.4.1 Advertising

Making use of organization for handling advertisements is now common. In a study of personnel officers 22 out of 23 who took part said they used an external agency. The smallest and least visible advertisements are normally those for oxford and Cambridge where the name itself deemed adequate to make awareness: the most affected and eye catching. Each institution must study how successful its presentation looks like to be, always having it in mind that the advertisement is part of the complete process in which the institution itself is usually less significant than the discipline for the reader.

This is why logos are very helpful reason being that they offer an almost subconscious understanding of the place and agree typographical stress on the area in question. With worry about increasing costs, a lot of universities must be thinking through on reducing cost of advertising. On the other hand it is worth remembering the opinion made by Ray (1980:104) “that the most expensive is that which falls”. De Witte (1989) has pointed out in whole terms that more advertisement is likely to be somewhat superior better or advanced intone, stressing what is required necessary of the applicant rather than giving some important information concerning the employer. He found out that a lot of applicant complained about the lack of objective and that they particularly wanted facts of functional conditions.

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2.4.1 广告

利用组织来处理广告现在很常见。在一项对人事官员的研究中，23 人中有 22 人表示他们使用了外部机构。最小和最不显眼的广告通常是牛津和剑桥的广告，它们的名字本身被认为足以引起人们的注意：最受影响和最引人注目。每个机构都必须研究它的展示看起来有多成功，始终牢记广告是整个过程的一部分，在这个过程中，机构本身通常不如对读者的学科重要。

这就是为什么徽标是非常有用的原因，因为它们提供了对地方的几乎潜意识的理解，并同意对相关区域的印刷压力。由于担心成本增加，许多大学必须考虑降低广告成本。另一方面，值得记住 Ray (1980:104) 的观点“最贵的是跌倒的”。 De Witte (1989) 已经从整体上指出，更多的广告可能会更好地或先进的语气，强调申请人的必要要求，而不是提供有关雇主的一些重要信息。他发现很多申请人抱怨缺乏客观性，他们特别想要功能条件的事实。

2.4.2 Short listing

Evans (1994) argues that in his survey he had come by just one example of a appropriate job and person requirement and this had been in a new university. Actually, such structures happened at Aberdeen then and one wonders if other have them as well but he(Evans) also believed were unwilling to reveal information’s. Whatsoever the real condition was, there is a need to think through more efficient and consistence procedure of the paperwork in question, and so as to stay away from the idea that is just a usual part of official procedure. 本科人力资源论文代写

Evans (1994) research emphasizes the advantage of using a person requirement time after time, recording result as each applicant is discussed rather than after the occasion. This not just makes the final choice easier but then again saves a suitable deal of time, determination and cost at interview point. Providing the practise of asking shortlisted applicant to present their work to their potential co-worker took so long to come into view in this country, it is outstanding how fast the presentation has developed. One of 23 replies from the personnel offices, 18 said presentations were used regularly two also said progressively and the remaining occasionally and it varies. There are still a few motivating concerning the method in which opinions of the applicant’s presentation comes to be part of the selection procedure.

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2.4.2 短名单

Evans (1994) 争辩说，在他的调查中，他只是从一个合适的工作和人员要求的例子中得出的，而且这是在一所新大学。事实上，这样的结构当时发生在阿伯丁，有人想知道其他人是否也有这样的结构，但他（埃文斯）也认为不愿意透露信息。无论实际情况如何，都需要考虑有关文书工作的更有效和一致的程序，从而远离只是官方程序通常部分的想法。

Evans (1994) 的研究强调了一次又一次地使用一个人的要求的优点，在讨论每个申请人而不是在场合之后记录结果。这不仅使最终选择更容易，而且在面试时再次节省了适当的时间、决心和成本。在这个国家，要求入围的申请人向潜在同事展示他们的作品的做法花了很长时间才出现，因此演示文稿的发展速度非常快。来自人事办公室的 23 份回复中，有 18 份表示经常使用演示文稿，2 份也说是渐进式的，其余的则是偶尔使用，而且情况各不相同。关于将申请人陈述的意见纳入遴选程序的方法，仍有一些激励因素。

2.4.3 Interview

Five higher educations’ noted that the ‘outcome’ or ‘reports’ are fed in after the interview and a few really indicate later the conclusion has been taken. It is uncertain what the aim or intention may be. It appears more reasonable to let this data to come around in the discussion in the next interview but as part of the policy-making. In Aberdeen test instance, it was conspicuous with the aim of one applicant who was nearly cut off in the course of the last interview discussion (dull, irritating and emotionless) was said to have created an outstanding presentation.

From the moment the two external applicants who gave the most excellent interview had not given good quality presentation with neither suggested by representatives of the department. Possibly the greatest significant opinion to come out in this part on the other hand was the absence of understanding that selection is a collaborative process. At the same time as it is understandable that the department will be forcefully concerned in this specific or actual method, the decentralization of organizational issue is not required an excellent thing

2.4.4 References

References unavoidably have to do with a big part of clarification. In what Eustace (1988:78) describes the dual envelope solitude to the development, the referee’s terms are not seen by the applicant and the handling of the reference is moreover completely confident. The one question in the survey of 24 heads of department created 100% arrangement bothered the matter of whether references ought to be taken up previously or afterwards the interview. 本科人力资源论文代写

The irresistible favourite for the last lies in which the discovery of previous research appropriately to which previous universities take up references after selecting their applicant while the recent universities usually request for references after appointment by this mean using them as a confirming method rather than trying to see them as a forecaster or judge. One good idea to point out from the references considered as section of this review has to do with the level to which referees state themselves incapable to give an outlook about on the order of all part of activity. More than a few reefers worried that as the applicant’s doctoral manager, they possibly will not really mention on education or organizational skills. There was no assurance or promise so as to still by using three referees all characteristics would then be enclosed.

Selection interviewing is an extremely advanced ability which has not been treated well and has also been taken for granted.

The selection method begins not at the short listing point but the framing of the personal ad and from that stage on selection ought to be seen as a shared process.

After all the police and procedures have been lay down, the organisation can whichever use an internal resources and means to fill positions by drawing individuals from within the organisation or they can also use external sources to also draw individuals from outside the organisation to occupy the job. It is very significant to be able to distinguish between recruitment method and source. The recruitment source is the area where the administration will pay attention in finding an employee whereas the recruitment method is how the administration will attract the staffs (kleynhans 2007).

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2.4.3 面试本科人力资源论文代写

五所高等教育机构指出，“结果”或“报告”是在面试后提供的，有一些确实表明后来得出了结论。不确定目标或意图是什么。让这些数据在下一次采访的讨论中出现似乎更合理，但作为政策制定的一部分。在 Aberdeen 的测试实例中，一个引人注目的目标是在最后一次面试讨论过程中几乎被打断（枯燥、烦躁和无情）的申请人创造了一个出色的演讲。

从那一刻起，面试表现最出色的两名外部申请者的演讲质量并不高，也没有得到部门代表的建议。另一方面，这部分最重要的观点可能是没有理解选择是一个协作过程。尽管部门会在这种具体的或实际的方法中强行关注是可以理解的，但组织问题的下放并不是一件好事

24.4 参考文献

参考文献不可避免地与澄清的很大一部分有关。在 Eustace (1988:78) 描述的双重信封孤独中，申请人看不到裁判的条款，而且对参考的处理完全有信心。 24位部门负责人调查中的一个问题100%安排，困扰着是在面试前还是面试后进行推荐。

最后一个不可抗拒的最爱在于，以前的大学在选择申请人后适当地发现先前的研究，而最近的大学通常在任命后要求参考，这种方式是将它们作为确认方法而不是试图查看他们作为预报员或法官。从作为本审查部分考虑的参考文献中指出的一个好主意与裁判声称自己无法对所有活动部分的顺序给出看法的水平有关。不少冷藏人员担心，作为申请人的博士经理，他们可能不会真正提及教育或组织能力。没有保证或承诺仍然使用三名裁判员将所有特征都包含在内。

选拔面试是一种非常先进的能力，它没有得到很好的对待，也被认为是理所当然的。

选择方法不是从短名单点开始，而是从个人广告的框架开始，从那个阶段开始，选择应该被视为一个共享过程。

在制定了所有政策和程序后，组织可以使用内部资源和手段通过从组织内部抽取人员来填补职位，或者他们也可以使用外部资源也从组织外部抽取人员来担任该职位.能够区分招聘方式和来源是非常重要的。招聘来源是行政部门在寻找员工时会关注的领域，而招聘方法是行政部门如何吸引员工（kleynhans 2007）。

2.5 Recruitment practises

Recruitment and selection judgments greatly have an effect on the university capability to meet its business development needs and policy aim. It is essential to put in time and power into recruiting high standard employees. There are two processes that are performed. Not only are appointment group member measuring the most excellent person for the position but candidates are also deciding either the university is an organisation they desire to work in. The prices of a bad selection choice are considerable and frequently enlarge over many years (The University of Waikato HRM Division, 2000)

Edwards (2006) states that individual universities have become more aware of defining their niches and contributions to the outside world and (particularly to management) and that they understand that they are competing alongside other universities both nationally and globally. He also mentioned that when a university does this, it acknowledges that it is more than just a group of individual academic employees, each of whom follows each of their own academic leaning. He concluded that University independence now means not just that it’s a solution to guard academic freedom from outside demands, but rather than the performance of individuals academic is expected to add to the accomplishments of the purpose which the university as institution has decided on.

Gilliot, Overlaet and Verdin (2010) stated that Universities are societies of people who research and also teach.

They also indicated that Universities endurance, achievement or accomplishment varies on the ability to draw, increase, expand and keep very skilled staffs. They added that until 10 years ago an academic job would automatically offer employee with reputation and would also give them the chance to work in an extremely motivating or interesting environment. 本科人力资源论文代写

As an example of professional system of government, Mintzberg (1983) suggest that the selection process would engage several tests over at comprehensive period of time. However, times are changing, a failing demography joint with an explosive growth in the study and data or understanding business has ended the land of plenty. Attracting and keeping extremely qualified or skilled academic staffs has become an essential issue in human resources management. Universities now experience a lot of problems in filling vacancies for PHD place as well as university staffs (Machin and Oswald, 2000, Verhoeven, 2000). These days, universities are far from the only employers challenging for extremely qualified employees.

Universities frequently depend on traditional means such as self initiated job-applications and word of mouth employment (e.g. from its own student).

E-recruitment can help to decrease the price of recruitment, offer an advantageous chance to better communicate unique establishment capabilities and simplify the selection process through modified online application. Potential candidates must be able to quickly access the website of the universities and the present jobs thus allowing them to answer instantly by applying for the academic positions online. Next to publishing the present vacancies on the website of the university, universities can also consider building a common career site like academic transfer (Cober, 2000).

Some old Universities already made their name, greatness and fame due to the present of top scholars or old Nobel laureates. Some of these universities would continue to attract best academics. This is why higher ranked universities keep their high rank academics while lower ranked ones find it so difficult to attract the best academics and brilliants students prefer to go to universities with the highest reputation (Korobkin, 1998, Dilger, 2009)

The two key concerns in recruitment and selection in the universities or other organisation are the description of staff’s performance and the selection methods. How these problems are determined on mostly resolve the characteristics of the inputs (attracted applicant and outputs (certain applicant). Having the knowledge of nature of performance necessary for the post to be filled is essential to designing a recruitment and selection way which accomplishes best result for the organisation. Performance needs to be clear to take into explanation the characteristics of the work circumstances and not just the job Guion (1976).

Such situational point organisational consists of organisational objectives, objective approval with others and organisational nationality (Smith et al, 1998, Schneider and Schmitt, 1999,).

Not only do selection methods vary in how they observe performance they vary also in what view point of performance the determine e.g. the one on one interview meeting that is representative in generally recruitment procedures in the tertiary area provides slight information about interpersonal variables. Nevertheless, the evaluation centre procedure which assess peoples group, more efficiently taps into the social skills job candidate (Guion 1991). 本科人力资源论文代写

Most selection choice engages some amount of judgement. Judgement is prone to relating thought errors and unfairness. Improving judgement in recruiting and selection involves adjustment of both decision makers and the system (Hartel and Hartel,1997). There are obvious instructions for creating best practise in the selection and recruitment of staffs.

The question that should be developed should yield knowledge about performance design useful in verifying or disproving theses theory.

Another system is to rate on critical measurement the information acquired about previous work history. Management on the appropriate criteria for any judgement can be provided to evaluators during the use of greatly controlled bad rating scales (Hartel 2003). In meeting, perceptual and judgement mistakes can be controlled by using a situational interviewing request which engages a thorough occupation study the development of standard behaviours , the use of situational subjects, behavioural rating scales with scoring keys and training the interviewer (Arnold et al 1995).

To draw and keep hold of skilled, trained and motivated staffs, it is important to provide a work atmosphere that supports and stimulates communication between administrators and employees (Kirkland, 2000). A review undertaken by Coakes and Sugden, (1999) about information management within British universities found that universities do not have the essential culture of teamwork and hope which needed for sharing of knowledge. The university staffs needs to be motivated to share information and discover from each other (Coakes and Sugden, 2000).

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2.5 招聘实践本科人力资源论文代写

招生选拔的判断对大学满足其业务发展需要和政策目标的能力有很大影响。必须投入时间和精力招聘高标准的员工。有两个过程被执行。不仅任命小组成员衡量该职位最优秀的人，而且候选人还决定大学是否是他们希望工作的组织。糟糕的选择选择的代价是可观的，并且经常在多年内扩大（大学怀卡托人力资源部，2000）

Edwards (2006) 指出，个别大学已经更加意识到定义自己的利基和对外部世界和（特别是对管理）的贡献，并且他们明白他们正在与国内和全球的其他大学竞争。他还提到，当一所大学这样做时，它承认它不仅仅是一群个人学术雇员，每个人都遵循自己的学术倾向。他的结论是，大学独立现在不仅意味着它是保护学术自由免受外部需求影响的解决方案，而是期望个人学术表现增加大学作为机构所决定的目标的成就。

GILLIOT、OVERLAET 和 VERDIN (2010) 指出，大学是研究人员和教学人员的社会。

他们还指出，大学的耐力、成就或成就因吸引、增加、扩大和留住非常熟练的员工的能力而异。他们补充说，直到 10 年前，一份学术工作会自动为员工提供声誉，并且还会让他们有机会在非常有动力或有趣的环境中工作。

作为政府专业系统的一个例子，明茨伯格 (1983) 建议选择过程将在综合时间段内进行多次测试。然而，时代在变，失败的人口统计学结合研究和数据或理解业务的爆炸性增长已经结束了富饶的土地。吸引和留住非常合格或熟练的学术人员已成为人力资源管理中的一个基本问题。大学现在在填补博士生和大学教职工的空缺方面遇到了很多问题（Machin and Oswald, 2000, Verhoeven, 2000）。如今，大学远非唯一对非常合格的员工提出挑战的雇主。

大学通常依赖传统方式，例如自发的求职申请和口碑就业（例如来自自己的学生）。

电子招聘可以帮助降低招聘价格，提供一个有利的机会来更好地传达独特的建立能力，并通过修改后的在线应用程序简化选择过程。潜在的候选人必须能够快速访问大学的网站和当前的职位，从而使他们能够通过在线申请学术职位立即回答。除了在大学网站上公布目前的职位空缺，大学还可以考虑建立一个通用的职业网站，如学术转移（Cober，2000）。

一些老牌大学因为有顶尖学者或老诺贝尔奖获得者在场而声名鹊起。其中一些大学将继续吸引最优秀的学者。这就是为什么排名较高的大学保持其排名靠前的学者，而排名较低的大学发现很难吸引最好的学者，而才华横溢的学生更愿意进入声誉最高的大学（Korobkin，1998 年，Dilger，2009 年）

在大学或其他组织中招聘和选拔的两个关键问题是对员工绩效的描述和选拔方法。如何确定这些问题主要取决于输入（吸引的申请人和输出（特定申请人）的特征）。了解填补职位所需的绩效性质对于设计实现最佳结果的招聘和选拔方式至关重要对于组织而言，绩效需要明确以解释工作环境的特征，而不仅仅是工作 Guion (1976)。

此类情境点组织包括组织目标、与他人的目标批准和组织国籍（史密斯等人，1998 年，施耐德和施密特，1999 年）。

选择方法不仅在观察性能的方式上有所不同，而且在确定性能的观点上也有所不同，例如在高等教育领域的一般招聘程序中具有代表性的一对一面试会议提供了关于人际变量的少量信息。尽管如此，评估人群的评估中心程序更有效地挖掘了社会技能求职者（Guion 1991）。

大多数选择涉及一定程度的判断。判断容易将思想错误和不公平联系起来。提高招聘和选拔的判断力包括调整决策者和系统（Hartel 和 Hartel，1997）。在选择和招聘员工时，有明显的说明可以创建最佳实践。

应该开发的问题应该产生对验证或反驳这些理论有用的性能设计知识。

另一个系统是对获得的有关以前工作历史的信息进行关键测量的评级。在使用严格控制的不良评级量表期间，可以向评估者提供有关任何判断的适当标准的管理（Hartel 2003）。在会议中，可以通过使用情景访谈请求来控制感知和判断错误，该请求涉及对标准行为的发展进行彻底的职业研究、情景主题的使用、带有评分键的行为评分量表和培训面试官（Arnold 等，1995 年） .

为了吸引和留住技术娴熟、训练有素且积极进取的员工，重要的是提供一种支持和促进管理人员与员工之间交流的工作氛围（Kirkland，2000）。 Coakes 和 Sugden (1999) 对英国大学内的信息管理进行了审查，发现大学没有必要的团队合作和希望共享知识的基本文化。需要激励大学工作人员共享信息并相互发现（Coakes 和 Sugden，2000）。

2.6 Best Practice when hiring best academics

The following are best practice for hiring best academics as highlighted by American Physical Society (2011) and University of Lethbridge’s Human Resources Department, 2007)

Transparency may be achieved during the hiring process if the Selection Committee Members or the members of interview panels are outsiders such as professionals, managers, politicians or academics from other institutions or academics from universities who have higher academic standings that the candidates. These set of people are better placed to make impartial decisions. It is however important that those chosen do not have their own hiding agenda
It is important to widen the search strategies to really get all the available scholars or academics. This should be done by asking all the prospective candidate to apply instead considering applications from those that applied
Requiring the candidates to submit a package of pertinent information at the time of the application can be helpful to the Selection Committee during short listing. It is important to decide the information that the applicant should provide as part of the package or in their cover letter.
The advertisement to invite applicants must describe the position as well as the application process with clarity. A good advert will use inclusive and unbiased language; offer a clear description of responsibilities and expectations; state all the essential qualifications sought together with other key evaluation criteria; offer information on the organization or assets that would serve a diverse group of applicants and attract them; and contain information for applicants.
Due to the differences in communication and presentation style, utilizing a variety of evaluation formats may facilitate a more detailed and accurate appraisal of an individual’s qualifications.

Each of the methods employed should offer information and evidence on how well the applicants meet the position criteria. It is important to have a checklist for all methods so that each candidate’s qualifications can be compared and the assessment remains focused on the criteria being tested. 本科人力资源论文代写

During application review it is important to recognize where barriers occur and avoid being judgmental, looking for like-minded or like-appearing candidates, thinking too narrowly, making assumptions about possible behaviour of the candidates without evidence, and resorting to initial impressions, whether negative or positive. It is also important to be cognisant of issues related to cross-cultural communication, such as differences in speech and accent patterns that may lead to direct or indirect discrimination. When assessing letters of references, it is worthwhile to beware of stereotypical thinking and how men and women may use words/phrases differently, or how the words may be applied to them.
Interview questions should be structured in such a way to provide the same kind of information on all the candidates. They should also be less susceptible to the personal biases of the interviewer(s). The aim of the questions should be to understand the degree to which the candidates meet the criteria that are required for successful performance in the position applied for.

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2.6 聘用最佳学者的最佳实践

以下是美国物理学会 (2011) 和莱斯布里奇大学人力资源部 (2007) 强调的招聘最佳学者的最佳做法)

如果遴选委员会成员或面试小组成员是局外人，如专业人士、经理、政治家或其他机构的学者或大学的学者，他们的学术地位高于候选人，则招聘过程可能会实现透明度。这些人更适合做出公正的决定。然而重要的是那些被选中的人没有自己的隐藏议程
扩大搜索策略以真正获得所有可用的学者或学者非常重要。这应该通过要求所有潜在候选人申请而不是考虑申请者的申请来完成
要求候选人在申请时提交一揽子相关信息可能有助于遴选委员会在入围期间。决定申请人应在包裹或求职信中提供的信息非常重要。
邀请申请人的广告必须清楚地描述职位和申请流程。一个好的广告会使用包容和公正的语言；提供对职责和期望的清晰描述；说明所有寻求的基本资格以及其他关键评估标准；提供有关组织或资产的信息，可以为不同的申请人群体提供服务并吸引他们；并包含申请人的信息。
由于传播方式和表达方式的差异，利用多种评价形式可能有助于更详细、准确地评价一个人的资质。

所采用的每种方法都应提供有关申请人如何满足职位标准的信息和证据。对所有方法都有一个检查表很重要，这样可以比较每个候选人的资格，并且评估仍然集中在被测试的标准上。

在申请审查期间，重要的是要认识到障碍在哪里出现并避免判断、寻找志同道合或外表相似的候选人、思维过于狭隘、在没有证据的情况下对候选人的可能行为做出假设，以及诉诸初步印象，无论是负面的或积极。认识到与跨文化交流相关的问题也很重要，例如可能导致直接或间接歧视的语音和口音模式的差异。在评估推荐信时，有必要提防陈规定型思维，以及男性和女性如何以不同的方式使用单词/短语，或者如何将这些单词应用于他们。
面试问题的结构应该能够为所有候选人提供相同的信息。他们也应该不太容易受到采访者的个人偏见的影响。这些问题的目的应该是了解候选人在多大程度上符合成功完成所申请职位所需的标准。

2.7 Factors that can hinder hiring of best academics in universities

Dilger (2009) indicated that it is sometimes impossible for every University to hire the best available academics because of some factors but it is important for Universities to strive to hire the best. Such factors are

The number of academics available is limited
The salary, working conditions and demand for academics is sometimes too high because competition
The total budget for University is fixed. 本科人力资源论文代写
Some of the established academics the University are already the best in their field and in the University. Such academics may want to continue to be the best in the University and can thus block the recruitment of better candidate than themselves
Some academics have already established their own “philosophy”. These academics want to propagate such “thoughts” and “philosophy” and may prefer academics that can share that thoughts and may block the hiring of academics of opposing views or may prefer their own research students who share their thoughts
Sometimes a candidate may have some money to bring to University through grant or have the ability to attract future grant. Such candidates may be considered because of the money being brought instead of on their academic performance and achievement(Dilger, 2005)

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2.7 阻碍大学聘用优秀学者的因素本科人力资源论文代写

Dilger (2009) 指出，由于某些因素，有时每所大学都不可能聘请最好的学者，但大学努力聘请最好的学者很重要。这些因素是

可用的学者数量有限
工资、工作条件和对学者的要求有时太高，因为竞争
大学的总预算是固定的。
该大学的一些知名学者已经是各自领域和大学中的佼佼者。这些学者可能希望继续成为大学中的佼佼者，因此可以阻止招聘比他们更好的候选人
一些学者已经建立了自己的“哲学”。这些学者想要传播这样的“思想”和“哲学”，并且可能更喜欢可以分享这些想法的学者，并且可能会阻止聘用持相反观点的学者，或者可能更喜欢他们自己的研究生分享他们的想法
有时，候选人可能有一些钱可以通过补助金带到大学，或者有能力吸引未来的补助金。这样的候选人可能会被考虑，因为他们带来的钱而不是他们的学业成绩和成就（Dilger，2005）

2.8 Summary

The objective of the literature review was to provide a foundation for research based on the previous periodic and other literature and gain better understanding of the challenges and issues in the recruitment processes for academic staff as well as qualities and criterion, determining good academics.

First the researcher looked at the recruitment concepts that allowed emphasising the concept of people as one of the most important assets of the company. Given that the role of the recruitment is absolutely crucial for the organization in all area of activities. Both, Plumley (1974) and Pilbeam and Corbridge (2006) give a lot of attention to the selection of right candidates especially on managerial positions in the organizations, where the contribution of individual can change the direction and performance of the company. 本科人力资源论文代写

The following section was dedicated to the analysis of the qualities that underline the concept of good academics. The researcher focused on the concept, suggested by Dilger (2009) and five major goals that each academic should pursue. These conclusions and guidance to the characteristics allowed the researcher to look in more details at the recruitment policies and procedures for the academic staff.

The result of this research comes to the fact that in order to succeed in both, recruitment and selection processes it is critical that organization clearly understands the regulations and authorized procedures, reward scheme and remuneration and other components of the selection process.

The aim is always to find right candidate for right position (Elearn, 2005). It is important to highlight that analysis of several processes, such as American Universities and Australian School provide evidence in favour of the core roles, played by the Committees, networking, advertisement and further selection criteria in recruitment process. 本科人力资源论文代写

One of the major findings is growing recognition by the academic institutions their objectives and niche roles on the market that allows these organizations to define more specifically and more carefully organize the selection and recruitment process. As a result of the understanding and more commercial approach to the recruitment of academics, Universities are becoming more competitive and provide higher educational standards through performance of each individual. The researcher have looked at two major concerned in recruitment of academic staff; selection methods are very much driven by the input requirements, while performance measurement is determined by the characteristics and scope of academic work. In spite of the tough practices developed in the academic selection, most of the situations still involve judgement that can be reduced only through adaptation of the system and change in decision-makers’ mindset.

So what are the best practices to hire the best people?

The conclusion that was made in this regards was best summarised by the American Physical Society (2011) that defined four core elements, such as transparency, widening of selection strategies, pertinent information from the candidate and robust advertisement practices. The above should be supported by accurate appraisal, well-structured interview questions and candidate review techniques.

There are a number of factors that can hinder the best practices, such as limited academic market, budget constraints and remuneration. These factors should be considered by the Universities in order to ensure best practices are in place to attract best academics for the positions that they are seeking to fill.

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2.8 总结本科人力资源论文代写

文献综述的目的是为基于以前的定期和其他文献的研究奠定基础，并更好地了解学术人员招聘过程中的挑战和问题以及素质和标准，以确定优秀的学者。

首先，研究人员研究了招聘概念，这些概念允许强调人员是公司最重要的资产之一。鉴于招聘的作用对于组织的所有活动领域都至关重要。 Plumley (1974) 和 Pilbeam 和 Corbridge (2006) 都非常重视选择合适的候选人，尤其是在组织中的管理职位上，个人的贡献可以改变公司的方向和绩效。

以下部分专门分析强调优秀学者概念的品质。研究人员专注于 Dilger (2009) 提出的概念和每位学者应该追求的五个主要目标。这些结论和对特征的指导使研究人员能够更详细地了解学术人员的招聘政策和程序。

本次调研的结果是，要想在招聘和选拔过程中取得成功，关键是组织清楚地了解了有关规定和授权程序、奖励计划和其他报酬。

目标始终是为合适的职位找到合适的候选人（Elearn，2005）。重要的是要强调对美国大学和澳大利亚学校等几个过程的分析提供了支持委员会在招聘过程中发挥的核心作用、网络、广告和进一步选择标准的证据。

主要发现之一是学术机构越来越认识到他们的目标和市场上的利基角色，这使得这些组织能够更具体、更仔细地组织选拔和招聘过程。由于对学者招聘的理解和更加商业化的方法，大学变得更具竞争力，并通过每个人的表现提供更高的教育标准。研究人员研究了学术人员招聘中涉及的两个专业；选择方法在很大程度上取决于输入要求，而绩效衡量则取决于学术工作的特点和范围。尽管在学术选拔中采取了严厉的做法，但大多数情况仍然涉及判断，只有通过系统适应和决策者思维方式的改变才能减少判断。

那么雇佣最优秀人才的最佳实践是什么？

在这方面得出的结论最好由美国物理学会 (2011) 进行总结，该协会定义了四个核心要素，例如透明度、扩大选择策略、来自候选人的相关信息和稳健的广告实践。上述内容应得到准确的评估、结构良好的面试问题和候选人审查技术的支持。

有许多因素会阻碍最佳实践，例如有限的学术市场、预算限制和薪酬。大学应考虑这些因素，以确保采取最佳实践来吸引最优秀的学者担任他们寻求填补的职位。

CHAPTER 3: Research Methodology

3.1 Introduction

The methodology section is a significant part that firstly joins the hypothesis and system together (Miller, 1983). Methodology “is a form of knowledge that makes it possible for researchers to give details and describe methods demonstrating their boundaries accomplishment and resources, recognizing their assumption and importance and describing their abilities to reach development” (Miller, 1983). In addition it supports the kinds of questions that can be addressed and the description of the facts that is created (Clark et al., 1984). 本科人力资源论文代写

According to Hussey and Hussey(1997), methodology refers to the general approach to the research procedure, from the academic underpinning to the compilation and investigation of the information whereas methods simply refers to the different means by which data can be composed and or analysed .

This section will provide the methodology opted by the researcher for the purpose of this study. As it shall be seen, the methodology used in this study is influenced by the purpose of the study. As disclosed in this chapter, the researcher sought views of the respondents regarding the perceived challenges and opportunities of recruitment of academic staff. In addition, the researcher collected relevant and diverse views of different scholars that have conducted intensive studies related to the subject matter. All this was intended to achieve the main aim of this study which is to increase understanding of the recruitment processes involved the challenges and opportunities.

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第 3 章：研究方法本科人力资源论文代写

3.1 介绍

方法论部分是首先将假设和系统连接在一起的重要部分（Miller，1983）。方法论“是一种知识形式，使研究人员能够提供详细信息和描述方法，展示他们的界限成就和资源，认识到他们的假设和重要性，并描述他们实现发展的能力”（米勒，1983 年）。此外，它还支持可以解决的各种问题以及对所创建的事实的描述（克拉克等，1984）。

根据 Hussey 和 Hussey（1997）的说法，方法论是指研究程序的一般方法，从学术基础到信息的汇编和调查，而方法只是指可以组成和/或分析数据的不同方式。

本节将提供研究人员为本研究目的选择的方法。可以看出，本研究中使用的方法受研究目的的影响。正如本章所披露的，研究人员就招聘学术人员的挑战和机遇征求了受访者的意见。此外，研究人员还收集了对主题进行深入研究的不同学者的相关和多样化的观点。所有这些都是为了实现本研究的主要目标，即增加对涉及挑战和机遇的招聘过程的了解。

3.2 Nature of study

For the purpose of this study, the researcher will adopt exploratory research design. According to Saunders, Lewis and Thornhill (1997), the justification of a research can be classified as examining, expressive and explanatory. Exploratory research is an important mean of discovering out what is happening, looking for new insight, asking questions, and accessing an observable fact in a new way. It is moreover very useful constructive when one wants to explain an understanding of a given difficulty. 本科人力资源论文代写

Reynolds(1971) explains that the plan of an exploratory research is to build up suggestive evocative facts and the research should be adaptable and also give supervision for the procedures used throughout the next period. An explanatory study is suitable when a difficulty is difficult to limit and when the researcher has small information about the area in the felid of the study. Exploratory research begins with a broad research and restricted down as the study build ups.

There are other research designs considered such as descriptive research describes an exact experience or condition. It is an extra time of a piece of investigative research that is being used when there is small research on a subject, except with previously present ideas and materials about the problem area. Descriptive research might be straight linking to exploratory research, given that researchers may perhaps have started off by wanting to acquire understanding to a difficulty plus when having specified it their research turns out to be descriptive . 本科人力资源论文代写

The descriptive research joins together as much data as possible round the use of dissimilar sources although to answer the what, when, who and how query (Saunders, Lewis and Thornhill 1997).

According to Gay (1976) descriptive method is linking collection of information in order to test theory or to answer questions relating to the recent position of the subject of the study. Explanatory research examines reasons and influences and its intention is to justify. Reynolds (1971) says that explanatory research is dedicated on evolving clear theory that can be used to describe the observed simplification that developed from the descriptive research. It also has to notify or enlighten the reader concerning what the justification is going to be used for and to whomever it is designed for.

Although the methods described above could be used, the researcher considers that the use of exploratory design will help gain a new insight into the study. Considering the present economic situation in the UK and especially with the subsidies to the universities being taken away by the government, the universities must find a way of survival. It is important that the universities recruit the best academic staff that will project their academic excellence , attract more students , increase research and competitiveness of the university. Using this research design will therefore help to gain insights into such challenges and opportunities of recruitment of academic staff in the university.

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3.2 研究性质本科人力资源论文代写

出于本研究的目的，研究人员将采用探索性研究设计。根据 Saunders、Lewis 和 Thornhill (1997)，研究的正当性可分为检查性、表达性和解释性。探索性研究是发现正在发生的事情、寻找新见解、提出问题和以新方式获取可观察事实的重要手段。此外，当一个人想要解释对给定困难的理解时，它是非常有用的建设性的。

Reynolds（1971）解释说，探索性研究的计划是建立具有启发性的令人回味的事实，研究应该具有适应性，并对整个下一个时期使用的程序进行监督。当困难难以限制并且研究人员对研究的猫科动物区域的信息很少时，解释性研究是合适的。探索性研究从广泛的研究开始，随着研究的发展而限制。

还考虑了其他研究设计，例如描述性研究描述了确切的经历或条件。这是一项调查研究的额外时间，当对某个主题进行小型研究时，除了先前提出的关于该问题领域的想法和材料。描述性研究可能与探索性研究直接相关，因为研究人员可能一开始就想了解一个困难，加上当指定它时，他们的研究结果是描述性的。

描述性研究将尽可能多的数据结合到不同来源的使用中，尽管可以回答什么、何时、谁以及如何查询（桑德斯、刘易斯和桑希尔，1997 年）。

根据 Gay (1976) 的说法，描述性方法是为了检验理论或回答与研究对象最近的位置相关的问题而将信息收集联系起来。解释性研究检查原因和影响，其目的是证明其正当性。 Reynolds (1971) 说，解释性研究致力于发展清晰的理论，该理论可用于描述从描述性研究发展而来的观察到的简化。它还必须通知或启发读者关于理由将用于什么以及它是为谁设计的。

尽管可以使用上述方法，但研究人员认为，探索性设计的使用将有助于获得对研究的新见解。考虑到英国目前的经济形势，特别是政府取消对大学的补贴，大学必须找到生存之道。重要的是，大学招聘最优秀的学术人员，以展示他们的学术卓越，吸引更多学生，提高大学的研究和竞争力。因此，使用这种研究设计将有助于深入了解大学招聘学术人员的挑战和机遇。

3.4 The case study design

These are examples of different types of research approaches: Action research, experiment, case study, survey, documents, interviews, observation, and questionnaires. According to Yin (2006), all of these examples have advantages and disadvantages. Selecting the best strategy relies on the design of the research question whether direct above communication actions is necessary or is not and also whether the study emphasizes on up to date actions as well.

The purpose of theory is to acquire a enhance understanding of how to examine the perceived challenges and opportunities of recruitment of academic staff within the university, in order to increase understanding of the recruitment processes involved the challenges and opportunities. Sauders et al (2003) argue that case studies place additional importance on a full background study of lesser procedures or situations and their interrelations. They also indicated that even though hypotheses are frequently used, the support on qualitative facts makes support or refusal more complex. 本科人力资源论文代写

Yin (2006) states that case study are most suitable approach to use when the type of the research question has to do with “why” “how” and “what” in management research.

Bryman and Bell (2003) maintain that case study is mainly related to the qualitative research process used to study organizations. It is moreover a very appropriate method given that it concentrates on processes and not unchanging situations. Hence a little amount of items are looked into from a number of observation and the researcher attempts to go through the top of what is openly visible or obvious. Yin (2003) recognizes the characteristics of case studies as follows: 本科人力资源论文代写

The aim of the study is not just to discover several phenomena , but to be able to understand them inside a specific setting
The study does not start with a fixed questions and idea concerning the restrictions in which the study will be done.
The study uses numerous ways for gathering information, which may be both qualitative and quantitative.

Case studies can be distinguished into single case study and multiple case studies. When using a single case study the researcher has no opportunity to make judgment or take a broad view. Then again a multiple case study enables the researcher the chance to evaluate but a fewer time can be spent on each case.

3.5 Research procedure

This research project relied on two basic phases, namely a conceptualisation and an empirical phase. In the conceptualisation phase, relevant literature was reviewed and the tools of data collection, particularly interview schedules, developed. During the empirical phase, data was actually collected from the selected sections based on the qualitative approach. During this phase data was analysed according to content validity as per the set objectives of the research. 本科人力资源论文代写

The process of collecting data started with addressing traditional ethical issues of access, acceptance, privacy, and confidentiality.

In consideration of this, I had to introduce myself to each of the respondents who participated and explained to them on the kind of questions that I was going to ask them and the objective for conducting the interview. I assured the participants that their personal identities would not be disclosed given that much of the information requested for involved the personal experiences and perspectives. Also, the respondents were made aware that the interview wouldn’t take their much of their time.

One of the challenging experiences during the face-to-face interviews was the risk of ‘inappropriate’ questions and resistance of the interviewees that was, however, avoided by the accurate choice of questions I made for each of the interviewee groups. Generally, all interviews for this study were well organized and properly conducted

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3.4 案例研究设计本科人力资源论文代写

这些是不同类型研究方法的示例：行动研究、实验、案例研究、调查、文件、访谈、观察和问卷调查。根据尹（2006）的说法，所有这些例子都有优点和缺点。选择最佳策略取决于研究问题的设计是否需要直接高于沟通的行动，以及研究是否也强调最新的行动。

理论的目的是加深对如何检查大学内学术人员招聘的感知挑战和机遇的理解，以增加对涉及挑战和机遇的招聘过程的理解。 Sauders 等人（2003 年）认为，案例研究更加重视对较小程序或情况及其相互关系的完整背景研究。他们还指出，尽管经常使用假设，但对定性事实的支持使支持或拒绝变得更加复杂。

YIN (2006) 指出，当研究问题的类型与管理研究中的“为什么”、“如何”和“什么”有关时，案例研究是最适合使用的方法。

Bryman 和 Bell (2003) 认为案例研究主要与用于研究组织的定性研究过程有关。此外，这是一种非常合适的方法，因为它专注于过程而不是一成不变的情况。因此，从大量观察中研究少量项目，研究人员试图通过公开可见或明显的顶部。 Yin (2003) 认为案例研究的特点如下：

该研究的目的不仅仅是发现几种现象，而是能够在特定环境中理解它们
该研究并不是从一个固定的问题和想法开始，即关于研究将在哪些限制条件下进行。
该研究使用多种方法来收集信息，这些方法可能是定性的，也可能是定量的。
案例研究可分为单案例研究和多案例研究。在使用单个案例研究时，研究人员没有机会做出判断或采取广泛的观点。再一次，多案例研究使研究人员有机会进行评估，但可以在每个案例上花费更少的时间。

3.5 研究程序本科人力资源论文代写

该研究项目依赖于两个基本阶段，即概念化和实证阶段。在概念化阶段，审查了相关文献并开发了数据收集工具，特别是访谈时间表。在实证阶段，数据实际上是根据定性方法从选定的部分收集的。在此阶段，根据研究的既定目标，根据内容有效性对数据进行分析。

收集数据的过程始于解决访问、接受、隐私和保密等传统道德问题。

考虑到这一点，我不得不向每个参与的受访者介绍自己，并向他们解释我要问他们的问题类型以及进行采访的目的。我向参与者保证，鉴于所要求的大部分信息都涉及个人经历和观点，他们的个人身份不会被披露。此外，受访者被告知面试不会占用他们太多时间。

面对面访谈期间的挑战之一是受访者提出“不恰当”的问题和抵制的风险，然而，我为每个受访者群体准确选择了问题，避免了这一风险。总体而言，本研究的所有访谈都组织良好且进行得恰到好处

3.6 Research strategy

Research strategy influences design and gives the researcher an opportunity to consider how each of the available approaches may contribute to or limit any study (Creswell, 2003). A researcher may opt for qualitative or quantitative approaches.

3.6.1Qualitative versus Quantitative strategy

According to Bryman and Bell (2003), qualitative approach can be explained as a research plan that normally highlights words instead than skill in the group and study of information. Yin (1994) states that a qualitative research has to do with opinion, state of mind and view. The aim of a qualitative research is to get an enhanced understanding of the research difficulty. In addition, this sort of research can be looked as a two-way interaction. In a qualitative study, the academic goes deeper in their study field by means of using interviews and documents or records. 本科人力资源论文代写

According to Saunders et al (1997), in an inductive method the researcher gathers information and expands ideas from data analysis. The inductive method is for understanding the public word through an assessment and clarification of that term by its applicant, in view of their eyes, it is illustrative in environment. While on the other hand Bryman and Bell (2003) explains that quantitative research can be construed as a research strategy that highlights requirement in the gathering and testing of information and that involves a logical approach to the link involving theory and research, in which the accent is placed on analysing of theories.

According to Blaxter et al (2006) quantitative research method is observed research where the information is in the structure of numbers.

Reading some books about quantitative methodology I have come across it tends to include a large scale and descriptive and large set of information. It can on the other hand be organized and measured and can be arranged, confidential, measured in a strictly ‘idea’ way. Quantitative research relies on idea and supposition but needs straight observation to be considered important, while in the case of qualitative research there is no correct answer; viewpoint are the major result (Gay and Airasian, 2003). 本科人力资源论文代写

In this study, the researcher opted for qualitative approach. Seeing as this research is to know or recognize and not to measure determine the thought of recruitment and selection this method is best suitable. The sort of process used in a research in addition relies on the type of data that has to be used. Having the study question planned in mind. A qualitative system goes with this research.

Recruitment and selection of staffs are two different aspects and one has to know or be able to understand both of them. One has to know other peoples opinion on how they recruit and select their staffs. Therefore to do just a survey will not provide the whole aim of this theory. It would be important to do face to face interview with some key staffs to collect their points or views about recruitment and selection. An extra qualitative process provides better flexibility because it makes it possible for the researcher to have a conversation with the respondent and also provides more understanding on the area where one is researching.

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3.6 研究策略本科人力资源论文代写

研究策略会影响设计并让研究人员有机会考虑每种可用方法如何促进或限制任何研究（Creswell，2003）。研究人员可以选择定性或定量方法。

3.6.1 定性与定量策略

根据 Bryman 和 Bell (2003) 的说法，定性方法可以解释为一种研究计划，它通常强调文字而不是小组和信息研究中的技能。 Yin (1994) 指出，定性研究与意见、心态和观点有关。定性研究的目的是加深对研究难度的理解。此外，这种研究可以看作是双向交互。在定性研究中，学者通过使用访谈和文件或记录在他们的研究领域更深入。

根据 Saunders 等人 (1997) 的说法，在归纳方法中，研究人员从数据分析中收集信息并扩展想法。归纳法是通过申请人对该词的评价和澄清来理解公共词，在他们看来，在环境中是说明性的。而另一方面 Bryman 和 Bell (2003) 解释说，定量研究可以被解释为一种研究策略，它强调信息收集和测试的要求，并且涉及到理论和研究的联系的逻辑方法，其中重音放在理论分析上。

根据 Blaxter 等人 (2006) 的说法，定量研究方法是观察研究，其中信息位于数字结构中。

阅读一些关于定量方法论的书籍，我发现它往往包含大量的描述性和大量信息。另一方面，它可以被组织和衡量，并且可以以严格的“想法”方式进行安排、保密和衡量。定量研究依赖于想法和假设，但需要直接观察才认为重要，而在定性研究的情况下，没有正确的答案；观点是主要结果（Gay 和 Airasian，2003）。

在这项研究中，研究人员选择了定性方法。鉴于本研究是认识或认识而不是衡量确定招聘和选拔的思想，这种方法是最合适的。此外，研究中使用的过程类型取决于必须使用的数据类型。计划好研究问题。这项研究有一个定性系统。

人员的招聘和选拔是两个不同的方面，一个要了解或能够了解这两个方面。人们必须了解其他人对他们如何招聘和选择员工的看法。因此，仅仅做一个调查并不能提供这个理论的全部目的。重要的是与一些关键员工进行面对面的面试，以收集他们对招聘和选拔的观点或看法。额外的定性过程提供了更好的灵活性，因为它使研究人员有可能与受访者进行对话，并且还提供对研究领域的更多了解。

3.7 Study Population

A study population is an entire group of individuals, events or objects having common characteristics (Lewis et al, 2007). The population for this study involved human resource officers and lecturers from universities in UK. But since the researcher was not in a position to include all those staff in his study, it was vital to come up with a sample to represent the whole population which was determined through a sampling process.

3.8 Sampling

This is a process of selecting a number of individuals for study in such a way that the individuals selected represent the larger population from which they were selected (Gill and Johnson, 1997).In this regard, the researcher chose to interview human resource management officers and lecturers from the University of Northampton. The researcher decided to use simple random process to choose the participants from that institution. The researcher intended to interview 3 officers from human resource management department and 8 lecturers among the University of Northampton staff. However, only 2 officers from HRM department and 4 lecturers were available. 本科人力资源论文代写

3.9 Data collection instruments

The aim of any data collection is to improve the reliability and validity of the information obtained. Precisely, accurate data collection is critical when conducting a research. While deciding about the method of data collection to be used for a study, the researcher has to keep in mind the two types of data, i.e. primary and secondary data. Primary data is the data collected for the first time and thus happen to be original in character. On the other hand, secondary data is that which has been processed through a statistical process, i.e. data which have been collected at an earlier date and for some other purpose (Plessis, 2004).

Secondary data is usually based on desk-based research. As Plessis, (2004) explains, whether or not primary or secondary data is included, the value of a research is based on is related to its data collection methods. This study needed both primary and secondary data. To come up with accurate primary data using any given method, careful description of the data collection instrument(s) to be used is essential, (Zorn, T., not dated). As mentioned earlier, the collection of primary data for this study involved the use of interviews. To collect the responses of the participants, the researcher opted to use a tape recorder.

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3.7 研究人群本科人力资源论文代写

研究群体是具有共同特征的一整组个体、事件或对象（Lewis 等，2007）。本研究的对象包括来自英国大学的人力资源官员和讲师。但由于研究人员无法将所有这些工作人员都包括在他的研究中，因此提出一个样本来代表通过抽样过程确定的整个人群至关重要。

3.8 抽样

这是一个选择一些个人进行研究的过程，选择的个人代表他们从中选择的更大的人群（吉尔和约翰逊，1997 年）。在这方面，研究人员选择采访人力资源管理人员和北安普顿大学的讲师。研究人员决定使用简单的随机过程从该机构中选择参与者。研究人员打算采访北安普顿大学人力资源管理部门的3名官员和8名讲师。然而，只有 2 名 HRM 部门的官员和 4 名讲师在场。

3.9 数据采集工具

任何数据收集的目的都是为了提高所获得信息的可靠性和有效性。准确地说，在进行研究时，准确的数据收集至关重要。在决定用于研究的数据收集方法时，研究人员必须牢记两种类型的数据，即主要数据和次要数据。原始数据是第一次收集的数据，因此具有原创性。另一方面，二手数据是通过统计过程处理的数据，即在较早日期收集并用于其他目的的数据（Plessis，2004 年）。

二手数据通常基于案头研究。正如 Plessis (2004) 解释的那样，无论是否包含一手或二手数据，研究的价值都与其数据收集方法有关。这项研究需要主要和次要数据。要使用任何给定方法获得准确的原始数据，必须仔细描述要使用的数据收集工具（Zorn, T.，未注明日期）。如前所述，本研究的主要数据收集涉及访谈的使用。为了收集参与者的回答，研究人员选择使用录音机。

3.10 Method of data collection

3.10.1Interviews

As noted earlier, the researcher in this study adopted semi-structured interview method. As Fisheries and Agriculture department (not dated) explains, semi-structured interviews provides greater scope for discussion and learn about the views and opinions of the respondents. While there could be some fairly specific questions (closed questions) in an interview schedule, each of which may be prompted or probed, there are usually a lot more questions that can be completely open ended. Open ended questions help to explore the different facets of an issue being studied.

Moreover, semi-structured interviews questions allow a researcher to have a greater control over the sample of respondents. In this study, the researcher opted for that method of interview since it is less formal and therefore, it gives a better way of catching the point of view of the respondents and getting inside information (Fisheries and Agriculture department, not dated). Also, it is possible to revise questions during the process of data collection. To collect data for this study, the researcher recorded the information gathered during the interviewees. The following is a list of questions that the researcher used for both the lecturers and officers from human resources department in University of Northampton:

Questions for Lecturers

Which position did you apply for when you join this university? Did you join the
University as a research assistant when on your PhD programme or you join as a Senior Academics
How did you hear about the position you applied for?
Was the advertisement very clear? 本科人力资源论文代写
What criteria must you meet to be seen achieving?
Were you sent enough information about the nature of the job, your roles?
Did you complete an application document or did you just send your CV and with covering letter?
If application document was completed, was the application document you completed very clear and easy to complete or was it very completed?
Were you constantly informed about how selection would be made and the nature of the interview process?
Are you satisfied with the interview stages? Was the interview process an indication of your teaching and research ability?
Were you informed about the result of the interview in time?
If you have ay suggestions, what areas do you think should be improved when recruiting academics in this University?
Where would you like to be five years from now?

Questions for human resource officers

How has the role of human resources department changed overtime?
What are the processes involved in recruiting academic staff of the university?
Have there been any changes overtimes in the recruitment process?
Are there any challenges involved in the recruitment decisions in terms of cvs, candidates attributes, background check, competition from other university.
Are there any challenges involved during and after the recruitment process?
What opportunities are there in recruiting the best possible staff?
When recruiting an academic staff, you are looking at future gains (adding value), what do you see as adding value?

I had a tape recorder and before starting I made it aware it would be recorded and if they wanted to opt out but they all told me to go ahead. While I was interviewing I was recording and at the same time taking notes and reflecting on some the important issues that emerged in the process. All Interview sessions lasted for a period of 15 to 20 minutes.

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3.10 数据收集方法

3.10.1采访

如前所述，本研究的研究者采用了半结构化访谈法。正如渔业和农业部（未注明日期）所解释的那样，半结构化访谈提供了更大的讨论空间，可以了解受访者的观点和意见。虽然在面试时间表中可能会有一些相当具体的问题（封闭式问题），每个问题都可能被提示或探究，但通常还有更多的问题可以完全开放。开放式问题有助于探索所研究问题的不同方面。

此外，半结构化访谈问题使研究人员可以更好地控制受访者样本。在这项研究中，研究人员选择了这种采访方法，因为它不太正式，因此，它提供了一种更好的方式来捕捉受访者的观点并获取内部信息（渔业和农业部，未注明日期）。此外，可以在数据收集过程中修改问题。为了收集本研究的数据，研究人员记录了在受访者期间收集的信息。以下是研究人员对北安普顿大学人力资源系讲师和官员使用的问题清单：

给讲师的问题

你加入这所大学时申请的是哪个职位？你加入了吗
大学在攻读博士学位时担任研究助理或作为高级学者加入
您是如何得知您申请的职位的？
广告说的很清楚吗？
您必须满足哪些标准才能被视为实现？
你是否收到了关于工作性质、你的角色的足够信息？
您是填写了申请文件还是只是发送了您的简历和求职信
如果申请文件完成了，您填写的申请文件是非常清晰易完成还是非常完整？
您是否经常了解如何进行选择以及面试过程的性质？
你对面试阶段满意吗？面试过程是否表明您的教学和研究能力？
是否及时通知面试结果？
如果您有什么建议，您认为本校在招收学者时应该改进哪些方面？
五年后你想在哪里？本科人力资源论文代写

人力资源官员的问题

随着时间的推移，人力资源部门的角色发生了怎样的变化？
招聘大学学术人员的流程是什么？
招聘过程是否有任何加班变化？
在简历、候选人属性、背景调查、来自其他大学的竞争方面，招聘决策是否存在任何挑战。
在招聘过程中和之后是否有任何挑战？
招聘最好的员工有哪些机会？
在招聘学术人员时，您着眼于未来的收益（增值），您认为什么是增值？
我有一个录音机，在开始之前，我知道它会被记录下来，如果他们想退出，但他们都告诉我继续。在采访的过程中，我一边录音，一边做笔记，并对过程中出现的一些重要问题进行反思。所有面试环节都持续了 15 到 20 分钟。

3.10.2 Observation

Other than the use of interviews, the researcher obtained primary data through observation. Precisely, the researcher used participant observation to support the data collected using interviews. Participant observation is a technique whereby the researcher spends an extended period of time (from days to years depending on the principle objective) with a target group while observing the desired behaviour, (Fisheries and Agriculture department not dated). In this study, the researcher took an opportunity to learn about the actual processes of recruitment of staff in the University of Northampton prior to and during the time of interview. Therefore this method was used to supplement the information gathered using interviews.

3.10.3 Documentary analysis

In addition to primary data, the researcher also collected primary data from the two sample populations, like explained earlier. Secondary data is usually collected through desk-based research. According to Jackson, (1994), the value of any research largely depends on its data collection methods whether or not it includes primary or secondary data. Creswell (2003) explains that secondary data is an unobtrusive data collection method and depends on the location verifiable and pertinent previously published academic studies and theories. 本科人力资源论文代写

After locating such information, the researcher should evaluate it critically in order to ensure that it is valid and reliable. To be precise, the researcher should only include in his/her study secondary data which is presented in academic articles and researches which are well referenced and verifiable (Creswell, 2003). In consideration of this, the researcher of this study used data which was obtained from electronic databases, libraries books or articles which are scholarly.

3.11 Conclusion

As demonstrated in this chapter, the research approach best suited for this study is qualitative which uses both the primary and secondary data. To collect primary data, the researcher opted for interview and observation methods which are best suited for qualitative approach. In addition, the researcher consulted various documentary sources to come up with information to reinforce the primary data. The next chapter will present the results of the observations and interviews conducted on human resource officers and lecturers in the University of Northampton. Finally, the chapter will give an analysis of the study findings based on the results of observations and interviews.

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3.10.2 观察本科人力资源论文代写

除了访谈的使用，研究人员通过观察获得了原始数据。准确地说，研究人员使用参与观察来支持通过访谈收集的数据。参与观察是一种技术，研究人员在观察目标群体的同时观察所需的行为（渔业和农业部门未注明日期），通过这种技术（根据主要目标从几天到几年不等）。在本研究中，研究人员在采访之前和采访期间，借此机会了解了北安普顿大学员工招聘的实际流程。因此，这种方法被用来补充通过访谈收集的信息。

3.10.3 文件分析

除了原始数据，研究人员还从两个样本人群中收集了原始数据，如前所述。二手数据通常是通过案头研究收集的。根据 Jackson, (1994) 的说法，任何研究的价值在很大程度上取决于其数据收集方法，无论它是否包含一手或二手数据。 Creswell (2003) 解释说，二手数据是一种不显眼的数据收集方法，取决于可验证和相关的先前发表的学术研究和理论的位置。

在找到这些信息后，研究人员应该对其进行批判性评估，以确保其有效和可靠。确切地说，研究人员应该只在他/她的研究中包含在学术文章和研究中呈现的二次数据，这些数据被很好地引用和验证（Creswell，2003）。考虑到这一点，本研究的研究人员使用了从电子数据库、图书馆书籍或学术文章中获得的数据。

3.11 结论

如本章所示，最适合本研究的研究方法是使用主要和次要数据的定性研究方法。为了收集原始数据，研究人员选择了最适合定性方法的访谈和观察方法。此外，研究人员查阅了各种文献资料，以提供信息来加强原始数据。下一章将介绍对北安普顿大学人力资源官员和讲师进行的观察和访谈的结果。最后，本章将根据观察和访谈的结果对研究结果进行分析。

CHAPTER 4: DATA ANALYSIS

4.1 Introduction

Data analysis is a practice in which raw data is organized and ordered so as to extract useful information from it. According to Polkinghorne (1998) raw data can take a variety of forms such as measurements, observations, interviews and surveys among others. When it is in raw form, such data can be incredibly useful, but also overwhelming. Thus the process of data analysis involves ordering such information in a way which will be useful. 本科人力资源论文代写

For example, interview results can be tallied so that people can see at a glance how many people answered the interviews and how people responded to specific questions.

Polkinghorne (1998) explains that the process of organizing and thinking about the data is crucial to understanding what is contained in the data. As noted earlier, this study involved qualitative approach. Thus, the data obtained consists of words and observations and not numbers. In other words, the data obtained is narrative in nature. In this regard, the researcher adopted narrative data analysis amongst other types of analysis.

Hence, the results of this study are based on qualitative investigations of challenges and opportunities of recruitment of academic staff within the University of Northampton derived using interviews and observation. The main aim of carrying out research is to come up with feasible findings regarding the research question. This chapter presents the narrative analysis and gives an interpretation of the data collected based on the principle objective and research questions with a view to fulfilling the aim and objectives of the study. First, the findings from the data collected from observations and interviews will be presented and discussed. This chapter will then make an interpretation of the research findings as they relate to the research project.

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第 4 章：数据分析本科人力资源论文代写

4.1 介绍

数据分析是一种对原始数据进行组织和排序以从中提取有用信息的实践。根据 Polkinghorne (1998) 的说法，原始数据可以采用多种形式，例如测量、观察、访谈和调查等。当它是原始形式时，这些数据可能非常有用，但也非常有用。因此，数据分析的过程涉及以有用的方式对这些信息进行排序。

例如，可以对采访结果进行统计，以便人们一目了然地看到有多少人回答了采访以及人们如何回答特定问题。

Polkinghorne (1998) 解释说，组织和思考数据的过程对于理解数据中包含的内容至关重要。如前所述，这项研究涉及定性方法。因此，获得的数据由单词和观察组成，而不是数字。换句话说，获得的数据本质上是叙述性的。在这方面，研究人员在其他类型的分析中采用了叙事数据分析。本科人力资源论文代写

因此，本研究的结果是基于对北安普敦大学学术人员招聘挑战和机遇的定性调查，通过访谈和观察得出。开展研究的主要目的是针对研究问题提出可行的发现。本章介绍了叙述性分析，并根据主要目标和研究问题对收集的数据进行了解释，以实现研究的目的和目标。首先，将介绍和讨论从观察和访谈中收集到的数据的结果。然后，本章将对与研究项目相关的研究结果进行解释。

4.2 Discussion of the results

As earlier noted, the researcher intended to interview 3 officers from human resource management department and 8 lecturers among the University of Northampton staff. However, only 2 officers from HRM department and 4 lecturers were available. Therefore, this makes the sample for this study.

4.2.1 Subject Demographics

Democratic information was collected for all the respondents who were interviewed. The two officers from human resources department were female. Of the 4 lecturers who participated in this study, two were male and two were female. All participants answered the questions satisfactorily.

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4.2 结果讨论本科人力资源论文代写

如前所述，研究人员打算采访 3 名人力资源管理部门的官员和北安普顿大学员工中的 8 名讲师。然而，只有 2 名 HRM 部门的官员和 4 名讲师在场。因此，这成为本研究的样本。

4.2.1 学科人口统计

为所有接受采访的受访者收集了民主信息。人力资源部的两名官员是女性。参与本次研究的 4 位讲师中，男性 2 位，女性 2 位。所有参与者都满意地回答了问题。

4.2.2 Challenges Faced during Recruitment Processes

This study tested the challenges faced in the following components of the recruitment process in University of Northampton, all of which are derived from the literature reviewed during the research process and included in chapter Two. These components are:

Advertising

Short-listing and selection

Interview

References

4.2.1.1 Advertising

During the interviews, the researcher found out that the University of Northampton advertises jobs in different types of media as a means to reach individuals for recruitment. All the four lecturers who were interviewed explained that they learnt about their positions through advertisement in the media. Further, all of them explained that the advertisements were clear, accurate and well outlined and contained all the relevant information. This was confirmed further by one of the two officers from HR department who was interviewed. She explained that the university advertised new jobs in different types of media such as University journals, internet (website for academic jobs, www.jobs.ac.uk), university website, and newspapers. 本科人力资源论文代写

In spite of the efforts by the institution, the researcher learnt that the University of Northampton has recently come across challenges when placing their advertisements in the media. One of the respondents from the HR department mentioned that the biggest challenge in making advertisements in the different types of media is the cost involved. According to the officer, the payment for advertisement in other types of media other than www.jobs.ac.uk website requires nearly £2, ooo whereas the University can spend as little as 130 pounds when using the www.jobs.ac.uk website. As the researcher learnt, this is more so because there is a supplement paid by higher education institutions. Due to the difference in advertisement cost, the officer explained that the University intended to shift to exclusively online advertisement as well as recruitment.

Another challenge pointed out by one of the members of HR department is that in some departments, there is always limited number of applications in response to an advertisement.

According to the officer, in some departments, there can be 1to 5 candidates. This is attributed to the fact that some industries give better payment compared to what the university staff are paid. Thus many individuals opt to work in those industries other than in universities. 本科人力资源论文代写

According to Tybms, (not dated), making advertisements is one of the best means to attract applicants for a given post due to their wide reach. Advertisements describe the job, identify the employer ands guide those who are interested on how to apply. Generally, an advertisement sells an idea that the organization and the job are perfect for a candidate.

Tybms, (not dated), explains that advertisements can be cost effective especially when the mode is chosen wisely. To realize this, it has become extremely important for organizations to adopt less the use of online advertisements which are far less costly compared to other types of media. Due to the recent increase in the use of internet, online advertisements can reach a wide range of potential applicants. As mentioned earlier, it has become extremely important for organizations to make use of the cheapest media during advertisements. The interview conducted showed that the University of Northampton has realized the challenge and is making efforts to counter it.

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4.2.2 招聘过程中面临的挑战本科人力资源论文代写

本研究测试了北安普顿大学招聘过程中以下组成部分面临的挑战，所有这些组成部分均来自研究过程中审查的文献，并包含在第二章中。这些组件是：

入围和选择

面试

参考

4.2.1.1 广告

在采访中，研究人员发现北安普顿大学在不同类型的媒体上发布招聘广告，以此来吸引个人进行招聘。接受采访的四位讲师均表示，他们是通过媒体广告了解自己的职位。此外，他们都解释说，广告清晰、准确、概述良好，并包含所有相关信息。接受采访的人力资源部门的两名官员之一进一步证实了这一点。她解释说，大学在不同类型的媒体上宣传新工作，例如大学期刊、互联网（学术工作网站，www.jobs.ac.uk）、大学网站和报纸。本科人力资源论文代写

尽管该机构做出了努力，但研究人员了解到，北安普敦大学最近在媒体上投放广告时遇到了挑战。人力资源部门的一位受访者提到，在不同类型的媒体上制作广告的最大挑战是所涉及的成本。据该官员称，在 www.jobs.ac.uk 网站以外的其他类型媒体上的广告费用需要近 2 英镑，哦，而大学在使用 www.jobs.ac.uk 时可以花费低至 130 英镑网站。研究人员了解到，这更是如此，因为高等教育机构支付了额外费用。由于广告成本的差异，该官员解释说，大学打算转向完全在线广告和招聘。

人力资源部门的一位成员指出的另一个挑战是，在某些部门，响应广告的申请数量总是有限。

据该负责人介绍，有的部门可以有1到5名候选人。这是因为与大学教职工的薪酬相比，某些行业的薪酬更高。因此，许多人选择在大学以外的其他行业工作。

根据 Tybms 的说法（未注明日期），由于广告的广泛影响，制作广告是吸引特定职位申请人的最佳方式之一。广告描述工作，确定雇主并指导那些对如何申请感兴趣的人。通常，广告宣传的理念是组织和工作非常适合候选人。

Tybms（未注明日期）解释说，广告可以具有成本效益，尤其是在明智地选择模式时。为了实现这一点，组织减少使用在线广告变得极其重要，与其他类型的媒体相比，在线广告的成本要低得多。由于最近互联网使用的增加，在线广告可以覆盖广泛的潜在申请人。如前所述，组织在广告期间使用最便宜的媒体已变得极为重要。进行的采访表明，北安普顿大学已经意识到这一挑战并正在努力应对。

4.2.1.2 Short-listing

During the interviews, it became clear to the researcher that the short-listing process adopted by the University of Northampton is faced with various challenges. As learnt from one member of the HR department, the selection process in that institution involves a number of different activities. For example, candidates are often invited to avail themselves early in the morning and are asked to do a presentation to a number of staff members. Also, they can be asked to conduct a class or a seminar to a group of students. According to the officer, the panel then shortlists and selects some candidates at lunch time and takes some the candidates for an interview in the afternoon. In addition, the researcher determined from all the lecturers interviewed that were satisfied with the short-listing and process.

According to Tybms, (not dated), selection process is very essential since it has an impact on work performance and employee cost.

It helps an organization to achieve the objective of “the right man for the right job”. Also, the “right job” is the basic principle in manpower procurement. But at the same time, there is a need to think through more efficient and consistence procedure of the paperwork in question, and so as to stay away from the idea that is just a usual part of official procedure as Evans (1994) argues. 本科人力资源论文代写

In this study, the researcher established that the process of short-listing and selection of candidates for final interviewing was not consistent. The problem is that the when the short-listing and selection process is not consistent, it is likely that the right individuals may not be selected and also the process may be more costly. Thus, though the process employed by the University of Northampton in short-listing and selecting of candidates seems to be effective, it is faced with a challenge of cost involved as well as the possibility that the right candidate may not be selected.

4.2.1.3 Interview

The process interviewing for academic staff has several challenges as the researcher established in this study. During the interview, the researcher found out that the questions asked to the candidates may not be very satisfactory. In fact, one of the lecturers stated that he was interviewed by six individuals and it seemed that they did not get time to ask enough questions. Thus, with such a process, it is likely that the interviewers may not get all the essential details from a candidate before making conclusions. 本科人力资源论文代写

Also, the researcher learnt from one of the respondents from HR department that the university required new employees to complete health questionnaires through the institution’s occupational heath team.

According to the respondent, a challenge comes in if a candidate comes back and having issues with their questionnaire since there is always need for close examination before starting an employment contract.

Also, the respondent stated that all candidates applying for teaching have to go through criminal record bureau form which may take up to 6 weeks to get the results back. Generally, this is a challenge to the university since an individual who does not want to go through such processes may not apply or may quite in a process. As such, the universities may fail to get the best candidates for a given job. Therefore, the interview process in university of Northampton is faced with such challenges as the effectiveness of the questions asked during interviews, examination of health and personal conduct of the candidates.

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4.2.1.2 短名单

在采访中，研究人员清楚地了解到，北安普敦大学采用的入围程序面临着各种挑战。从人力资源部门的一名成员那里了解到，该机构的选拔过程涉及许多不同的活动。例如，候选人经常被邀请在一大早使用，并被要求向一些工作人员做演讲。此外，他们可能会被要求为一群学生举办课程或研讨会。据该官员称，该小组随后在午餐时间筛选并挑选了一些候选人，并在下午挑选了一些候选人进行面试。此外，研究人员从所有采访的讲师中确定了对入围和过程感到满意的。

根据 Tybms 的说法（未注明日期），选择过程非常重要，因为它会影响工作绩效和员工成本。

它帮助组织实现“合适的人做合适的工作”的目标。此外，“合适的工作”是人力采购的基本原则。但与此同时，有必要考虑有关文书工作的更有效和一致的程序，从而避免像 Evans (1994) 认为的那样只是官方程序的一个常见部分的想法。

在这项研究中，研究人员确定了入围和选择最终面试候选人的过程不一致。问题是，当入围和选择过程不一致时，很可能无法选择合适的人，并且过程可能会更加昂贵。因此，尽管北安普顿大学在候选名单和遴选过程中采用的流程看似有效，但面临成本挑战以及可能无法选择合适人选的问题。

4.2.1.3 采访

正如研究人员在本研究中建立的那样，学术人员的面试过程有几个挑战。在采访中，研究人员发现，向应聘者提出的问题可能不是很令人满意。事实上，其中一位讲师表示，他接受了六个人的采访，他们似乎没有时间提出足够的问题。因此，通过这样的过程，面试官可能无法在得出结论之前从候选人那里获得所有基本细节。

此外，研究人员从人力资源部门的一名受访者那里了解到，该大学要求新员工通过该机构的职业健康团队完成健康调查问卷。

根据受访者的说法，如果候选人回来并在问卷中遇到问题，那么挑战就来了，因为在开始雇佣合同之前总是需要仔细检查。

此外，受访者表示，所有申请教学的候选人都必须通过犯罪记录局表格，这可能需要长达 6 周的时间才能取回结果。通常，这对大学来说是一个挑战，因为不想经历此类过程的个人可能不会申请或可能正在申请过程中。因此，大学可能无法为给定的工作找到最好的候选人。因此，北安普顿大学的面试过程面临着面试问题的有效性、考生的健康检查和个人行为等挑战。

4.2.1.4 References

Just like with other components of recruitment process, there are various challenges encountered during the process of finding clarification of the information given by candidates during interviews. As established by the researcher during interviews, university of Northampton contacts the identities provided by the candidates in the reference lists of their curriculum vitas. Further, handling of information related to a candidate between a referee and the institution is made very confidential. As learnt from one of the respondents from HR department, the institution requests information regarding a candidate from the referees after the interview process. 本科人力资源论文代写

As such, the information sought is used as a confirmation of the information already given by candidate during interview process. One of the challenges associated with such a procedure is that the referees may not have enough information regarding the candidate. According to Eustace (1988), there is no assurance or promise that the referees provided by a candidate are ready to disclose all the required information by an institution. Therefore, the challenges faced by the University of Northampton in seeking clarification of information regarding a candidate from the referees provided are the possibility that the referees may not have enough or may not be ready to disclose all the required information regarding given candidate

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4.2.1.4 参考文献

就像招聘过程的其他组成部分一样，在寻找候选人在面试期间提供的信息的澄清过程中遇到了各种挑战。正如研究人员在采访中确定的那样，北安普顿大学会联系候选人在简历参考列表中提供的身份。此外，在裁判和机构之间处理与候选人有关的信息是非常保密的。从人力资源部门的一位受访者那里了解到，该机构在面试过程结束后会向推荐人索取有关候选人的信息。

因此，所寻求的信息被用作候选人在面试过程中已经提供的信息的确认。与这种程序相关的挑战之一是裁判可能没有足够的关于候选人的信息。根据尤斯塔斯 (1988) 的说法，无法保证或承诺候选人提供的推荐人已准备好披露机构所需的所有信息。因此，北安普顿大学在向所提供的推荐人寻求澄清有关候选人的信息方面面临的挑战是，裁判可能没有足够的信息或可能没有准备好披露有关给定候选人的所有必需信息

4.2.2 Summary of the Findings

The real question to ask at this point and after analysing and discussing the results of the observation and interviews that were conducted is what the previous information says regarding the research question. In other words, what answers to the research question can be derived from both the survey and the literature reviewed? The research question was: what are the key challenges faced by universities during recruitment of academic staff in UK? 本科人力资源论文代写

The research question was: What personal planning services are available for students with autism in education system for students with autism? The literature reviewed the findings of the observations made and the interviews conducted in this study provide good indication of the answer to the research question. According to both the primary and secondary data, the key challenges faced by universities during recruitment of academic staff are:

Cost of making advertisements and selecting candidates
Challenge in selecting the right candidate for short-listing
Effectiveness of the questions asked during interviews
Examination of health and personal conduct of the candidates
Possibility that the referees may not have enough or may not be ready to disclose all the required information regarding given candidate

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4.2.2 调查结果摘要

在分析和讨论所进行的观察和访谈的结果之后，此时要问的真正问题是之前的信息对研究问题的说明。换句话说，从调查和回顾的文献中可以得出研究问题的哪些答案？研究问题是：在英国招聘学术人员时，大学面临的主要挑战是什么？

研究问题是：在自闭症学生的教育系统中，自闭症学生可以获得哪些个人规划服务？文献回顾了观察结果，本研究中进行的访谈很好地表明了研究问题的答案。根据一手和二手数据，大学在招聘学术人员时面临的主要挑战是：

制作广告和选择候选人的成本
选择合适的候选人入围的挑战
面试中提问的有效性
检查候选人的健康和个人行为
裁判可能没有足够的信息或可能没有准备好披露有关给定候选人的所有必需信息的可能性

4.3 Conclusion

As it may be determined from the current chapter, the results of the interviews and observation exposed the key challenges faced by the Universities in UK when recruiting academic staff. As it has been demonstrated, the findings of both the primary and secondary data in this study provided responses for the research question and hypothesis. The next chapter will discuss the conclusions of the study, the limitations and provide some recommendations regarding the findings of this study.

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4.3 结论本科人力资源论文代写

从本章可以看出，访谈和观察的结果揭示了英国大学在招聘学术人员时面临的主要挑战。正如已经证明的那样，本研究中主要和次要数据的结果都为研究问题和假设提供了答案。下一章将讨论研究的结论、局限性并就本研究的结果提供一些建议。

CHAPTER 5: CONCLUSION, LIMITATIONS AND RECOMMENDATIONS

5.1 Introduction

This chapter presents a summary of the findings, followed by a brief discussion of the results of the study in relation to the research question and the study objectives. Based on the analysis of the findings obtained in chapter 4, conclusions will be made. The chapter will give a brief highlight of the limitations encountered by the researcher during the study. This will be followed by recommendations and future areas of research.

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第 5 章：结论、限制和建议

5.1 介绍

本章概述了研究结果，然后简要讨论了与研究问题和研究目标相关的研究结果。基于对第 4 章中获得的结果的分析，将得出结论。本章将简要介绍研究人员在研究过程中遇到的局限性。随后将提出建议和未来的研究领域。

5.2 Conclusion

Previous studies on the challenges faced by the Universities in UK when recruiting academic staff indicates that the challenges faced by universities in recruitment of academic staff include the cost involved in the recruitment process, the number of academics available is limited, the salary, working conditions and demand for academic staff, weird perspective of interviewers and influence of money. This study contributes effectively to the body of scholarly knowledge by providing new findings that that specifically outlines the key challenges facing universities in UK when recruiting academic staff.

In order to investigate and evaluate the challenges faced by the Universities in UK when recruiting academic staff the study proposed one research question and one research hypothesis. The research question is: what are the key challenges facing universities in UK during recruitment process of academic staff? The study hypothesis is: the key challenge faced by universities in UK in recruitment of academic staff is the cost involved during advertisement, selection and short-listing, interviewing and referencing. Therefore, the research findings of this study may be summarized as validation of the stated hypothesis. 本科人力资源论文代写

To reiterate these findings in a more concise format, it can be said that this study offered an insight into the key challenges facing universities in UK when recruiting academic staff in general.

By analysing the key challenge involved in the recruitment of academic staff in the University of Northampton, this study found the following key challenges to be faced by universities in recruitment of academic staff:

Cost of making advertisements and selecting candidates
Challenge in selecting the right candidate for short-listing
Effectiveness of the questions asked during interviews
Examination of health and personal conduct of the candidates
Possibility that the referees may not have enough or may not be ready to disclose all the required information regarding given candidate

In summary, it is important to emphasize that this study mainly derived its findings challenges faced by the Universities in UK when recruiting academic staff from the literature review. Within this context, the primary data served the purpose of testing the key challenges from the view point of recruitment process employed in the University of Northampton in UK.

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5.2 结论本科人力资源论文代写

以往关于英国大学招聘学术人员面临的挑战的研究表明，大学在招聘学术人员方面面临的挑战包括招聘过程中涉及的成本、可用的学者数量有限、工资、工作条件和对学术人员的需求，面试官的怪异视角和金钱的影响。这项研究通过提供新的发现来有效地为学术知识体系做出贡献，这些发现具体概述了英国大学在招聘学术人员时面临的主要挑战。

为了调查和评估英国大学在招聘学术人员时面临的挑战，该研究提出了一个研究问题和一个研究假设。研究问题是：英国大学在学术人员招聘过程中面临的主要挑战是什么？研究假设是：英国大学在招聘学术人员方面面临的主要挑战是在广告、选拔和入围、面试和推荐过程中所涉及的成本。因此，本研究的研究结果可以概括为对所述假设的验证。

为了以更简洁的形式重申这些发现，可以说这项研究提供了对英国大学在招聘一般学术人员时面临的主要挑战的洞察。

通过分析北安普顿大学学术人员招聘所涉及的主要挑战，本研究发现大学在学术人员招聘方面面临以下主要挑战：

制作广告和选择候选人的成本
选择合适的候选人入围的挑战
面试中提问的有效性
检查候选人的健康和个人行为
裁判可能没有足够的信息或可能没有准备好披露有关给定候选人的所有必需信息的可能性

总之，重要的是要强调，这项研究主要是从文献综述中得出英国大学在招聘学术人员时面临的发现挑战。在此背景下，主要数据旨在从英国北安普顿大学招聘流程的角度测试主要挑战。

5.3 limitations

There are several limitations that relate to this study as mentioned earlier in the first chapter. First, the size of sample that was used for the purpose of this study was small. As there was no motivation or inducements to participate, only 2 members of HR department and 4 lecturers from the University of Northampton out of the initial target which was a bigger sample. This means that the interview population is quite small and so, the findings derived from this study may not be generalized to a larger one. Precisely, there is no evidence that the sample used for this study is typical of all the universities in UK. 本科人力资源论文代写

If the researcher was to do the same research or a similar one, making a case study of greater sample and in more than one university a would be a priority. Another limitation is the fact that the primary data using interviews for this study was collected at a particular point in time for each respondent. Therefore, there is no guarantee that the responses gathered during interviews would be indicative of the responses that would be given at another time. In addition, there is potential that other factors beyond the researcher’s control such as fatigue of participants, settings and time of day could influence the responses during interviews.

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5.3 限制本科人力资源论文代写

正如第一章前面提到的，有一些与这项研究相关的局限性。首先，用于本研究目的的样本量很小。由于没有参与的动机或诱因，最初的目标样本中只有2名人力资源部成员和4名北安普顿大学讲师。这意味着访谈人群非常小，因此，从这项研究中得出的结果可能无法推广到更大的研究中。确切地说，没有证据表明用于本研究的样本是英国所有大学的典型样本。

如果研究人员要进行相同的研究或类似的研究，则优先进行更大样本和多所大学的案例研究。另一个限制是，本研究使用访谈的主要数据是在每个受访者的特定时间点收集的。因此，不能保证在访谈期间收集的答复将表明在其他时间给出的答复。此外，研究人员无法控制的其他因素，如参与者的疲劳、环境和一天中的时间，也有可能影响访谈期间的回答。

5.4 Recommendations

From this study, two recommendations for future study come in mind. First of these is a quantitative comparative study which contrasts the effectiveness of recruitment processes already in place with the challenges encountered. Such a study could have invaluable practical benefits insofar as it will provide a blueprint of an ideal recruitment process even as it presents a comprehensive understanding of the recruitment processes already being adopted in universities. A second recommendation is a qualitative study that would involve a greater sample of respondents from as many universities in UK as possible. This study would investigate the key challenges faced by universities while recruiting academic staff with a central aim of giving better solutions than given in this study. While, needless to say, there are numerous issues within the context of universities in UK, these two are relevant to this study and have immense practical value.

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5.4 建议

从这项研究中，我们想到了两个对未来研究的建议。首先是一项定量比较研究，它将已经实施的招聘流程的有效性与遇到的挑战进行对比。这样的研究可能具有宝贵的实际利益，因为它将提供理想招聘流程的蓝图，即使它全面了解大学已经采用的招聘流程。第二个建议是进行定性研究，该研究将涉及来自英国尽可能多的大学的更多受访者样本。本研究将调查大学在招聘学术人员时面临的主要挑战，其中心目标是提供比本研究中给出的更好的解决方案。毋庸置疑，英国大学的背景下存在许多问题，但这两个与本研究相关并具有巨大的实用价值。

5.5 Future areas of research

The results of this study show that though research has been conducted in this area of study, there is need for more research in relation to the challenges faced by the Universities when recruiting academic staff. Thus, this study provides insights to contribute to future development of this line of research. The instruments used for this study need to be subjected to more statistical tests in order to come up with more robust and reliable data. The instruments could be further refined to capture data the in problem area mentioned more closely. Replication of this study using larger samples and a border geographical base is suggested for close-validation purposes.

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5.5 未来的研究领域本科人力资源论文代写

这项研究的结果表明，虽然已经在这一研究领域进行了研究，但还需要对大学在招聘学术人员时面临的挑战进行更多的研究。因此，本研究提供了有助于这一研究领域未来发展的见解。用于这项研究的工具需要进行更多的统计测试，以便提供更可靠和更可靠的数据。这些工具可以进一步完善，以获取更密切提到的问题领域的数据。建议使用更大的样本和边境地理基地复制这项研究，以进行密切验证。

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