Matching Items (11)
Description
This thesis will examine the recruitment process of educated millennials coming from four-year institutions to their first job out of college. When referring to millennials throughout my research, I am specifically focusing on current college graduates in order to better relate to my own experiences as a soon-to-be-graduate seeking a job. I will examine the various recruiting techniques, i.e. channels to connect with graduates, and the hiring and interview process as a whole. This thesis will also discuss the challenges and differences of recruiting millennials versus other generations. It will also discuss the latest trends in college and early talent recruiting. In order to do this, I conducted a number of in-depth interviews with recruiters and hiring managers from various companies that recruit heavily from Arizona State University (ASU), in order to determine what these companies have done to be successful among young college graduates. I aimed to identify the specific techniques that these companies use to connect with recent college graduates, what skills these firms are looking for, and what the hiring process looks like for new millennial employees. I also conducted an extensive online literature search about recruiting educated millennials in the workforce, and I used that information as a basis to form my interview questions. The interviews were meant to confirm or deny that research, but the interviewees also revealed many new trends and insights. I hope that this information will be beneficial not only to college seniors seeking first-time employment, but also to other companies who feel that they are struggling to capture young talent.
ContributorsCapra, Alexandria Luccia (Author) / Kalika, Dale (Thesis director) / Eaton, Kathryn (Committee member) / W. P. Carey School of Business (Contributor) / Department of Marketing (Contributor) / Barrett, The Honors College (Contributor)
Created2016-05
Description
The purpose of this thesis is to structure an interview process and grading system for potential hiring managers. Specifically, this interview process will be modified explicitly for the use of my current profession, as the Area Marketing Manager for BodyArmor Nutrition. This will be used for future roles of hiring brand ambassadors, along with other needed team members. In order to form an appropriate process for evaluating potential hires; I will examine various hiring methods of other companies; along with other resources meant to guide recruiters. The collected information will then be assembled into a model of specific interview questions, and grading system to use for the questions. Through phone interviews and in person meetings, I collaborated with hiring managers from various top-rated companies and relevant industries within Arizona. Additionally, I utilized other verified resources to make numerous conclusions. Using the information gathered, I was able to integrate practices that were discovered from the subject matter experts and resources provided. The content of this paper is based on the findings and conclusions made from these sources that will be credited in the work cited page.
ContributorsFarkas, Courtney N (Author) / Baer, Michael (Thesis director) / Kremmel, Michael (Committee member) / Department of Finance (Contributor) / Department of Management and Entrepreneurship (Contributor) / Barrett, The Honors College (Contributor)
Created2018-12
Description
Unmanned aerial vehicles have received increased attention in the last decade due to their versatility, as well as the availability of inexpensive sensors (e.g. GPS, IMU) for their navigation and control. Multirotor vehicles, specifically quadrotors, have formed a fast growing field in robotics, with the range of applications spanning from surveil- lance and reconnaissance to agriculture and large area mapping. Although in most applications single quadrotors are used, there is an increasing interest in architectures controlling multiple quadrotors executing a collaborative task. This thesis introduces a new concept of control involving more than one quadrotors, according to which two quadrotors can be physically coupled in mid-flight. This concept equips the quadro- tors with new capabilities, e.g. increased payload or pursuit and capturing of other quadrotors. A comprehensive simulation of the approach is built to simulate coupled quadrotors. The dynamics and modeling of the coupled system is presented together with a discussion regarding the coupling mechanism, impact modeling and additional considerations that have been investigated. Simulation results are presented for cases of static coupling as well as enemy quadrotor pursuit and capture, together with an analysis of control methodology and gain tuning. Practical implementations are introduced as results show the feasibility of this design.
ContributorsLarsson, Daniel (Author) / Artemiadis, Panagiotis (Thesis advisor) / Marvi, Hamidreza (Committee member) / Berman, Spring (Committee member) / Arizona State University (Publisher)
Created2016
Description
This study uses a sequential, mixed method, action research, quantitative to qualitative research design. The purpose of this study was to develop a useful standardized hiring process at a state medical college that brings clarity to the hiring process and policies. Two conceptual frameworks guided the innovations in this study – communities of practice and Kotter’s change theory. To implement a standardized hiring process, a web-based intranet site was created through collaboration between the Academic Affairs and the Human Resources Departments of the medical college. The web-based intranet was built to be a hiring resource directed at training hiring managers and hiring committees. The hiring resource assists the departments hiring by bringing clarity to the hiring process, assisting in creating a standardized process for posting, recruiting, hiring, and on-boarding new employees, and allowing managers quick access to hiring tools.
Three sources provided data for this study: (1) Pre/Post Hiring Manager/Committee Questionnaire, (2) Interviews with key hiring managers, and (3) Google Analytics.
The study found that all participants found the overall hiring resource “useful” and “effective.” All measured components of the hiring resource were also found to be “useful” and “effective.” The site continues to increase in new users and returning users weekly. The hiring resource is used regularly by the college’s Human Resources Department and is sent to all hiring managers when they begin their hiring process and is introduced in “Managing the UA Way” which is a professional development program for new managers at the college. This study shows that web-based resources are a useful and effective instrument for training staff in a medical school context. More research needs to be conducted to measure the full potential of training higher education staff via web-based and online programs. This research project hopes to inspire other higher education institutions to create, measure, and implement training programs for staff.
Three sources provided data for this study: (1) Pre/Post Hiring Manager/Committee Questionnaire, (2) Interviews with key hiring managers, and (3) Google Analytics.
The study found that all participants found the overall hiring resource “useful” and “effective.” All measured components of the hiring resource were also found to be “useful” and “effective.” The site continues to increase in new users and returning users weekly. The hiring resource is used regularly by the college’s Human Resources Department and is sent to all hiring managers when they begin their hiring process and is introduced in “Managing the UA Way” which is a professional development program for new managers at the college. This study shows that web-based resources are a useful and effective instrument for training staff in a medical school context. More research needs to be conducted to measure the full potential of training higher education staff via web-based and online programs. This research project hopes to inspire other higher education institutions to create, measure, and implement training programs for staff.
ContributorsDrane, Daniel, III (Author) / Caterino, Linda C (Thesis advisor) / Ott, Molly (Committee member) / Cunningham, Tara (Committee member) / Arizona State University (Publisher)
Created2017
Description
This thesis looks at the digitalization process holistically. It recognizes that for a digitalization initiative to be successful, it takes input from multiple departments and experts from diverse backgrounds. This paper will be evaluating the interconnectivity needed between the supply chain and human resources departments to spearhead the creation of a digitalization team. Both sectors must have a firm understanding of the other’s needs, in order to acquire, train, and maintain people who will have the necessary hard and soft skills to develop the digital processes. After conducting extensive research around hiring and training, the researchers identified several best practices that companies can utilize to build a successful digital logistics team. Regarding hiring, companies can improve their current practices by collaborating with universities to create synergy between enterprise needs and college curriculum, as well as utilizing talent acquisition data analytics. They must also employ targeted recruiting strategies to attract high-quality talent and create explicit and attractive job postings. In addition to hiring, companies must also continuously improve their training initiatives to ensure their team’s success. In order to do so, firms should conduct training needs analysis, personalize training using technology, offer non-traditional learning modalities, provide holistic supply chain training, and create a learning culture.
ContributorsRogers, Morgan Leigh (Co-author) / Veverka, Madison (Co-author) / Byrne, Jared (Thesis director) / Locke, Sandy (Committee member) / School of International Letters and Cultures (Contributor) / Dean, W.P. Carey School of Business (Contributor) / Department of Information Systems (Contributor) / Barrett, The Honors College (Contributor)
Created2021-05
Description
This thesis looks at the digitalization process holistically. It recognizes that for a digitalization initiative to be successful, it takes input from multiple departments and experts from diverse backgrounds. This paper will be evaluating the interconnectivity needed between the supply chain and human resources departments to spearhead the creation of a digitalization team. Both sectors must have a firm understanding of the other’s needs, in order to acquire, train, and maintain people who will have the necessary hard and soft skills to develop the digital processes. After conducting extensive research around hiring and training, the researchers identified several best practices that companies can utilize to build a successful digital logistics team. Regarding hiring, companies can improve their current practices by collaborating with universities to create synergy between enterprise needs and college curriculum, as well as utilizing talent acquisition data analytics. They must also employ targeted recruiting strategies to attract high-quality talent and create explicit and attractive job postings. In addition to hiring, companies must also continuously improve their training initiatives to ensure their team’s success. In order to do so, firms should conduct training needs analysis, personalize training using technology, offer non-traditional learning modalities, provide holistic supply chain training, and create a learning culture.
ContributorsVeverka, Madison (Co-author) / Rogers, Morgan (Co-author) / Byrne, Jared (Thesis director) / Locke, Sandy (Committee member) / Department of Information Systems (Contributor) / Department of Supply Chain Management (Contributor) / Barrett, The Honors College (Contributor)
Created2021-05
Description
There are many standards set forth in the workplace to mitigate bias when hiring for jobs. Effects of beauty may result in punishments that are difficult to preempt. Attractiveness, although subjective, has an effect on how people are treated. There is research to support both a positive and negative side of attractiveness in relation to how one is treated. My research is aimed at providing more insight into such treatment and identifying when attractiveness is viewed favorably versus unfavorably in the marketplace. I hypothesized that in the professional workplace, there is an attractiveness punishment. My research is on testing the disparity between how men and women are treated with respect to hiring decisions based on whether or not they are deemed attractive. In order to test if this theory is true, I conducted a study (N=145) in which participants were given images of attractive and unattractive candidates, and were asked to make hiring decisions across multiple domains (e.g., restaurants, accountants). The results were consistent with an attractiveness punishment: participants preferred the less attractive candidate, but participants also were more likely to favor the more attractive candidate if they perceived said candidate to be much more attractive than the alternative.
ContributorsMersky, Jordan (Author) / Weingarten, Evan (Thesis director) / Lisjak, Monika (Committee member) / Barrett, The Honors College (Contributor) / Department of Finance (Contributor) / Department of Marketing (Contributor)
Created2022-05
Description
Identifying the hindrances to performing effective talent acquisition within the science, technology, engineering, and mathematics field is an important topic for technical hiring managers. Top candidates have multiple options during highly competitive market conditions requiring managers to look for unique solutions which diverge from competition. Prior to this study there has been very little research considering national laboratory research and development challenges from a technical hiring manager’s talent acquisition perspective. Utilizing a unique combination of national laboratory multi-organization survey, pilot study, Human Resource (HR) tracking data and trust based business strategy to enhance partnering this research finds hiring managers can leverage out of the box techniques to improve internal processes while developing industry support to target highly qualified individuals. This methodology could be utilized by technical hiring managers across federal national laboratory enterprise to effectively capture next generation staff and leadership talent who align with their organization professionally as well as social culture.
ContributorsBane, Scott C. (Author) / Sullivan, Kenneth (Thesis advisor) / Hurtado, Kristen (Committee member) / Standage, Richard (Committee member) / Arizona State University (Publisher)
Created2023
Description
There has been a vast increase in applications of Unmanned Aerial Vehicles (UAVs) in civilian domains. To operate in the civilian airspace, a UAV must be able to sense and avoid both static and moving obstacles for flight safety. While indoor and low-altitude environments are mainly occupied by static obstacles, risks in space of higher altitude primarily come from moving obstacles such as other aircraft or flying vehicles in the airspace. Therefore, the ability to avoid moving obstacles becomes a necessity
for Unmanned Aerial Vehicles.
Towards enabling a UAV to autonomously sense and avoid moving obstacles, this thesis makes the following contributions. Initially, an image-based reactive motion planner is developed for a quadrotor to avoid a fast approaching obstacle. Furthermore, A Dubin’s curve based geometry method is developed as a global path planner for a fixed-wing UAV to avoid collisions with aircraft. The image-based method is unable to produce an optimal path and the geometry method uses a simplified UAV model. To compensate
these two disadvantages, a series of algorithms built upon the Closed-Loop Rapid Exploratory Random Tree are developed as global path planners to generate collision avoidance paths in real time. The algorithms are validated in Software-In-the-Loop (SITL) and Hardware-In-the-Loop (HIL) simulations using a fixed-wing UAV model and in real flight experiments using quadrotors. It is observed that the algorithm enables a UAV to avoid moving obstacles approaching to it with different directions and speeds.
for Unmanned Aerial Vehicles.
Towards enabling a UAV to autonomously sense and avoid moving obstacles, this thesis makes the following contributions. Initially, an image-based reactive motion planner is developed for a quadrotor to avoid a fast approaching obstacle. Furthermore, A Dubin’s curve based geometry method is developed as a global path planner for a fixed-wing UAV to avoid collisions with aircraft. The image-based method is unable to produce an optimal path and the geometry method uses a simplified UAV model. To compensate
these two disadvantages, a series of algorithms built upon the Closed-Loop Rapid Exploratory Random Tree are developed as global path planners to generate collision avoidance paths in real time. The algorithms are validated in Software-In-the-Loop (SITL) and Hardware-In-the-Loop (HIL) simulations using a fixed-wing UAV model and in real flight experiments using quadrotors. It is observed that the algorithm enables a UAV to avoid moving obstacles approaching to it with different directions and speeds.
ContributorsLin, Yucong (Author) / Saripalli, Srikanth (Thesis advisor) / Scowen, Paul (Committee member) / Fainekos, Georgios (Committee member) / Thangavelautham, Jekanthan (Committee member) / Youngbull, Cody (Committee member) / Arizona State University (Publisher)
Created2015
Description
The world of business has become increasingly globalized over the years. Companies are seeking business internationally and it has become common to work with people from different parts of the world. It is imperative that those who work in business understand and recognize the differences between their home country and culture, and the country and culture of those with whom they are doing business. With that being said, students who intend on going into business post graduation must keep in mind this globalized mindset when applying for jobs. As a student in the W.P. Carey School of Business at Arizona State University, I learned how important this is after receiving my International Business certificate while studying abroad for a semester in Spain. I found that the skills that I gained and what I learned about myself, and the European culture helped shape the way I view the world of business. I also believe that this helped differentiate me from other applicants when applying for internships. I believe that every business student, if willing and financially able, should study abroad not only to gain an insightful experience, but because it helps place them above other applicants when applying for jobs or internships.This project included research to find evidence that supports this belief through surveys and interviews with business students who have studied abroad in the past, and through interviews with employers and recruiters from all over the country. The creative portion of this thesis includes a promotional video, using the student interviews, as well as my own personal experience, to further promote studying abroad for business students.
ContributorsStebbings, Lauren Ashley (Author) / Koretz, Lora (Thesis director) / Moore, James (Committee member) / Laws, Michelle (Committee member) / School of Art (Contributor) / Dean, W.P. Carey School of Business (Contributor) / Department of Supply Chain Management (Contributor) / Barrett, The Honors College (Contributor)
Created2020-12