Academic literature on the topic 'D. McGrego "Human Relations" school'

The researchers wanted to see how much of an effect hiring practices have on productivity inside a business. The goal was to learn about current procedures for selecting candidates and making hiring decisions. Human resource management and growth, including the recruitment and selection procedure, its accompanying difficulties, and potential solutions. The questionnaire was used to collect the data from two hundred (200) responders from the firms in Pakistan. The findings revealed that the general population's advertisement of job openings, the usage of employment agent(s), and employee recommendations are mostly used. The approach employed for recruiting prospective staff members, it was also discovered that the technique utilized during the recruiting and selection procedure was very successful and furthermore contributed to enhancing employee performance, the study discovered that the selecting and recruiting procedures are additionally defined by many challenges, among the suggestions that were produced were the fact that prospective employees ought to be dealt with equitably in the selection and hiring process, furthermore employees must be appreciated. References Abbas, Z., Sarwar, S., Rehman, M. A., Zámečník, R., & Shoaib, M. (2022). Green HRM promotes higher education sustainability: A mediated-moderated analysis. International Journal of Manpower, 43(3), 827–843. Abbasi, S. G., Tahir, M. S., Abbas, M., & Shabbir, M. S. (2022). Examining the relationship between recruitment & selection practices and business growth: An exploratory study. Journal of Public Affairs, 22(2), e2438. Abboh, U. A., Majid, A. H., Fareed, M., & Abdussalaam, I. I. (2022). High-performance work practices lecturers’ performance connection: Does working condition matter? Management in Education, 08920206211051468. Aday, J. S., Heifets, B. D., Pratscher, S. D., Bradley, E., Rosen, R., & Woolley, J. D. (2022). Great expectations: Recommendations for improving the methodological rigor of psychedelic clinical trials. Psychopharmacology, 239(6), 1989–2010. Alajlani, S., & Yesufu, L. O. (2022). The impact of human resource practices on employee retention: A study of three private higher educational institutions in the United Arab Emirates. SA Journal of Human Resource Management, 20, 1823. Alam, A. (2022). Impact of University’s Human Resources Practices on Professors’ Occupational Performance: Empirical Evidence from India’s Higher Education Sector. In Inclusive Businesses in Developing Economies: Converging People, Profit, and Corporate Citizenship (pp. 107–131). Springer. AlHamad, A., Alshurideh, M., Alomari, K., Kurdi, B., Alzoubi, H., Hamouche, S., & Al-Hawary, S. (2022). The effect of electronic human resources management on organizational health of telecommuni-cations companies in Jordan. International Journal of Data and Network Science, 6(2), 429–438. Asan, U., & Soyer, A. (2022). A Weighted Bonferroni-OWA Operator Based Cumulative Belief Degree Approach to Personnel Selection Based on Automated Video Interview Assessment Data. Mathematics, 10(9), 1582. Asif, M. (2021). Contingent Effect of Conflict Management towards Psychological Capital and Employees’ Engagement in Financial Sector of Islamabad [PhD Dissertation, Preston University, Kohat, Islamabad Campus.]. Islamabad. Asif, M., Pasha, M. A., Mumtaz, A., & Sabir, B. (2023). Causes of Youth Unemployment in Pakistan. Inverge Journal of Social Sciences, 2(1), 41-50. Asif, M., Pasha, A., Shafiq, S., & Craine, I. (2022). Economic Impacts of Post COVID 19. Inverge Jounal of Social Sciences, 1(1), 48-57. Awan, F. H., Dunnan, L., Jamil, K., & Gul, R. F. (2023). Stimulating environmental performance via green human resource management, green transformational leadership, and green innovation: A mediation-moderation model. Environmental Science and Pollution Research, 30(2), 2958–2976. Azizah, Z., Mariya, S., Gistituati, N., & Ananda, A. (2022). Comparison Of Teacher Recruitment And Development In Indonesia And England. International Journal Of Humanities Education and Social Sciences (IJHESS), 1(6). Cahyadi, L., Cahyadi, W., Cen, C. C., Candrasa, L., & Pratama, I. (2022). HR practices and Corporate environmental citizenship: Mediating role of organizational ethical climate. Journal of Positive School Psychology, 6(2), 3083–3100. Castro, A. J. (2022). Tensions between what principals know and do: The role of labor market conditions on teacher recruitment and hiring. Leadership and Policy in Schools, 21(4), 756–779. Cohen, L. (2022). Regional elites in Socialist Yugoslavia: Changing patterns of recruitment and composition. In Leadership Selection and Patron–Client Relations in the USSR and Yugoslavia (pp. 98–136). Routledge. Dianti, J., Tisminetzky, M., Ferreyro, B. L., Englesakis, M., Del Sorbo, L., Sud, S., Talmor, D., Ball, L., Meade, M., & Hodgson, C. (2022). Association of PEEP and Lung Recruitment Selection Strategies with Mortality in Acute Respiratory Distress Syndrome: A Systematic Review and Network Meta-Analysis. American Journal of Respiratory and Critical Care Medicine. Dixson, A. C., Dawson, T. R., Di Vizio, D., & Weaver, A. M. (2023). Context-specific regulation of extracellular vesicle biogenesis and cargo selection. Nature Reviews Molecular Cell Biology, 1–23. Ercantan, O., & Eyupoglu, S. (2022). How do green human resource management practices encourage employees to engage in green behavior? Perceptions of university students as prospective employees. Sustainability, 14(3), 1718. Ghani, B., Zada, M., Memon, K. R., Ullah, R., Khattak, A., Han, H., Ariza-Montes, A., & Araya-Castillo, L. (2022). Challenges and strategies for employee retention in the hospitality industry: A review. Sustainability, 14(5), 2885. Hammond, J., Davies, N., Morrow, E. M., Ross, F., Vandrevala, T., & Harris, R. (2022). Raising The Curtain On The “Equality Theatre” In Recruitment To The Healthcare Workforce. Han, Y., Gulanowski, D., & Sears, G. J. (2022). International student graduates’ workforce integration: A systematic review. International Journal of Intercultural Relations, 86, 163–189. Harris, T. B., Jacobs, N. N., Fuqua, C. F., Lyness, J. M., Smith, P. O., Poll-Hunter, N. I., Piggott, C., & Monroe, A. D. (2022). Advancing equity in academic medicine through holistic review for faculty recruitment and retention. Academic Medicine, 97(5), 631–634. Holland, P., Dowling, P., & Brewster, C. (2022). HRM and the smart and dark side of technology. Asia Pacific Journal of Human Resources, 60(1), 62–78. Hommel, B. E., Ruppel, R., & Zacher, H. (2022). Assessment of cognitive flexibility in personnel selection: Validity and acceptance of a gamified version of the Wisconsin Card Sorting Test. International Journal of Selection and Assessment, 30(1), 126–144. Hunkenschroer, A. L., & Luetge, C. (2022). Ethics of AI-enabled recruiting and selection: A review and research agenda. Journal of Business Ethics, 178(4), 977–1007. Judge, T., & Kammeryer-Mueller, J. D. (2023). Staffing organizations. (No Title). Junior, C. de S. R., Moreira, M. Â. L., & dos Santos, M. (2022). Selection of interns for startups: An approach based on the AHP-TOPSIS-2N method and the 3DM computational platform. Procedia Computer Science, 199, 984–991. Kaewnaknaew, C., Siripipatthanakul, S., Phayaphrom, B., & Limna, P. (2022). Modelling of talent management on construction companies’ performance: A model of business analytics in Bangkok. International Journal of Behavioral Analytics, 2(1). Kokkaew, N., Jokkaw, N., Peansupap, V., & Wipulanusat, W. (2022). Impacts of human resource management and knowledge management on non-financial organizational performance: Evidence of Thai infrastructure construction firms. Ain Shams Engineering Journal, 13(6), 101750. Kooli, C., & Abadli, R. (2022). Could education quality audit enhance human resources management processes of the higher education institutions? Vision, 26(4), 482–490. Kucherov, D., & Tsybova, V. (2022). The contribution of e-recruitment practices to e-recruitment outcomes in Russian companies. Measuring Business Excellence, 26(3), 366–377. Kumar, S. (2022). The impact of talent management practices on employee turnover and retention intentions. Global Business and Organizational Excellence, 41(2), 21–34. Kwok, L. (2022). Labor shortage: A critical reflection and a call for industry-academia collaboration. International Journal of Contemporary Hospitality Management, ahead-of-print. Lee, S. W., & Mao, X. (2023). Recruitment and selection of principals: A systematic review. Educational Management Administration & Leadership, 51(1), 6–29. Li, F., Tian, Z., Bobb, J., Papadogeorgou, G., & Li, F. (2022). Clarifying selection bias in cluster randomized trials. Clinical Trials, 19(1), 33–41. Lundvall, H. (2022). Artificial Intelligence in Recruitment: Opportunities and Challenges of Implementing Artificial Intelligence in today’s Recruitment Processes. McGregor, M., Pruysers, S., Goodman, N., & Spicer, Z. (2022). Survey recruitment messages and reported turnout–an experimental study. Journal of Elections, Public Opinion and Parties, 32(2), 322–338. Mirhosseini, S.-A., Tajik, L., & Bahrampour Pasha, A. (2023). Policies of English language teacher recruitment in Iran and a glimpse of their implementation. Pedagogy, Culture & Society, 31(1), 37–55. Molina, R. I. R., Sukier, H. B., Castro, L. C. M., & Raby, N. D. L. (2022). People management model from a sustainable approach: Theories and reflections. Procedia Computer Science, 198, 596–601. Muisyo, P. K., Qin, S., Ho, T. H., & Julius, M. M. (2022). The effect of green HRM practices on green competitive advantage of manufacturing firms. Journal of Manufacturing Technology Management, 33(1), 22–40. Mukhuty, S., Upadhyay, A., & Rothwell, H. (2022). Strategic sustainable development of Industry 4.0 through the lens of social responsibility: The role of human resource practices. Business Strategy and the Environment, 31(5), 2068–2081. Ore, O., & Sposato, M. (2022). Opportunities and risks of artificial intelligence in recruitment and selection. International Journal of Organizational Analysis, 30(6), 1771–1782. Pasha, M. A., Ramzan, M., & Asif, M. (2019). Impact of Economic Value Added Dynamics on Stock Prices Fact or Fallacy: New Evidence from Nested Panel Analysis. Global Social Sciences Review, 4(3), 135-147. Rajabpour, E., Fathi, M. R., & Torabi, M. (2022). Analysis of factors affecting the implementation of green human resource management using a hybrid fuzzy AHP and type-2 fuzzy DEMA℡ approach. Environmental Science and Pollution Research, 29(32), 48720–48735. Sharif, M. M., & Ghodoosi, F. (2022). The ethics of blockchain in organizations. Journal of Business Ethics, 178(4), 1009–1025. Soleimani, M., Intezari, A., & Pauleen, D. J. (2022). Mitigating cognitive biases in developing AI-assisted recruitment systems: A knowledge-sharing approach. International Journal of Knowledge Management (IJKM), 18(1), 1–18. Subramanian, N., & Suresh, M. (2022). Assessment framework for agile HRM practices. Global Journal of Flexible Systems Management, 23(1), 135–149. Sugimori, E., & Kawasaki, Y. (2022). Cross-modal correspondence between visual information and taste perception of bitter foods and drinks. Food Quality and Preference, 98, 104539. Sun, X., El Askary, A., Meo, M. S., Zafar, N. ul A., & Hussain, B. (2022). Green transformational leadership and environmental performance in small and medium enterprises. Economic Research-Ekonomska Istraživanja, 35(1), 5273–5291. Tidwell, J., Yudien, M., Rutledge, H., Terhune, K. P., LaFemina, J., & Aarons, C. B. (2022). Reshaping residency recruitment: Achieving alignment between applicants and programs in surgery. Journal of Surgical Education. Úbeda-García, M., Marco-Lajara, B., Zaragoza-Sáez, P. C., Manresa-Marhuenda, E., & Poveda-Pareja, E. (2022). Green ambidexterity and environmental performance: The role of green human resources. Corporate Social Responsibility and Environmental Management, 29(1), 32–45. Verma, P., Kumar, V., Mittal, A., Gupta, P., & Hsu, S. C. (2022). Addressing strategic human resource management practices for TQM: The case of an Indian tire manufacturing company. The TQM Journal, 34(1), 29–69. Wang, Y.-H., Ho, T. L., Hariharan, A., Goh, H. C., Wong, Y. L., Verkaik, N. S., Lee, M. Y., Tam, W. L., van Gent, D. C., & Venkitaraman, A. R. (2022). Rapid recruitment of p53 to DNA damage sites directs DNA repair choice and integrity. Proceedings of the National Academy of Sciences, 119(10), e2113233119. Zhao, W., & Huang, L. (2022). The impact of green transformational leadership, green HRM, green innovation and organizational support on the sustainable business performance: Evidence from China. Economic Research-Ekonomska Istraživanja, 35(1), 6121–6141.

Among the many contributions of Roderick D. McKenzie to sociology are two ideas which continue to be useful in understanding modern society. First, as the main proponent and theorist of the human ecology of the Chicago School, McKenzie offers suggestions for an alternative conception of society, one that emphasizes among other things the physical basis of social relations. Secondly, McKenzie's works suggest in various ways that modern society is characterized by a growth in physical integration. The first aspect of this argument is found in his discussion of the centrality of institutions in the analysis of social relations. The second aspect is his detailed description and analysis of the “great integrated unity“ that he called the Great Society or World Society. Many decades before sociologists began to write of “globalization,“ McKenzie provides detailed description and extensive analysis of global society and many of the issues in the current globalization debate.

This research is based on the following problems: (1) How can life skills-based learning management improve the quality of graduates of SMKN 3 Samarinda? (2) What is the role of motivation in life skill-based learning management at SMKN 3 Samarinda? The objectives to be achieved are: (1) Describe learning management based on life skills to improve the quality of graduates of SMKN 3 Samarinda. (2) Describe the role of motivation in the management of life skills-based learning of students of SMKN 3 Samarinda. This research uses a descriptive qualitative approach, with the main and first instrument being the researcher himself. The results obtained in this study indicate that the achievement of life skill-based learning management to improve the quality of graduates cannot stand alone, but it is an integral part of the supporting management. Supporting factors for learning management are: (a) curriculum management, (b) student management, (c) management of educators and education personnel, (d) management of facilities and infrastructure, (d) management of financing (e) management of school and community relations , and (f) Cultural and environmental management. Learning management and 7 (seven) supporting management are carried out by carrying out management functions, namely: (a) Planning, (b) Organizing, (c) Implementation, (d) Control, (e) Monitoring, and (f) Evaluation. With the optimization of the implementation of learning management, it turns out that it can improve the quality of graduates of SMKN 3 Samarinda, namely graduates who have life skills. The successful implementation of learning management and supporting management at SMKN 3 Samarinda is due to the high motivation from all levels of management, educators and educational staff at SMKN 3 Samarinda. High motivation is owned by the ranks of learning management, curriculum management, student management, management of educators and education personnel, financial management, school and community relations management, cultural management and the school environment. Thus, high motivation has a role in realizing learning management based on life skills. Conclusion: the achievement of learning management is due to the high motivation of all elements of human resources in learning management and support management, namely: curriculum management, student management, management of educators and education personnel, management of facilities and infrastructure, financial management, school relationship management and community, and cultural management and the school environment. Each type of management carries out functions: (a) Planning, (b) Organizing, (c) Implementation, (d) Control, (e) Monitoring, and (f) Evaluation.  

The author is Associate Professor, School of Social and Cultural Studies, University of Western Australia. He gained a Geography Honours degree and MA in Applied Geography at the University of Newcastle-Upon-Tyne, and a Ph. D at the University of British Columbia. He has taught at the University of Western Australia since then, apart from 1991-1993 when he was Professor of Australian Studies at the University of Tokyo attached to the Department of International Relations at Komaba. He has published widely in various areas of political geography, including electoral geography, local government, federalism and more recently geopolitics. His most recent book, is The Geopolitics of Australia's Regional Relations (Dordrecht, Kluwer, 1999, reprinted 2001). His current research projects are in the areas of water security, Australia's "arc of instability," regionalism and Australia-Asia relations. He is a full member of the IGU Commission on the World Political Map and English-language editor of Chiri, the Japanese journal of human geography. He will be Visiting Professor at the University of Kyoto during 2003.

This study aims to obtain the potential of schools in each marketing mix variable to build the image of the school in order to increase the number of students at SMP Kristen Krida Wacana Sragen. This research uses a descriptive qualitative method. Collecting data through interviews, observations, and documentation studies. The data analysis technique uses the Miles and Huberman model (interaction model). Data validation with source triangulation and technical triangulation. The results of the research show 1. Building the image of the school to increase the number of students is carried out in fellowship activities and meetings both in the church environment, Christian student associations, and Christian religious teacher meetings, by introducing the advantages of the school. Promotion through the distribution of brochures and banners, presentations at churches, door-to-door/visits to prospective students, and social media. 2. Weaknesses and obstacles in building a school's image include not having a planned and systematic program, not having a public relations department, every promotion is not well documented, not having a special promotion team, schools targeted for promotion being limited, promotional content lacks appeal, costs promotion is limited, human resources are limited, communication with the church is less intense, there is no new form of promotion, committee, and foundations are less actively involve the d in promotion, and teachers are less active in building an image with infectious messages. 3. The implications of the marketing mix in building the image are a) product in the form of superior choir extracurricular programs, b) price, maintaining current prices, strengthened in seeking sponsors and donors, c) Place, improving the environment/classroom where teaching and learning activities are conducted, d) promotion, planning good promotions, building partnerships, and looking for uniqueness or differentiation, e) people, improving performance, building communication, school image culture, forming a public relations department f) physical evidence, improving infrastructure in the form of environmental management, painting, making schools green, and improving the appearance of the front facing the highway g) Process, service improvement and implementation of supervision by the principal in a good and planned manner.

This study describes the moral values in the tales of the Classica Kompas website from January to April 2020 edition. The results of this study utilize the tales of the Classica Kompas website as the content of moral values in Indonesian language learning at the junior high school level. The method used in this research is descriptive qualitative. Data collection techniques using documentation study techniques. The data analysis technique used is descriptive qualitative. Technique of presenting data by describing the moral values found. The results of data analysis found that there are 4 types of moral values, namely (a) human relationship with God; (b) man's relationship with himself; (c) human-human relations in the social sphere; (d) human relationship with nature.ABSTRAKPenelitian ini mendeskripsikan nilai moral dalam dongeng situs Klasika Kompas edisi Januari sampai April 2020. Hasil penelitian ini memanfaatkan dongeng situs Klasika Kompas sebagai muatan nilai moral dalam pembelajaran Bahasa Indonesia tingkat SMP. Metode yang digunakan dalam penelitian ini yaitu deskriptif kualitatif. Teknik pengumpulan data menggunakan teknik studi dokumentasi. Teknik analisis data yang digunakan yaitu deskriptif kualitatif. Teknik penyajian data dengan mendeskripsikan nilai moral yang ditemukan. Hasil analisis data yang ditemukan terdapat 4 jenis nilai moral yaitu (a) hubungan manusia dengan Tuhan; (b) hubungan manusia dengan dirinya sendiri; (c) hubungan manusia dengan manusia dalam lingkup sosial; (d) hubungan manusia dengan alam.