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Relevant bibliographies by topics / Employee selection

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Academic literature on the topic 'Employee selection'

Author: Grafiati

Published: 4 June 2021

Last updated: 30 July 2024

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Journal articles on the topic "Employee selection"

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Lisowski, Olaf, and Mateusz Grajek. "Social determinants of employee selection and interviewing." Journal of Education, Health and Sport 13, no. 4 (March 1, 2023): 297–305. http://dx.doi.org/10.12775/jehs.2023.13.04.035.

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The problem of effective personnel planning was and is an indispensable part of the management of any enterprise. Every owner makes every effort to ensure that the people employed achieve the established goals and strategies of the organization, thereby contributing to the growth of prestige and expansion of capital. A significant capital of any organization is personnel, or human capital, which is why the proper selection of employees is such an important element. For some time now, organizations have been making every effort to ensure that employees are not only properly educated and trained, but are well aligned with the company's mission. Large corporations, want to have an employee as if "on their own," so the goals of both the employer and the employee are important. People for whom professional success is not the most important thing would not be able to find their way in a large international organization. The recruitment and selection process is therefore a key element to check whether a candidate is the right person and in the right place.

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Novianti, Deny, Anggi Oktaviani, Dahlia Sarkawi, Aldyanto Aldyanto, and Ahmad Faren Syahidan. "The Best Employee Decision Support System Using the Analytical Hierarchy Process Method at PT ASDP Indonesia Ferry (Persero)." Jurnal Riset Informatika 5, no. 3 (June 9, 2023): 295–302. http://dx.doi.org/10.34288/jri.v5i3.454.

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The selection of the best employees aims to spur employee morale in improving employee performance and dedication in the company. The selection of best employees is selected based on company criteria. PT ASDP Indonesia Ferry (PERSERO), the best employee criteria applied by the company are Work Quantity, Work Quality, Attendance, Teamwork, and Initiative. Employee assessment is carried out every month by the assessment team (Vice President (VP) and Manager). The problem faced is determining the best employees with criteria and alternatives that are calculated manually. This system is a Decision Support System (DSS) built using the Analytical Hierarchy Process (AHP) method. Previously, the evaluation process for selecting the best employees had never been done. Some of the problems encountered were the absence of an employee performance appraisal process, no appropriate selection method, and a Decision Support System (DSS) was not available that could make it easier to assess the selection of the best employees.

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Novianti, Deny, Anggi Oktaviani, Dahlia Sarkawi, Aldyanto Aldyanto, and Ahmad Faren Syahidan. "The Best Employee Decision Support System Using the Analytical Hierarchy Process Method at PT ASDP Indonesia Ferry (Persero)." Jurnal Riset Informatika 5, no. 3 (June 23, 2023): 295–302. http://dx.doi.org/10.34288/jri.v5i3.221.

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Selecting the best employees aims to spur employee morale by improving performance and dedication. The selection of the best employees is selected based on company criteria. PT ASDP Indonesia Ferry (PERSERO) The best employee criteria applied by the company are Work Quantity, Work Quality, Attendance, Teamwork, and Initiative. Employee assessment is carried out every month by the assessment team (Vice President (VP) and Manager). The problem faced is determining the best employees with criteria and alternatives that are calculated manually. This system is a Decision Support System (DSS) built using the Analytical Hierarchy Process (AHP) method. Previously, the evaluation process for selecting the best employees had never been done. Some of the problems encountered were the absence of an employee performance appraisal process, there was no appropriate selection method, and a Decision Support System (DSS) was not available that could make it easier to assess the selection of the best employees.

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Siregar, M. Ilham A., Danyl Mallisza, Wahyuni Yahyan, and Harry Setya Hadi. "Sistem Pendukung Keputusan Penerimaan Pegawai pada Universitas Ekasakti Menggunakan Metode AHP." Indonesian Journal of Computer Science 8, no. 1 (April 30, 2019): 45–54. http://dx.doi.org/10.33022/ijcs.v8i1.157.

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Private companies, government agencies and educational institutions are still experiencing difficulties in selecting employees / employees who are in accordance with their needs and experts in their respective fields. With the increasing number of workers who have different abilities, recruiting new employees requires selection of prospective employees at Ekasakti University, because if this is done manually, it will make it difficult for the staff to receive and also be prone to mistakes in decision making. The decision making system method (Decisions Support System) can be used to help the selection of new employee recipients with the AHP Method. Selection of new employee admissions by the AHP (Analytical Hierarchy Process) method can help solve the case of selecting employee recruitment. The model of applying dynamic logic applied in the AHP (Analytical Hierarchy Process) has the advantage that the selection process provides very flexible results

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Lulu Dia Marito Sitompul, Keti Gabryriel Purba, and Soeb Aripin. "Penerapan Metode Multi-Objective Optimization on the Basis of Simple Ratio Analysis Dalam Seleksi Pengangkatan Karyawan Tetap." Journal of Informatics Management and Information Technology 3, no. 2 (April 30, 2023): 55–62. http://dx.doi.org/10.47065/jimat.v3i2.253.

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Improvement of status as a permanent employee is a form of career advancement for a contract employee. because permanent employees are the main asset for a company. In selecting permanent employees for a company, there are some employees who volunteer to take part in the selection to become permanent employees. permanent employee selection is carried out in stages such as file selection, oral or written tests and interviews. Usually the selected employees are sometimes far from what is expected, so it is necessary to use a decision-making system as the final result, so a decision support system is needed using the Multi-Objective Optimization on the Basis of Simple Ratio Analysis (MOOSRA) method. The application of the Multi-Objective Optimization on the Basis of Simple Ratio Analysis (MOOSRA) method used in the selection of permanent employees is to find the best employees in a company. Decision support systems are used to assist decision making to determine permanent employees. The results of this study can assist decision making in determining which employees are selected to become permanent employees. From the results of the calculation of the Multi-Objective Optimization on the Basis of Simple Ratio Analysis (MOOSRA) method, the selection of permanent employees is based on predetermined criteria, an employee named "Eben" alternative A7 with a preference value of 7.086 as an employee who is eligible to become a permanent employee.

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Imaduddin, Encep Fahmi, Entin Sutinah, and Nani Agustina. "Metode Profile Matching Dalam Sistem Pendukung Keputusan Pemilihan Pegawai Terbaik." Journal of Students‘ Research in Computer Science 4, no. 2 (April 19, 2024): 215–26. http://dx.doi.org/10.31599/gfccm491.

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Tri Jaya Mart has implemented a best employee selection system to motivate its employees to have a better career path. However, the selection of employees currently only looks at one employee with the highest attendance rate every month and if there is the same then it is chosen subjectively. Selection in this way, researchers feel less effective because it only uses one criterion by not paying attention to other supporting criteria and often more than one best employee candidate is obtained. As well as conflicts between employees due to injustice during promotion. The purpose of this research is to find out the best employee selection process that is currently running where currently out of five employees who work at Tri Jaya Mart, in the process of selecting the best employee, implementing the profile matching method in making a decision so as to provide alternative problem solving in choosing the best employee to be promoted to store manager. In this study using three criteria, namely aspects of work attitude, personality aspects and intelligence aspects. From several steps that have been applied using the profile matching method, the results obtained are the right decision and as expected for stakeholders in choosing the best employee in the order of employee two, employee four, employee one, employee three and employee five.

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Suseno, Beka, and Suyanto -. "IMPLEMENTATION OF THE BEST EMPLOYEES SELECTION IN WANAPOTENSI GUNA (WPG) COMPANIES USING TOPSIS METHOD BASED ON WEBSITE." Jurnal Sistem Informasi dan Ilmu Komputer Prima(JUSIKOM PRIMA) 6, no. 1 (August 19, 2022): 43–48. http://dx.doi.org/10.34012/jurnalsisteminformasidanilmukomputer.v6i1.2813.

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The number of employees at PT. Wanapotensi Guna will make it difficult for companies to find the best employees, the aim is to improve employee performance to be better every year, the best employee selection is held. The problem that occurs in the process of selecting the best employees so far is that data processing is still manual so it takes a long time. Based on the problems above, the researcher provides a solution to make a decision support system for selecting the best employees using the Topsis method and the Waterfall development method and the programming language used is PHP. Results with DSS for selecting the best employees at PT. Wanapotensi Guna can also minimize the risk of losing employee data, making selection evaluation criteria. the best employees according to predetermined criteria, Keywords :SPK,Best Employee, Topsis, Waterfall .Php.

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Swamy, Chaya J., Kethana Arasu, and M. P. Pradeep. "A Study on Recruitment and Selection process in the Manufacturing Industry." Advances In Management 16, no. 2 (May 15, 2023): 1–9. http://dx.doi.org/10.25303/1602aim0109.

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Recruitment and selection are the most important process of any organization in analysing the candidates to bring in resourceful talents. The study is made to analyse the recruitment and selection process, the employees’ satisfaction level with the current recruitment practices and also to identify the impact of employment and selection process on organization presentation. To arrive at the required data for analysis, both primary and secondary data collection methods were employed. From the study, it is understood that utilisation of fair, valid and reliable recruitment and selection process helps in improving the business by the point view of market by helping in decision-making in critical situations. To know the employee satisfaction levels, recruitment and Selection process can be used to understand the requirement of motivational and encouraging activities that are conducted to improve the skills, experience and information of the employer and employee. Identifying the strengths and weakness of the employee is very essential for organizational growth which leads to bring about changes inside the business with regard to a variety of factors including working conditions, the attitudes and behaviours of employers who execute their jobs well, productivity-boosting strategies, the usage of cutting-edge technology etc.

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Wijekuruppu, Chamila Kumudunee, Alan Coetzer, and Pattanee Susomrith. "The prospective applicability of the strengths-based approach to managing and developing employees in small businesses." Journal of Organizational Effectiveness: People and Performance 8, no. 3 (July 6, 2021): 323–46. http://dx.doi.org/10.1108/joepp-04-2020-0051.

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PurposeThe strength-based approach is promulgated as a management practice that improves individual productivity and performance. This study's purpose is to explore the prospective applicability of the strengths-based approach to managing and developing employees in small businesses. The study focuses on four domains of practice: selection, training, performance evaluation and task assignment.Design/methodology/approachThe study employed semi-structured, face-to-face interviews to obtain data. The units of analysis were managers and employees of small businesses. Eleven managers and 19 employees were interviewed. Data analysis involved thematic analysis with the NVivo 12 software program.FindingsFirst, the small businesses used a strengths-based approach for employee selection during employees' temporary status of employment and in employee task assignment. However, managers did not employ a strengths-based approach to employee selection during selection interviews, training or performance evaluations. Second, the managers perceived strengths identification as a difficult task. Based on personal observations, they perceived employees' positive character traits, job-related skills and work-related efficiency as employee strengths.Practical implicationsThis study informs managers about a potential alternative to the traditional weakness-based management practice. The findings and conceptual arguments suggest that a strengths-based approach can provide a cost-effective alternative to the resource-intensive approaches commonly employed to enhance employee productivity and performance.Originality/valueThe study provides the first empirical evidence on the prospective applicability of the strengths-based approach to small businesses and explores conceptually the suitability of the said approach to this context.

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Barus, Ernita Br. "Sistem Pendukung Keputusan Pemilihan Best Employee Dengan Menerapkan Metode MABAC." TIN: Terapan Informatika Nusantara 2, no. 9 (February 25, 2022): 551–57. http://dx.doi.org/10.47065/tin.v2i9.1028.

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This study aims to identify and evaluate the existing assessment system/procedure and to produce a decision support system for selecting the best employee based on employee performance at PT Smart Glove Indonesia. The selection of the best employees at this time is based on the leadership's personal assessment with reference to the criteria of knowledge, responsibility, cooperation, discipline, and employee attendance which results in irrelevant decisions due to lack of control from the leadership. This system was developed using the multi-attributive border approximation area comparison (MABAC) method using MySQL programming and Microsoft Visual Basic Net 2008. This information system can be used to process employee data in the employee evaluation process and selecting the best employees. The output of this system is the calculation value of the best employee selection at PT Smart Glove Indonesia using the multi-attributive border approximation area comparison (MABAC) method and the best employee recommendation for PT Smart Glove Indonesia

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Dissertations / Theses on the topic "Employee selection"

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Chirico, Kristina Eva Lewis Philip M. "Predicting objective measures of performance." Auburn, Ala., 2005. http://hdl.handle.net/10415/1286.

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Chang, Christopher S. "Indecision in Employee Selection." Bowling Green State University / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1381750837.

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Ramsay, Mark J. "Comparing Five Empirical Biodata Scoring Methods for Personnel Selection." Thesis, University of North Texas, 2002. https://digital.library.unt.edu/ark:/67531/metadc3220/.

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A biodata based personnel selection measure was created to improve the retention rate of Catalog Telemarketing Representatives at a major U.S. retail company. Five separate empirical biodata scoring methods were compared to examine their usefulness in predicting retention and reducing adverse impact. The Mean Standardized Criterion Method, the Option Criterion Correlation Method, Horizontal Percentage Method, Vertical Percentage Method, and Weighted Application Blank Method using England's (1971) Assigned Weights were employed. The study showed that when using generalizable biodata items, all methods, except the Weighted Application Blank Method, were similar in their ability to discriminate between low and high retention employees and produced similar low adverse impact effects. The Weighted Application Blank Method did not discriminate between the low and high retention employees.

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Becton, J. Bret Feild Hubert S. "Candidate reactions to three assessment center exercises a field study /." Auburn, Ala., 2005. http://repo.lib.auburn.edu/2005%20Summer/doctoral/BECTON_J._14.pdf.

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Karas, Melissa M. "Recruitment and retention from a to z variables for all organizations to consider /." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 2005. http://www.kutztown.edu/library/services/remote_access.asp.

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Thesis (M.P.A. )--Kutztown University of Pennsylvania, 2005.
Source: Masters Abstracts International, Volume: 45-06, page: 2945. Typescript. Abstract precedes thesis as 1 leaf ( iii ). Includes bibliographical references (leaves 70-72 ).

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Ward, Sandy. "The impact of selection : applicant and work attitudes." Thesis, Queensland University of Technology, 2000.

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Quartetti, Douglas A. "A Monte Carlo assessment of estimation in utility analysis." Diss., Georgia Institute of Technology, 1996. http://hdl.handle.net/1853/29371.

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Frye, N. Kathleen. "Pre-employment knowledge measurement and relationship to recruitment methods and previous job and organizational exposure /." Diss., St. Louis, Mo. : University of Missouri--St. Louis, 2007. http://etd.umsl.edu/r2421.

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Racey, Tim. "Employee Selection Strategies in Casual Dining Restaurants." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3317.

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Annual turnover for hourly employees in the hospitality industry averages 102%. The costs associated with hiring and training new employees are estimated at 150% of an employee's salary for businesses with more than 30 employees. The purpose of this case study was to examine the personnel selection strategies used in the casual dining sector. The sample for this study was 6 casual dining restaurant managers in the central Georgia area. Three of the participants used online selection strategies and 3 participants used intuition-based strategies. The objective of this study was to compare the similarities and differences between each respective personnel selection strategy. The conceptual framework employed is a resource-based view of the firm. Data were collected through semi structured face-to-face interviews. Data analysis occurred through coding and theming and revealed common themes between both groups. These themes were related to assessment of the application, applicant experience, applicant skills, traits, and abilities (online), and interviewing of the applicant. By implementing the recommendations from this study, managers in casual dining restaurants could affect social change whereby selecting employees who fit the restaurant environment and would demonstrate a higher self-efficacy and a better work-life balance. Promoting traits of self-efficacy and work-life balance would also create retention among hourly employees, saving restaurant organizations millions of dollars.

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Shikongo, Johanna Nelago. "Staff attraction and retention : a model for a Namibian state-owned enterprise." Thesis, Cape Peninsula University of Technology, 2011. http://hdl.handle.net/20.500.11838/1739.

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Thesis (MTech (Human Resource Management))--Cape Peninsula University of Technology, 2011
In order for any organisation to achieve its goals, a committed workforce is essential. It has, however, become a great challenge for organisations to attract and retain employees as the power of success has shifted from organisations to employees. The organisation that is committed to attraction and retention of staff is likely to gain a competitive advantage, as staff members are satisfied and give optimum production levels. The purpose of the study was to determine and investigate factors that affect attraction and retention of staff at NIP in order to suggest possible interventions that could be employed to attract and retain staff in future. In order to obtain desired results, the researcher used a mixed-method approach. Questionnaires were distributed to all non-management NIP employees and semi-structured interviews were conducted with four (4) purposively selected NIP managers. Statistical analysis was used to analyse data, which was obtained by means of questionnaires, and content analysis was used for data that was obtained by means of semi-structured interviews. The study revealed that NIP staff members are dissatisfied with the company policies and practices, as the company does not always pay effective attention to them. Some of them indicated that they only worked as a means of survival; because of passion for their jobs; to save lives; and owing to the scarcity of jobs, since the industry is small. It is, therefore, necessary to pay attention to factors that this study has produced as obstacles in the way of NIP to employ an effective recruitment and retention strategy for its employees.

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Books on the topic "Employee selection"

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Lewis, Christopher. Employee selection. London: Hutchinson, 1985.

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Lewis, Christopher. Employee selection. London: Hutchinson, 1985.

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G, Lewis Christopher. Employee selection. London: Hutchinson, 1985.

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Currie, Julia. Recruitment & selection. Manchester: Open College, 1995.

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Farr, James L., Nancy T. Tippins, Walter C. Borman, David Chan, Michael D. Coovert, Rick Jacobs, P. Richard Jeanneret, et al., eds. Handbook of Employee Selection. Second edition. | New York, NY : Routledge, 2017.: Routledge, 2017. http://dx.doi.org/10.4324/9781315690193.

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L, Farr James, and Tippins Nancy Thomas 1950-, eds. Handbook of employee selection. New York: Routledge, 2010.

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Plumbley, Philip. Recruitment and selection. 5th ed. London: Institute of Personnel Management, 1991.

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Cook, Mark. Personnel selection and productivity. Chichester: Wiley, 1988.

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Anderson, Neil, and Ute Hülsheger. Employee Selection and Performance Management. 1 Oliver's Yard, 55 City Road, London EC1Y 1SP United Kingdom: SAGE Publications Ltd, 2008. http://dx.doi.org/10.4135/9781446261507.

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Thornton, Rex H. The employee selection system: Hiring employees for your rental stores. Grapevine, TX: Performance Management Associates, 1989.

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Book chapters on the topic "Employee selection"

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Kurec, Anthony S. "Employee Selection." In Clinical Laboratory Management, 293–308. Washington, DC, USA: ASM Press, 2014. http://dx.doi.org/10.1128/9781555817282.ch15.

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Lefkowitz, Joel, and Rodney L. Lowman. "Ethics of Employee Selection." In Handbook of Employee Selection, 575–98. Second edition. | New York, NY : Routledge, 2017.: Routledge, 2017. http://dx.doi.org/10.4324/9781315690193-26.

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Reynolds, Douglas H., and David N. Dickter. "Technology and Employee Selection." In Handbook of Employee Selection, 855–73. Second edition. | New York, NY : Routledge, 2017.: Routledge, 2017. http://dx.doi.org/10.4324/9781315690193-39.

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Caligiuri, Paula, and Karen B. Paul. "Selection in Multinational Organizations." In Handbook of Employee Selection, 797–811. Second edition. | New York, NY : Routledge, 2017.: Routledge, 2017. http://dx.doi.org/10.4324/9781315690193-36.

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Mohammed, Susan, and Alexander S. McKay. "Selection for Team Membership." In Handbook of Employee Selection, 812–32. Second edition. | New York, NY : Routledge, 2017.: Routledge, 2017. http://dx.doi.org/10.4324/9781315690193-37.

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Dorsey, David W., Jaclyn Martin, David J. Howard, and Michael D. Coovert. "Cybersecurity Issues in Selection." In Handbook of Employee Selection, 913–30. Second edition. | New York, NY : Routledge, 2017.: Routledge, 2017. http://dx.doi.org/10.4324/9781315690193-41.

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Kehoe, Jerard F., Stefan T. Mol, and Neil R. Anderson. "Managing Sustainable Selection Programs." In Handbook of Employee Selection, 205–25. Second edition. | New York, NY : Routledge, 2017.: Routledge, 2017. http://dx.doi.org/10.4324/9781315690193-9.

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Putka, Dan J. "Reliability." In Handbook of Employee Selection, 3–33. Second edition. | New York, NY : Routledge, 2017.: Routledge, 2017. http://dx.doi.org/10.4324/9781315690193-1.

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Cascio, Wayne F., and John C. Scott. "The Business Value of Employee Selection." In Handbook of Employee Selection, 226–48. Second edition. | New York, NY : Routledge, 2017.: Routledge, 2017. http://dx.doi.org/10.4324/9781315690193-10.

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Ones, Deniz S., Stephan Dilchert, Chockalingam Viswesvaran, and Jesús F. Salgado. "Cognitive Ability." In Handbook of Employee Selection, 251–76. Second edition. | New York, NY : Routledge, 2017.: Routledge, 2017. http://dx.doi.org/10.4324/9781315690193-11.

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Conference papers on the topic "Employee selection"

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Singh, Krishna Kumar, and Rina Pandey. "Predicting Employee Selection using Machine Learning Techniques." In 2021 3rd International Conference on Advances in Computing, Communication Control and Networking (ICAC3N). IEEE, 2021. http://dx.doi.org/10.1109/icac3n53548.2021.9725777.

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Sari, Ria Eka, Abdul Meizar, Dahriani Hakim Tanjung, and Ahir Yugo Nugroho. "Decision making with AHP for selection of employee." In 2017 5th International Conference on Cyber and IT Service Management (CITSM). IEEE, 2017. http://dx.doi.org/10.1109/citsm.2017.8089285.

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Ibrahim, Mohamad Andri, Nanik Eprianti, and Akhmad Yusup. "Selection of Priority Needs for Employee Recruitment in Islamic Banking." In 2nd Social and Humaniora Research Symposium (SoRes 2019). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/assehr.k.200225.076.

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Rumanko, Boris, Zuzana Lušňáková, Mária Šajbidorová, and Silvia Lenčéšová. "CASE STUDY OF DIAGNOSTIC METHODS AND THEIR USE IN EMPLOYEE SELECTION." In 15th International Bata Conference for Ph.D. Students and Young Researchers. Tomas Bata University in Zlín, 2019. http://dx.doi.org/10.7441/dokbat.2019.091.

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Ozpinar, Alper, and Baris Civikgedey. "Blue-collar employee selection with computer aided assessment center in manufacturing." In 2010 9th International Conference on Information Technology Based Higher Education and Training (ITHET). IEEE, 2010. http://dx.doi.org/10.1109/ithet.2010.5480086.

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Yağmur, Giray, Büşra Sarıkaya, and ve Nima Najaflou. "Comparative Analysis of Resampling and Feature Selection Methods for Employee Turnover Prediction." In 2023 31st Signal Processing and Communications Applications Conference (SIU). IEEE, 2023. http://dx.doi.org/10.1109/siu59756.2023.10224012.

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Prasetyo, Basuki Hari, Mujito, Dian Anubhakti, and Muhammad Idrus. "Implementation of Algorithm TOPSIS and ISO 9126 on the Selection of Employee Acceptance." In International Conference on IT, Communication and Technology for Better Life. SCITEPRESS - Science and Technology Publications, 2019. http://dx.doi.org/10.5220/0008930801400146.

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Sonatha, Yance, Meri Azmi, Resy Liza, Rasyidah Rasyidah, and Rita Afyenni. "Synergizing AHP and SMART: An Integrated Decision Support System for Best Employee Selection." In Proceedings of the 11th International Applied Business and Engineering Conference, ABEC 2023, September 21st, 2023, Bengkalis, Riau, Indonesia. EAI, 2024. http://dx.doi.org/10.4108/eai.21-9-2023.2342893.

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Jorovlea, Elvira, and Tudor Pascaneanu. "Counterproductive behavior measure to increase employee productivity." In The 8th International Conference "Management Strategies and Policies in the Contemporary Economy". Academy of Economic Studies of Moldova, 2023. http://dx.doi.org/10.53486/icspm2023.25.

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In recent years, there has been an increase in interest in researching workplace behaviors that cause harm to employees or the organization, especially, because of the harmful consequences and associated costs. Consequences include economic ones, for example, loss of productivity due to late work, theft or sabotage, and psychological ones such as withdrawal or low job satisfaction - for those who are targets of interpersonal counterproductive behaviors; the high degree of stress and insecurity – for those who perceive such behaviors. Consequences are important arguments for the need to identify predictors of counterproductive behaviors, both interpersonal and organizational. Such information will help organizational actors to find ways to prevent these acts during the selection process, focusing on those predictors of personality that determine counterproductive behavior or at the level of the organization, taking into account situational factors that may trigger or encourage such behaviors. In the intrapersonal stage, the degree of responsibility of the individual who records the observation is of great importance. This determines how the deviance is perceived (whether the ,,guilty” is guilty or not), the causes that the individual attributes to the perceived behavior (whether it is moral or immoral) and the actions he will take in connection with it (whether or not he discloses the information). At the interpersonal level, the observer faces social influences from the “guilty” (presenting attenuated circumstances, using excuses or justifications, emphasizing the isolated character and even intimidation) issues that make it difficult to report.

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Mahmood, Sabahat, and Irfan Manarvi. "Establishing the traits for best performing employee selection in telecom sector through data mining." In Industrial Engineering (CIE39). IEEE, 2009. http://dx.doi.org/10.1109/iccie.2009.5223641.

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Reports on the topic "Employee selection"

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Goda, Gopi Shah, and Colleen Flaherty Manchester. Incorporating Employee Heterogeneity into Default Rules for Retirement Plan Selection. Cambridge, MA: National Bureau of Economic Research, July 2010. http://dx.doi.org/10.3386/w16099.

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Goda, Gopi Shah, Damon Jones, and Colleen Flaherty Manchester. Retirement Plan Type and Employee Mobility: The Role of Selection and Incentive Effects. Cambridge, MA: National Bureau of Economic Research, March 2013. http://dx.doi.org/10.3386/w18902.

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Karam, Sofia, Morteza Nagahi, Vidanelage Dayarathna, Junfeng Ma, Raed Jaradat, and Michael Hamilton. Integrating systems thinking skills with multi-criteria decision-making technology to recruit employee candidates. Engineer Research and Development Center (U.S.), June 2021. http://dx.doi.org/10.21079/11681/41026.

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The emergence of modern complex systems is often exacerbated by a proliferation of information and complication of technologies. Because current complex systems challenges can limit an organization's ability to efficiently handle socio-technical systems, it is essential to provide methods and techniques that count on individuals' systems skills. When selecting future employees, companies must constantly refresh their recruitment methods in order to find capable candidates with the required level of systemic skills who are better fit for their organization's requirements and objectives. The purpose of this study is to use systems thinking skills as a supplemental selection tool when recruiting prospective employees. To the best of our knowledge, there is no prior research that studied the use of systems thinking skills for recruiting purposes. The proposed framework offers an established tool to HRM professionals for assessing and screening of prospective employees of an organization based on their level of systems thinking skills while controlling uncertainties of complex decision-making environment with the fuzzy linguistic approach. This framework works as an expert system to find the most appropriate candidate for the organization to enhance the human capital for the organization.

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Ichniowski, Casey, and Anne Preston. Does March Madness Lead to Irrational Exuberance in the NBA Draft? High-Value Employee Selection Decisions and Decision-Making Bias. Cambridge, MA: National Bureau of Economic Research, March 2012. http://dx.doi.org/10.3386/w17928.

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Panopoulou, Giota, and Ariadna García Prado. Enrolling the Self-Employed in Mandatory Health Insurance in Colombia. Inter-American Development Bank, December 2008. http://dx.doi.org/10.18235/0008599.

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The introduction of mandatory health insurance in developing countries is often questioned because of the difficulties in enrolling self-employed workers, who represent a segment of the labor force that is increasing in size. Partial population coverage, coupled with adverse selection effects, raises serious concerns about the financial viability of social health insurance schemes. Despite these difficulties, an increasing number of developing countries have implemented social health insurance schemes with the aim of attaining universal health coverage and improving access to health services. In Colombia, major health sector reform was launched in 1993 with the extension of mandatory social health insurance as its cornerstone. In this paper, we assess the impact that Colombia¿s health sector reform had on the enrollment of self-employed workers in the social health insurance scheme. We use two national-level Living Standards Measurement Surveys conducted in Colombia in 1997 and 2003, respectively, and find that health insurance enrollment rates among the self-employed increased considerably between the two time periods, although evidence of adverse selection observed in 1997 continued to be present in 2003. We identify several factors that may explain the change in these enrollment patterns, and we discuss measures to combat adverse selection.

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Nicholson, Sean, Kate Bundorf, Rebecca Stein, and Daniel Polsky. The Magnitude and Nature of Risk Selection in Employer-Sponsored Health Plans. Cambridge, MA: National Bureau of Economic Research, September 2003. http://dx.doi.org/10.3386/w9937.

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Yusrina, Asri, Emilie Berkhout, Daniel Suryadarma, and Luhur Bima. Can the Teacher Professional Education Admission Criteria in Indonesia Predict Teacher Performance? Research on Improving Systems of Education (RISE), March 2023. http://dx.doi.org/10.35489/bsg-rise-ri_2023/055.

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Studies find that effective teachers raise student test achievement and lead to higher future earnings for the students (Chetty et.al, 2014; Hanushek, 2011). Teacher selection and the criteria used in making the selection are important because they aim to identify such effective teachers. Identifying teachers with such potential is relatively more cost-effective than other policies applied after the teachers have teaching jobs (Klassen and Kim, 2019; Hobson et al., 2010). Many studies focus on selecting teachers based on the information collected at the time of hire to predict student outcomes (Jacob et al., 2018; Hill et al., 2012; Staiger and Rockoff, 2010). Other studies identify potentially effective teachers even before they become teachers. Those studies use information from teacher education programme admission criteria to predict teacher candidates’ success in the programme (Heinz, 2013; Casey and Child, 2011; Caskey et al., 2001). Among teacher selection criteria, studies identified predictors of subsequent performance including undergraduate grades, written tests, interviews, and teaching practice. In developing countries, studies on teacher selection are virtually non-existent. We found two studies that focus on the selection of teachers during hiring. Both use candidates’ screening tests results to predict student learning outcomes (Araujo et al., 2020; Cruz-Aguayo et al., 2017). However, we did not find studies in developing country contexts that focus on selection of teachers into education programmes or how the admission criteria relate to student learning outcomes. Whether focusing on selecting teachers during their education programme or as they go through the recruitment process, studies on teacher selection across countries have the same underlying question: Will the criteria be able to identify effective teachers? The idea of teacher selection to improve the quality of the teaching force is appealing. For instance, in high performing countries in PISA, like Japan and Korea, where there are many teacher colleges (Ingersoll, 2007) and the most prevalent teacher employment is civil-service, great attention is paid to the quality of selection into teacher education programmes (OECD, 2018). Teacher selection is arguably more critical in developing countries. In most developing countries, the entry into teacher education programmes lacks selectivity and teacher qualifications tend to be set lower compared to other professional jobs (Béteille and Evans, 2019). Across all developing countries, a larger number of teachers are employed and account for most of the education spending, but their effect on student outcomes is small (ADB, 2021; Crawfurd and Pugatch, 2021). This suggests the need for more attention to policies such as the selection of teachers and criteria used to identify those best suited to teach in the classroom. In Indonesia, where the teacher recruitment system lacks a strong mechanism to ensure quality (Huang et al., 2020) and the teacher in-service training has not been effective (Revina et al., 2020), a potential way to improve the pool of teachers is through enhanced selection of individuals who will become teachers. We specifically question whether we can predict a teacher’s performance using information available when they were a teacher candidate. Admission criteria for teacher education are presumably intended to identify candidates who have the greatest likelihood of being able to do well in the academic programme and ultimately in the classroom as a professional. The identification of criteria that predict teacher subsequent performance would give policy makers a stronger understanding of where programme improvement may be needed.

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Gentile, Elisabetta, Nikita Kohli, and Nivedhitha Subramania. Barriers to Entry: Decomposing the Gender Gap in Job Search in Urban Pakistan. Asian Development Bank, December 2023. http://dx.doi.org/10.22617/wps230551-2.

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Using matched data from three sources in Lahore, Pakistan, the paper finds that employers’ gender restrictions are a larger constraint on women’s job opportunities than supply-side decisions. At higher levels of education, demand-side barriers relax, allowing women to qualify for more jobs but at lower salaries. On the supply side, educated women become more selective in their search.

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Almulihi, Qasem, and Asaad Shujaa. Does Departmental Simulation and Team Training Program Reduce Medical Error and Improve Quality of Patient Care? A Systemic Review. INPLASY - International Platform of Registered Systematic Review and Meta-analysis Protocols, March 2022. http://dx.doi.org/10.37766/inplasy2022.3.0006.

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Review question / Objective: This systematic review aimed to assess whether human simulations or machine stimulations programs would help to prevent medical errors and improve patient safety. Information sources: The search terms “Medical Simulation” [Mesh], “Medication Errors” [Mesh], “Patient safety” [Mesh] were implemented, to be as specific and selective as possible. We searched for all the publications in the Medline database, Web of Science, and Google Scholar from 2000 (when the idea of simulation in healthcare to prevent ME was employed for the first time by the Institute of Medicine (IOM)) to Feb 2022 with only English language-based literature Electronic databases.

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Goñi Pacchioni, Edwin A., Alessandra Gonzales, and Guadalupe Montenegro. The “Real” Value of Failure in Entrepreneurship. Inter-American Development Bank, September 2023. http://dx.doi.org/10.18235/0005120.

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Evidence about the effectiveness of entrepreneurship public programs in Latin America on beneficiary startups across the region has shown average positive impacts on survival rates, attraction of investments, sales, profits, hiring, wages paid, taxes paid, etc. Yet, for those beneficiaries whose startups fail to succeed under these metrics (either due to failure to launch or failure to survive and grow), there is a commonly accepted notion that such a failure brings in social value as the likelihood of founding future successful startups should increase after learning from failure. This paper empirically addresses this contention by exploiting two datasets of administrative records from Brazil: the registry of firms (Cadastro), which identifies founders of firms, and the payroll administrative records (RAIS), which provide longitudinal information on characteristics of employers and employees for all formal firms in the country. By tracing the founding history of serial founders and after controlling for several characteristics of the founders and their businesses, we find that serial founders whose previous startups reach the top quintiles of the productivity distribution (whether or not these previous startups exited the market) are more likely to establish successful startups in subsequent ventures. Conversely, founders whose previous startups belong to the lower quintiles of the productivity distribution (whether these previous startups exited the market or not) tend to continue founding unsuccessful startups. These findings validate the theory of learning after serial founding, but only in those cases where failure happens after previous ventures have reached an intermediate stage of productivity progress among top-tier startups. Failure is an absorbing state for founders who repeatedly found bottom-tier startups, and therefore, public funding should consider this aspect both in the selection of prospective beneficiaries and in the ex post social valuation of beneficiaries that fail to startup or grow.

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