Academic literature on the topic 'Human resource management –personnel-recruitment process- selection process - work'
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Journal articles on the topic "Human resource management –personnel-recruitment process- selection process - work"
1
Luis Marnisah, Syech Idrus, Aisyah, and Tabroni. "Recruitment Analysis Of The Cooperative Labor Force In Improving Human Resources." International Journal of Science, Technology & Management 2, no. 5 (September 26, 2021): 1552–59. http://dx.doi.org/10.46729/ijstm.v2i5.301.
Full textAbstract:
Employment recruits of an organization have not improved the standards of selection so that the resulting workforce does not meet the qualifications for the jobs offered. This phenomenon also applies to cooperatives as business organizations. Co-operatives are one of the forums that are quite developed in increasing their business. Currently, the existing human resources are managed simply, the function of personnel management is charged as Manager as the manager of the cooperative. The recruitment process is the earliest stage in personnel management, so if it is ignored it can disrupt the company's performance.The purposes of this study are 1) To find out the labor recruitment process that has been implemented so far. 2) To find out the existing workforce recruitment process. The method used in this research is descriptive qualitative, namely as a research process that produces qualitative data in the form of written or spoken words from the observed person or actor.The results showed that the recruitment process in cooperatives was carried out in a simple but complete and selective manner. The process includes forecasting work needs, selection, an orientation that is still simple but complete enough and based on criteria, standards, or specifications for the real needs of the existing job or position. Recruitment sources are utilized optimally so that professionalism is established. The cooperative uses criteria in the Indonesian economy, namely in the form of workforce skills which include moral and physical health, reason (good knowledge), education and training, work perfection.
2
Rodríguez-Sánchez, José-Luis, Antonio Montero-Navarro, and Rocío Gallego-Losada. "The Opportunity Presented by Technological Innovation to Attract Valuable Human Resources." Sustainability 11, no. 20 (October 18, 2019): 5785. http://dx.doi.org/10.3390/su11205785.
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Technological innovation fostered by the use of the Internet and social networks in the business context requires the modification of the human resources (HR) management process to use the opportunities to obtain a sustainable competitive advantage. This paper analyzes the opportunities provided by technological innovation, which allows for the development of a new e-recruitment and selection process to access and attract valuable HR regardless of their geographical location. Adapting the traditional selection process, companies can incorporate new 2.0 selection techniques that generate an extraordinary improvement opportunity in human resource management. Given the need for members of the human resources department to master new technologies in order to maximize the benefits of e-recruitment and selection, the aim of this work is to carry out a case study in a leading company in the mechanical engineering sector. To this end, we will start by reviewing the literature. Then, the work offers a model of HR management considering the influence of technological innovation on the attraction of valuable human resources, integrating the previous theoretical contributions of experts in the field. Based on the observation of the case study, the results show the main factors, human resource practices, and management results and behaviors undertaken by a multinational company. The case study allows researchers to learn from professionals and business leaders and presents a roadmap that can be used to manage e-recruitment and selection.
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YEVTUSHENKO, Viktoriia, Tatiana SHUBA, V. LYASHEVSKA, and Vadim BOLDYREV. "MANAGEMENT WORK IN THE FIELD OF LOGISTICS IN EU WORLD MARKETS." Herald of Khmelnytskyi National University 302, no. 1 (January 2022): 134–36. http://dx.doi.org/10.31891/2307-5740-2022-302-1-22.
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The article considers the problem of improving the efficiency of management work at enterprises operating in the field of logistics in international markets. The efficiency of corporate personnel and successful corporate activities largely depends on the level of competence of employees, which is the most important component of personnel management and compliance with personnel strategy. Today, human resources are considered the most important internal resource to improve production efficiency, so effective personnel management is the key to business success and efficiency. Human resource management involves the formation of “correct” model of employee behavior, so that their qualifications and professionalism meet the requirements of the company, actively initiate and implement their desires in the process. To ensure and improve the skills of managers, rational organization and management should be considered as a prerequisite for effective human resource management, which requires the establishment of new effective methods and forms of selection, placement, evaluation and development of skills. Management of various spheres of public life has its own characteristics, and the study of the management process requires differentiated methods, which is the subject of special research. Management activity is a kind of consciously carried out human activity, the purpose of which is to ensure the effectiveness of work performed (individual or collective), to achieve certain goals, to solve related tasks, to perform functions. The concept of “management” is broader than the concept of “management work”, because management activities include management, work, man and nature, in other activities, management activities are leading and guiding. The impact is not in management, but in the process of its implementation. In modern scientific thought, we can identify various methods of defining the concept of managerial work and establish the essence of its category. However, despite the significant contribution of scientists in the study of managerial work, unresolved, in our opinion, remain issues related to the management of managerial work in the field of foreign economic activity of enterprises, including its development in such enterprises.
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Sari, Linda, Ridan Muhtadi, and Mansur Mansur. "ANALISIS MANAJEMEN SUMBER DAYA INSANI PADA BANK PEMBIAYAAN RAKYAT SYARIAH." Ar-Ribhu : Jurnal Manajemen dan Keuangan Syariah 1, no. 2 (December 31, 2020): 158–72. http://dx.doi.org/10.55210/arribhu.v1i2.487.
Full textAbstract:
Introduction: This study will analyze the human resource management at PT. BPRS Sarana Prima Mandiri Pamekasan in terms of recruitment and selection, training and employee development as well as employee performance appraisals.
Methods: The research methodology used by researchers is descriptive qualitative which will explain the events and circumstances in detail and perfectly with data collection techniques using observation, interviews and documentation.
Results: This research is deemed necessary considering that the development of Islamic banking in Indonesia is relatively fast but is still not balanced with adequate human resources, both in quality and quantity. and one of the company's mission is supported by human resources.
Conclusion and suggestion: This study indicates that human resource management at PT. BPRS Sarana Prima Mandiri (SPM) Pamekasan in terms of recruitment and selection is in accordance with sharia theory. Likewise, the work appraisal process is in accordance with the Islamic concept. However, in the training and development process, according to researchers, there is still a lack of material balance, namely between the material of Tauhid (Akhlak), Shari'ah, and Muamalah which is conveyed to employees when the training is carried out.
Keywords: Islamic banking, recruitment and selection, training and development, employee performance appraisal.
5
Sergeeva, Evgeniya Alexandrovna. "FEATURES OF SELECTION OF SECONDARY MEDICAL PERSONNEL OF THE ORGANIZATION OF THE HEALTH AND RESORT SPHERE." Globus: economy sciences 7, no. 4(44) (November 19, 2021): 36–43. http://dx.doi.org/10.52013/2713-3052-44-4-6.
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The construction of the personnel selection process allows you to systematize work with candidates and make it more effective by using selection methods that meet the goals of the organization in the field of human resource management. If the selection is carried out intuitively and not structured, the company spends a large amount of financial, time and labor resources, while losing the opportunity to analyze the effectiveness: without fixed responsibility for the selection stages of organizational units, prescribed selection stages and requirements for the candidate at each stage, the organization cannot, if necessary, identify problems in time and promptly adjust the process. This article describes the procedures for the selection of secondary medical personnel in a sanatorium-resort organization. The analysis of the personnel selection process of a sanatorium-resort organization is carried out, the selection problems are highlighted, which the authors’ recommendations are aimed at, in particular, a competency model is developed, and a portrait of the candidate is formulated that corresponds to the competency model, job description and opinions of the participants in the selection process.
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Pramod, Dhanya, and S. Vijayakumar Bharathi. "Social Media Impact on the Recruitment and Selection Process in the Information Technology Industry." International Journal of Human Capital and Information Technology Professionals 7, no. 2 (April 2016): 36–52. http://dx.doi.org/10.4018/ijhcitp.2016040103.
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The origin of this work stems from the fact that there is a demand to see how information technology organizations are maximizing the potential role of social media in recruitment and selection. This study revealed certain convincing insights into the usage of social media in the recruitment process. A sample of 125 human resource professionals participated in the study, and using principal component analysis, this analysed the impact factors in three broad areas, namely pre recruitment screening, recruitment activities and social media benefits perceived in recruitment and selection. The study resulted in the emergence of eight distinct latent factors, namely the social media involvement, experience and expertise, achievements and endorsements, candidate quality, profile match, efficacy and reachability, target setting and branding. How the organizations make use of social media is not yet explored and this study aims at collecting the industry practices and the factors influencing the adoption of social media.
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Tsai, Chien-Wen. "The Role of Self-Confidence in the Criteria of Aesthetic Labour Recruitment." International Journal of Tourism and Hospitality Management in the Digital Age 3, no. 1 (January 2019): 1–22. http://dx.doi.org/10.4018/ijthmda.2019010101.
Full textAbstract:
The international tourist hotel industry that focuses on quality of the “tangible” service is a typical high-contact service. Many studies raised the importance of recruitment criteria for aesthetic labour. To survive in the recent competitive work environment, many hoteliers enhance their competitiveness in the process of service employee selection and emphasize the importance of physical attractiveness. However, it is “self-confidence” to be the basic reason for employees to perform their attractive manner and professional jobs. This study uses self-confidence as a moderator which is rare relevant empirical evidence to confirm the relationships between physical attractiveness, professional competence and service attitude. The results show that confidence of the service personnel, physical attractiveness and professional competence have positive significant correlation relationships with service attitude. Service personnel's “self-confidence” is the most important variable towards service attitude. The study borrows selection and training functions of human resource management to integrate the knowledge of psychology, marketing management to expand the theory.
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Adeola, Oladele Stephen, and Adesina Rafiu Ganiyu. "A Fuzzy System for Evaluating Human Resources in Project Management." International Journal of Technology Diffusion 11, no. 1 (January 2020): 66–95. http://dx.doi.org/10.4018/ijtd.2020010105.
Full textAbstract:
The key lubricants for the necessary functioning of any organization are money, machines, time, and humans. Human resources is the most important ingredient among them. Most projects fail because of ineptitude of those who administer the project, notably in government projects. Alternatively, advertisement for expert positions suffers as a result of poor coverage, late responses, non-transparency, and subjective selection during recruitment process. This work proposes a fuzzy system for the evaluation of human resources for the management of projects in core areas where professional services are expedient for supervision. It exposes the level of experience on the job, core competencies, exposure, and knowledge scope. A prototype fuzzy system for evaluation of human resource for project management, consisting of a user friendly menu-driven interface, was developed for evaluating the suitability of professionals for different roles within a project team. At the end of the work, it is expected that governments, companies, and various donor agencies would find the system useful when embarking on projects for an optimal result.
9
Kuznecov, S. "MODERN TRENDS OF HUMAN RESOURCES MANAGEMENT IN THE CONDITIONS OF INNOVATIVE DEVELOPMENT." Actual directions of scientific researches of the XXI century: theory and practice 8, no. 4 (January 31, 2021): 69–77. http://dx.doi.org/10.34220/2308-8877-2021-8-4-69-77.
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The new economy, the knowledge economy, is fundamentally changing the attitude towards the workforce. The concept of "personnel" first replaced the concept of "human resources", but today it is already "human capital". Thus, the “war for brains” becomes the mainstream of HR management. The profession of an HR manager in business entities comes to the fore, and it is on their actions that the effectiveness of not only the correct selection of personnel depends, but also the further path of each employee, up to painless dismissal, without causing negative consequences for the HR brand
Today VUCA-reality forces us to radically revise the existing classical approaches to human resource management. Stability replaces instability, predictability - uncertainty, simplicity - complexity, certainty - ambiguity. The flagship is the "Person-centered" approach in HR - management, when effective management does not respond to the position and the focus of attention is completely directed to a specific employee, to his emotions, feelings, problems, behavior, the possibility of combining "brains".
Thus, the process of human resource management of business entities needs effective management based on new trends in the full management cycle, taking into account the transformation of life associated with the introduction of a remote work format. Accelerated development and implementation of IT technologies is also reflected in the process of effective HR - management of business entities focused on innovative development.
This article examines modern trends in HR management at different stages, including adaptive management decisions that meet the conditions of remote work, allowing modern business to be competitive and occupy a leading position in the market.
10
Rahman, Mostafizur, Rafia Akhter, Solaiman Chowdhury, Saiful Islam, and Reiazul Haque. "HRM Practices and it Impact on Employee Satisfaction: A Case of Pharmaceutical Companies in Bangladesh." International Journal of Research in Business and Social Science (2147-4478) 2, no. 3 (July 3, 2013): 62–67. http://dx.doi.org/10.20525/ijrbs.v2i3.74.
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The manufacturing and service sectors in Bangladesh have been growing rapidly since the beginning of twenty first century. From the beginning of the industrial development in Bangladesh, some sectors including pharmaceutical are demonstrating extraordinary performance in manufacturing process. The study has been conducted on four large scale pharmaceutical companies based on their employees’ response. Various statistical tools were used including mean, z-test, proportion analysis etc. to analyze the satisfaction level of employees upon the critical aspects of human resource management practices. In this study, it has been aimed to assess the employee satisfaction on human resource management practices of pharmaceutical companies in Bangladesh. The human resource management practices are directly linked with the human resources of any organization. The findings of this study illustrate that the recruitment & selection, and training & development are in state of employee satisfaction level except all other aspects of human resource management practices are poor. For the success of the pharmaceutical companies it is crucial time to make the workforce more effective and efficient by practicing the human resource management aspects in their every level of work life.
Dissertations / Theses on the topic "Human resource management –personnel-recruitment process- selection process - work"
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Cachissome, Arlindo Naquinda. "O Papel do Gestor de Recursos Humanos nas Organizações: estudo de caso sobre a perceção dos gestores e dos funcionários em duas empresas de construção civil." Master's thesis, [s.n.], 2015. http://hdl.handle.net/10284/5209.
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Dissertação apresentada à Universidade Fernando Pessoa como parte dos requisitos para obtenção do grau de Mestre em Ciências EmpresariaisEste trabalho objetivou investigar o papel do gestor de RH em uma empresa de construção civil que atua em Benguela, em Angola, sobretudo nas empresas Odebrecht e Brick-by-Brick. Foi possível identificar, na visão dos gestores de RH, os valores administrativos de pessoal, descrever as principais estratégias externas e internas desenvolvidas pelo gestor de RH para redinamizar o seu papel, bem como, identificar os requisitos ou fatores necessários para atuar neste campo da construção civil, tais como recrutamento, seleção e administração de pessoal e a abordagem organizacional da empresa em relação aos funcionários.
This study aimed to investigate the role of the HR manager in a construction company working in Benguela, Angola, Odebrecht and especially in Brick-by-Brick companies. It was also possible to identify, in the view of HR managers, administrative personnel values, describe the major internal and external strategies developed by the HR manager to reinvigorate its role, as well as identify the factors or requirements needed to work in this field of construction, such as recruitment, selection and personnel management and organizational approach the company with respect to officials.
Book chapters on the topic "Human resource management –personnel-recruitment process- selection process - work"
1
Adeola, Oladele Stephen, and Adesina Rafiu Ganiyu. "A Fuzzy System for Evaluating Human Resources in Project Management." In Research Anthology on Human Resource Practices for the Modern Workforce, 814–46. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-6684-3873-2.ch043.
Full textAbstract:
The key lubricants for the necessary functioning of any organization are money, machines, time, and humans. Human resources is the most important ingredient among them. Most projects fail because of ineptitude of those who administer the project, notably in government projects. Alternatively, advertisement for expert positions suffers as a result of poor coverage, late responses, non-transparency, and subjective selection during recruitment process. This work proposes a fuzzy system for the evaluation of human resources for the management of projects in core areas where professional services are expedient for supervision. It exposes the level of experience on the job, core competencies, exposure, and knowledge scope. A prototype fuzzy system for evaluation of human resource for project management, consisting of a user friendly menu-driven interface, was developed for evaluating the suitability of professionals for different roles within a project team. At the end of the work, it is expected that governments, companies, and various donor agencies would find the system useful when embarking on projects for an optimal result.
2
Tsai, Chien-Wen. "Is Physical Attractiveness More Important than Professional Competency?" In Global Dynamics in Travel, Tourism, and Hospitality, 239–61. IGI Global, 2016. http://dx.doi.org/10.4018/978-1-5225-0201-2.ch014.
Full textAbstract:
The international tourist hotel industry that focuses on quality of the “tangible” service is a typical high-contact service. To survive in the recent competitive work environment, many enterprises enhance their competitiveness in the process of service employee selection and emphasize the importance of physical attractiveness. This study uses self-confidence as a moderator which is rare relevant empirical evidence to confirm the relationships between physical attractiveness, professional competence and service attitude. The results show that confidence of the service personnel, physical attractiveness and professional competence have positive significant correlation relationships with service attitude. Service personnel's “self-confidence” is the most important variable towards service attitude. The study borrows selection and training functions of human resource management to integrate the knowledge of psychology, marketing management to expand the theory.