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Journal articles on the topic 'Organizational Recruitment'

Author: Grafiati

Published: 3 June 2025

Last updated: 1 August 2025

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1

Varun, Shenoy, and S. Aithal P. "Literature Review on Primary Organizational Recruitment Sources." International Journal of Management, Technology, and Social Sciences (IJMTS) 3, no. 1 (2018): 37–58. https://doi.org/10.5281/zenodo.1210777.

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The process of recruitment is a primary method of people absorption function in any organization. Various companies small and big, strategize and adopt various tactics in choosing the right source of recruitment or hiring quality professionals on to their workforce. Therefore, this research aims to investigate or enquire the various research literature published on various main recruitment methods implemented in company's recruitment process or function. In this paper, the resultant outcomes based on last 20 years literature investigation are discussed in detail through a systematic review

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Nascimento, Raul Gonçalves Da Cunha Barbosa Do, Gilberto Brandão Marcon, and Joaquim M. F. Antunes Neto. "The Strategic Recruitment Process And Its Impacts On Achieving Organizational Objectives: Bibliographic Review." IOSR Journal of Business and Management 26, no. 10 (2024): 01–14. http://dx.doi.org/10.9790/487x-2610160114.

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Background: Strategic recruitment is a planned process that aligns hiring practices with the organization's longterm goals. Unlike traditional recruitment, which focuses on filling vacancies momentarily, strategic recruitment seeks to identify and attract talent that contributes to the achievement of organizational goals and the sustainable growth of the company. This approach includes analyzing the organization's future needs and devising a plan that ensures the talent needed to meet its long-term goals is available. Materials and Methods: This study consists of a narrative review of the lite

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Hafeez, Muhammad, Samra Ashraf, Nabila Kousar, and Muhammad Mohsin Rusool. "Exploring the Association of Cyber Recruitment with Organizational Attraction and Moderating Role of Job- Type." International Journal of Human Resource Studies 7, no. 2 (2017): 1. http://dx.doi.org/10.5296/ijhrs.v7i2.10929.

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The aim of this study was to explore the effectiveness of Cyber Recruitment and its impact on organizational attraction. This study additionally plans to examine whether Time saving mediates and Job-Type moderates the relationship between cyber recruitment and organizational attraction. A sample consist of 382 respondents (fresh graduate job seekers and white & blue collar job seekers) was selected by utilizing Stratified Random Sampling. Data was collected through structured questionnaire which was developed by following five point likert scale. Data was analyzed by using macro process to

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Braddy, Phillip W., Adam W. Meade, and Christina M. Kroustalis. "Organizational recruitment website effects on viewers’ perceptions of organizational culture." Journal of Business and Psychology 20, no. 4 (2005): 525–43. http://dx.doi.org/10.1007/s10869-005-9003-4.

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Hafeez, Muhammad. "The Role of E- Recruitment in Attracting Potential CandidatesEvidence from Fresh Graduate Job Seekers." IBT Journal of Business Studies 14, no. 2 (2018): 53–66. http://dx.doi.org/10.46745/ilma.jbs.2018.14.02.05.

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The study aims to investigate the effectiveness of an online recruitment system and its impact on organizational attraction among fresh graduate job seekers. A sample comprised of 302 fresh graduate job seekers from well-known HEC recognized business schools in the Lahore region is selected using Stratified Random Sampling. Since the data is not normal, the Kruskill Wall is test of mean differences is applied to compare the effectiveness of e-recruitment with traditional methods of recruitment. Furthermore, the Macro process tool of Regression analysis is used to examine the matter of cost-eff

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Min, Kyoung Ryoul, and Dong Sook Han. "A study on the impact of personnel fairness on organizational commitment and turnover intention of organizational members." Korea Association for Corruption Studies 29, no. 1 (2024): 169–86. http://dx.doi.org/10.52663/kcsr.2024.29.1.169.

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With the emphasis on fairness issues, the importance of fairness in personnel management for public servants is increasing. We examined the level of fairness in personnel management, from recruitment for public service to promotion, staffing, workload, and evaluation, and explored how fairness in personnel management affects organizational commitment and turnover intentions. Analyzing the results, firstly, the level of fairness in recruitment was the highest, and workload was the lowest. Secondly, perceived fairness in recruitment, promotion, workload, and evaluation positively influenced orga

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Mwambela, Able, and Isaac Kabunda Bwacha. "Analysis of the Impact of Recruitment and Selection as A Strategic Human Resource Management Tool on Organizational Performance in Zambia." Indonesian Journal of Community Services 4, no. 1 (2025): 1–14. https://doi.org/10.47540/ijcs.v4i1.1623.

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This study aims to examine how the strategic implementation of recruitment and selection impacts organizational performance. 169 managers from profit-making organizations in Zambia participated in the research, and a quantitative approach was used to gather data. The questionnaire had three parts: the first part gathered demographic data, the second part collected information about strategic human resource management (HRM) practices, and the third part obtained data on organizational performance. The study focused on a stratified random sample of 169 managers from various organizations. The re

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Rautrao, Dr. Revati Ramrao. "E-Recruitment: Catalyst for Organizational Excellence - A Case Study." Royal International Global Journal of Advance and Applied Research 1, no. 2 (2024): 13–19. https://doi.org/10.5281/zenodo.14059644.

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Abstract:    “Time is valuable in today's world." E-recruitment is not just cheaper but also quicker and more efficient. E-recruitment is the process of hiring a workforce in today's globalized world, organizations must be able to thrive in a highly competitive environment. While management encompasses many fundamental areas, human resource management is the most significant. Employees are the most important resources of any institute. A Human Resource Management System handles all aspects of employees and management policies, including those that impact the workforce. Rec

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Kosteeva, Maria A. "Organized recruitment technology as a tool to facilitate adaptation of labor migrants from Central Asia." Issues of Ethnopolitics, no. 3 (2020): 70–79. http://dx.doi.org/10.28995/2658-7041-2020-3-70-79.

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The article is devoted to the analysis of the formation and imple- mentation of the organized recruitment system. Organized recruitment as a new technology for attracting labor migrants has been carried out in the Russian Federation since 2018. The main purpose of the organized recruitment is training in complex pre-immigration centers and sending citizens of the countries of the Commonwealth of Independent States (CIS) to work in the Russian Federation. An organizational recruitment is a set of measures for the selection and training of demanded labor migrants, registration and maintenance of

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Nugraha, Samuel Budi, and Tatik Suryani. "Is Organizational Culture Mediating The Relationship Recruitment And Placement On Employee Performance In Bhirawa Daily Newspaper Office?" Journal of Economic, Bussines and Accounting (COSTING) 7, no. 1 (2023): 29–36. http://dx.doi.org/10.31539/costing.v7i1.5575.

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Many research focus on the effect of recruitment and placement on employee performance, but less of them focus for examining the role of organizational culture as mediator for stimulating employee performance. The purpose of this study was to examine and analyze the effect of recruitment, placement, and organizational culture on employee performance at the Daily newspaper Bhirawa Surabaya Company. In this research also examine the role of organizational cultue as the mediator in that relationship on both variables on employee performance. The research was conducted by using a survey design wit

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Hafeez, Muhammad, and Umar Farooq. "The Role of E-Recruitment in Attracting Potential Candidates: Evidence from Fresh Graduate Job Seekers." International Conference on Advances in Business, Management and Law (ICABML) 2017 1, no. 1 (2017): 156–71. http://dx.doi.org/10.30585/icabml-cp.v1i1.18.

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The purpose of this study is to investigate the effectiveness of an online recruitment system and its impact on organizational attraction towards fresh graduate job seekers. A sample, comprised of 302 fresh graduate job seekers from the HEC recognized well known business schools in the Lahore region, selected by Stratified Random Sampling through a questionnaire. Since the data was not normal, the Kruskill Wallis test of mean differences was applied. Furthermore, the Macro process tool for Regression analysis was used to investigate the matter of cost effectiveness, ease of use and site qualit

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Suwarto, Suwarto, Sugeng Sugeng, and Nurbaiti Oktavia. "Pengaruh Rekrutmen Dan Pelatihan Terhadap Kinerja Karyawan Melalui Komitmen Organisasi Studi Kasus Pada PT. Perkebunan Nusantara 7 (PTPN.7) Di Bekri." Jurnal Manajemen DIVERSIFIKASI 3, no. 3 (2023): 648–56. http://dx.doi.org/10.24127/diversifikasi.v3i3.2645.

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The purpose of this study was to determine the effect of recruitment on employeeperformance, the effect of training on employee performance, the effect of recruitment onperformance through organizational commitment, the effect of job training on performancethrough organizational commitment, and the effect of recruitment, training, andorganizational commitment on employee performance. The research method usesquantitative research that measures the variables of recruitment, training, and employeeperformance and organizational commitment. The population in this study were employeesof PTPN VII Bek

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MARX, JONATHAN. "Organizational Recruitment as a Two-Stage Process." Work and Occupations 15, no. 3 (1988): 276–93. http://dx.doi.org/10.1177/0730888488015003003.

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Hansen, William B. "The science and art of organizational recruitment." Health Education Research 6, no. 3 (1991): 387–90. http://dx.doi.org/10.1093/her/6.3.387.

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Hamza, Pshdar Abdalla, Baban Jabbar Othman, Bayar Gardi, et al. "Recruitment and Selection: The Relationship between Recruitment and Selection with Organizational Performance." International Journal of Engineering, Business and Management 5, no. 3 (2021): 1–13. http://dx.doi.org/10.22161/ijebm.5.3.1.

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Nipa, Meherun Nisa, Md Nafis Fuad, and Anika M. Hasanc. "RECRUITMENT AND SELECTION: THE RELATIONSHIP BETWEEN RECRUITMENT AND SELECTION WITH ORGANIZATIONAL PERFORMANCE IN THE BPO INDUSTRY." Business, Organizations and Society 2, no. 1 (2024): 27–31. https://doi.org/10.26480/bosoc.01.2024.27.31.

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This qualitative research delves into the intricate relationship between recruitment and selection practices and their impact on organizational performance within the burgeoning Business Process Outsourcing (BPO) industry of Bangladesh. Through in-depth semi-structured interviews with 30 HR professionals and managers from various BPO organizations, this study examines the strategies, challenges, and outcomes associated with recruitment and selection processes. The findings reveal a diverse array of recruitment strategies utilized by BPO firms in Bangladesh, encompassing online job portals, soc

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Komarovsky, V. V. "ORGANIZED RECRUITMENT OF LABOR MIGRANTS AND FACTORS AFFECTING ITS DEVELOPMENT." Social & labor researches 53 (2023): 70–80. http://dx.doi.org/10.34022/2658-3712-2023-53-4-70-80.

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The subject of the study is the factors on which the development of an organized recruitment of labor migrants depends. The purpose of the paper is to analyze the modern practice of using organizational recruitment as a tool for migration regulation. The relevance of the study is due to the role of organizational recruitment to meet the changing demand of the Russian labor market for foreign labor. The scientific novelty is determined both by the limited number of studies of this kind and by the increased interest in the prospects for improving the forms of organized recruitment in the new rea

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Fadillah, Ismail Fazal ur Rehman Azhar Ud Din Muhammad Mujtaba Asad Farwida Javed Sadia Ijaz Shiekh. "Recruitment Process, Organizational Performance: Does Employees Commitment Mediate in the Manufacturing Sector of Pakistan?" Multicultural Education 7, no. 11 (2021): 48. https://doi.org/10.5281/zenodo.5645433.

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<em>This study intends to evaluate the effects of recruitment process on organizational performance along with mediating role of employee’s commitment in the manufacturing sector of Pakistan based on the social exchange theory. The study has collected data from 384 managerial staff of the manufacturing organizations in Hattar, Islamabad, and Lahore regions. The collected data was analyzed using multiple regressions to find results. The results of the study indicated that recruitment process has positive significant effects on the organizational performance and employee’s commitment

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Zhamkova, Tatiana G., and Ekaterina V. Babeshkova. "THE INFLUENCE OF THE RECRUITMENT PROCESS "EMPLOYEE HIRING" ON THE ORGANIZATIONAL CULTURE." Oeconomia et Jus, no. 4 (December 23, 2021): 9–15. http://dx.doi.org/10.47026/2499-9636-2021-4-9-15.

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Modern conditions leave an imprint on the interaction of the organization's employees, and consequently on the company's organizational culture. Individual characteristics of employees, in particular their value orientations, have a great influence on the stability of basic principles shared by the employees. An employee in an organization should be not only a professional in his field, but also be able to perceive the organizational culture and accept its changes if necessary. One of the main factors on which the quality of personnel depends is employee hiring. It is at this stage that the ex

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Lin, Hsiu-Fen. "The impact of company-dependent and company-independent information sources on organizational attractiveness perceptions." Journal of Management Development 34, no. 8 (2015): 941–59. http://dx.doi.org/10.1108/jmd-12-2013-0161.

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Purpose – Grounded in the extended technology acceptance model and dual-process theory, the purpose of this paper is to develop a research model to examine the impact of company-dependent (e.g. recruitment web sites) and company-independent (e.g. social influences) information sources on job seeker perceptions of organizational attractiveness. Design/methodology/approach – Utilizing data collected from 193 participants in Taiwan, various relationships in the research model are tested using the partial least squares approach. Findings – The results indicated that job seeker beliefs (perceived u

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Pradhan, Gopal Man. "Impact of Human Resource Management Practices on Behavioural Outcomes of Financial Institutions of Nepal." Batuk 6, no. 1 (2020): 17–27. http://dx.doi.org/10.3126/batuk.v6i1.32632.

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This study is based on the impact of HRM practices on organizational performance in terms of behavioral outcomes of financial institutions of Nepal. The variables of HRM practices involve recruitment and selection, training and development, performance appraisal, career planning, compensation, employee participation, and job design whereas variable of behavioral outcomes involve motivation, cooperation, involvement and organizational citizenship. In this study, while analyzing the beta coefficient, it is found that job design sensitivity to organizational performance is high followed by employ

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Yockey, Mark. "The effects of work experience on interpretations of recruitment advertisements and organizational attraction." American Journal of Business 34, no. 2 (2019): 58–74. http://dx.doi.org/10.1108/ajb-09-2017-0027.

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Purpose The purpose of this paper is to investigate potential differences in experienced and inexperienced workers’ interpretations of recruitment ads. Design/methodology/approach The paper uses a between subjects design to compare responses to recruitment advertisements. The advertisements varied in terms of compensation information. Findings Work experience did not alter perceptions of organizational culture but it did affect levels of organizational attraction. The implication is that all workers interpret recruitment advertisements in a similar manner but more experienced workers prefer di

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Jain, Abhishek. "Assessing the Positive Impacts of Effective Recruitment." International Scientific Journal of Engineering and Management 04, no. 06 (2025): 1–9. https://doi.org/10.55041/isjem04423.

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Abstract Effective recruitment is central to organizational growth and performance. This study investigates the impact of structured and professional recruitment practices on hiring quality, candidate experience, and long-term workforce effectiveness. Using primary data collected from 40 respondents and supplemented with insights from literature, the research analyzes recruitment preferences, efficiency of the hiring process, and candidate alignment with organizational roles. Findings reveal that prompt communication, professional behavior, clarity in job descriptions, and structured interview

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TAYLOR, M. SUSAN, and THOMAS J. BERGMANN. "ORGANIZATIONAL RECRUITMENT ACTIVITIES AND APPLICANTs' REACTIONS AT DIFFERENT STAGES OF THE RECRUITMENT PROCESS." Personnel Psychology 40, no. 2 (1987): 261–85. http://dx.doi.org/10.1111/j.1744-6570.1987.tb00604.x.

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Nyamoko., Ruth, Mary Mbithi, and Gladys Kituku. "Influence of Recruitment on Organizational Performance of Custom and Border Organizations in Kenya." International Journal of Research and Innovation in Social Science VIII, no. VII (2024): 308–17. http://dx.doi.org/10.47772/ijriss.2024.807025.

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Enhanced recruitment strategies can substantially improve workforce quality, employee satisfaction, and overall performance. Although recruitment plays an important role in boosting organizational performance, many firms have yet to fully optimize their recruitment processes. This paper sought to examine the influence of recruitment on the organizational performance of customs and border organizations in Kenya. The study applied a descriptive research design. The population for the study was 481 employees of customs and border organizations in Kenya (The Kenya Revenue Authority, The Kenya Port

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Mwambela, Able. "Analysis of the Impact of Recruitment and Selection as a Strategic Human Resource Management Tool on Organisational Performance in Zambia." Journal of Management Studies and Development 3, no. 03 (2024): 193–210. https://doi.org/10.56741/jmsd.v3i03.620.

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The effective management of human resources is paramount for achieving organizational performance at various operational levels. The oversight of human resources can significantly disadvantage an organization. This research aims to scrutinize the influence of recruitment and selection as a Strategic Human Resource Management (SHRM) component on organizational performance. The study encompassed 169 managers from profit-making organizations in Zambia and employed a quantitative approach to gather data through a structured questionnaire. The questionnaire was structured into three parts: the firs

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Noor Al-Jedaiah, Mohamad, and Rokaya Albdareen. "The effect of strategic human resources management (SHRM) on organizational excellence." Problems and Perspectives in Management 18, no. 4 (2020): 49–58. http://dx.doi.org/10.21511/ppm.18(4).2020.05.

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Human resources at different levels are the executives of organizational tasks toward excellence. Missing the track of human resources will leave the organization behind. The objective of this research is to investigate the effect of SHRM components on organizational excellence. The study was applied to industrial organizations in Industrial City in Northern Jordan. A quantitative approach was used to accomplish the objectives. A questionnaire was used to collect data. The questionnaire was composed of three parts: the first part designed to collect demographic data, the second part designed t

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Williamson, Ian O. "Employer Legitimacy and Recruitment Success in Small Businesses." Entrepreneurship Theory and Practice 25, no. 1 (2000): 27–42. http://dx.doi.org/10.1177/104225870002500104.

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Recruiting new employees is one of the biggest challenges facing small businesses, and a key component of organizational success. Unfortunately, existing human resource literature has almost entirely focused on medium and large firms. In addition, past recruitment research has neglected the possible influence of institutional forces on organizational recruitment success. This paper attempts to address these potential gaps in the literature by utilizing institutional theory to develop a strategic model of small business recruitment.

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Nunoo, A. Nunoo. "Organizational politics- A human resource management focus." Pentvars Business Journal 4, no. 3 (2010): 78–90. http://dx.doi.org/10.62868/pbj.v4i3.79.

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Organizational politics is largely portrayed negatively. In the pursuit of one's career in organizations one cannot avoid playing by the rules of this game. Its presence in every facet of corporate life demands that we give keen attention to the concept of organizational politics. This paper looks at organizational politics from ethical and unethical perspectives; what is the impact of organizational politics on human relations and performance? How does it generally manifest itself in Ghanaian organizations, both public and private? Human resource management activities like recruitment and sel

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Lyons, Brian D., and Janet H. Marler. "Got image? Examining organizational image in web recruitment." Journal of Managerial Psychology 26, no. 1 (2011): 58–76. http://dx.doi.org/10.1108/02683941111099628.

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Goeters, K. M. "The recruitment and organizational integration of space personnel." Acta Astronautica 17, no. 2 (1988): 227–29. http://dx.doi.org/10.1016/0094-5765(88)90029-x.

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Hinojosa, Amanda S., H. Jack Walker, and G. Tyge Payne. "Prerecruitment organizational perceptions and recruitment website information processing." International Journal of Human Resource Management 26, no. 20 (2015): 2617–31. http://dx.doi.org/10.1080/09585192.2014.1003081.

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Rustiawan, Indra, Lis Lesmini, Sonya Sidjabat, and Sriwanti Belani. "Deteminant Organizational Development : Analysis Recruitment, and Servant Leadership." Formosa Journal of Multidisciplinary Research 2, no. 5 (2023): 837–46. http://dx.doi.org/10.55927/fjmr.v2i5.4132.

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The purpose of this study is that researchers want to provide an overview of whether there are research results from scientific articles related to research variables in the study, with the results of the analysis submitted then the researcher provides an answer in the form of perspective. The research method uses qualitative with literature review and From the results of the discussion above, researchers see from several variables in this study two variables, namely between recruitment and organizational development, were found significant from some existing article literature, the second bet

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Brzozowska, Anna, and Marlena Samek-Wojtyla. "Zarządzanie kulturą organizacyjną w jednostkach samorządu terytorialnego." Zarządzanie w Kulturze 25, no. 3 (2024): 497–505. https://doi.org/10.4467/20843976zk.24.042.20589.

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The aim of this article is to thoroughly examine the impact of recruitment managementand selection processes in organizational culture and service standards of the local government units, with a particular focus on the county offices. These processes play a crucial role in shaping a strong organizational culture that supports achieving the organization’s mission and strategic goals. Studies on organizational culture in the county offices indicate that employees who are well-aligned with organizational values and norms exhibit higher levels of engagement, greater job satisfaction, and better pe

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Epebinu, Olufemi, Adeyemi Adepoju, and Modupe Ajayi. "Electronic Human Resource Management (e-HRM) and Organisational Performance." International Journal of Management, Accounting and Economics 11, no. 11 (2024): 1554–73. https://doi.org/10.5281/zenodo.14030402.

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This study was caried out to examine employees’ perception of the effect of electronic human resource management (e-HRM) on organizational performance. Focused on four e-HRM components: e-recruitment, e-training, e-performance system, e-compensation combined effect on organizational performance (financial, customers, internal business, learning/growth) and determined the component with the strongest effect. Questionnaire survey covering demographics, e-HRM components and organizational performance on 332 respondents drawn from middle to senior level management employees of two Brewery fi

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Alfauziah Putri, Sheila, Andriyastuti Suratman, and Majang Palupi. "The Implementation of Recruitment and Selection Process in Richemont." Quantitative Economics and Management Studies 4, no. 5 (2023): 820–38. http://dx.doi.org/10.35877/454ri.qems1862.

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Richemont B.V. is a company that owns the prestigious Maisons well-known for its excellence in the luxury industry which includes jewelry, specialist watchmakers, online distributors, and fashion & accessories. This research aims to provide information on the organizational structure of the company and provide a perspective that can build an organization in carrying out better accountability processes and internal communications and dissect the problems faced regarding recruitment and selection. The data collection methods used are observation and interviews. Sources for interviews were ch

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Mitu, Evelyne Ingrid, and Elena Loredana Comănescu. "Organizational Behavior in the Central Public Institutions." International conference KNOWLEDGE-BASED ORGANIZATION 25, no. 2 (2019): 163–68. http://dx.doi.org/10.2478/kbo-2019-0074.

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Abstract Redefining recruitment systems and evaluating civil servants to take into account a number of general macroeconomic issues. Professionalization of the public function in order to identify future practical solutions to recruitment and evaluation processes is necessary to make a decision on several fundamental aspects of the public service system. Analysis of the relationship between the available human resources and the probable evolution of the quantitative and qualitative analysis of the existing resources as well as the design of future resources.

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Hu, Xiao. "A Quantitative Analysis of Recruitment Strategies and Their Impact on Employee Engagement." Pacific International Journal 7, no. 3 (2024): 35–42. http://dx.doi.org/10.55014/pij.v7i3.614.

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Recruiting and selecting talent is crucial for building a high-performing workforce, directly impacting employee engagement and organizational performance. This study examines the relationship between recruitment strategies and employee engagement in Shenzhen-based companies, focusing on Huawei Technologies Co., Ltd. and Tencent Holdings Limited. Through a quantitative analysis involving 200 staff members, the study explores patterns, trends, and correlations to uncover the dynamics between recruitment strategies and employee engagement. The findings reveal strengths and areas for improvement

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Martins, Jose Moleiro, Sayyed Sadaqat Hussain Shah, Antonio Abreu, Sana Sattar, and Saneela Naseem. "The impact of system dynamic employee recruitment process on organizational effectiveness." International Journal of Innovative Research and Scientific Studies 6, no. 3 (2023): 682–93. http://dx.doi.org/10.53894/ijirss.v6i3.1793.

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This study aims to examine how employee recruitment influences organizational effectiveness, specifically in financial terms and other factors, using a system dynamics approach. The study utilizes a modeling technique of the system dynamics approach, which includes causal loop diagrams, stock and flow maps, simulation, and on-field data gathering, to understand the nonlinear behavior of the complex system across time. The research method employed in this study involves the collection and analysis of on-field data using the system dynamics approach to model the recruitment process and its impac

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Edih, University O., Richard Osadume, and Humphrey O. Onoriode. "Effect of Referral Recruitment on Workers Efficiency." Politehnika 6, no. 1 (2022): 21–28. http://dx.doi.org/10.36978/cte.6.1.2.

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The study examined referral recruitment and workers efficiency: perspective of Nigerian Ports Authority. The objective of this study is to evaluate the effect of referral recruitment on workers efficiency. The signaling theory of recruitment was employed while staff of Nigerian Ports Authority was the sample population. The study generated primary data through questionnaires distributed to 350 staff and 345 questionnaires were returned. Multiple regressions analysis was used to test the hypothesis. Findings showed that, referral recruitment had positive and significant effect on workers effici

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Mwaitete, Cairo. "Enhancing Organizational Productivity through Effective Human Resource Planning in Tanzania’s Public Sector." NG Journal of Social Development 14, no. 1 (2024): 221–31. http://dx.doi.org/10.4314/ngjsd.v14i1.14.

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Inefficient human resource planning remains a significant challenge in Tanzania’s public sector, adversely affecting organizational performance. This study aims to examines the impact of human resource planning (HRP) on organizational productivity, focusing on key HRP elements such as workforce planning, job analysis, recruitment, and training. Using a case study design and a mixed research approach, data were collected from a sample of 56 employees through structured questionnaires. The findings revealed a strong relationship between effective workforce planning, job analysis, recruitment str

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Syah, Rizky Herdian. "Organizational Behavior Management in Creating Competent Human Resources." Jurnal Ilmiah Manajemen Kesatuan 12, no. 1 (2024): 141–50. http://dx.doi.org/10.37641/jimkes.v12i1.2398.

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This research aims to analyze employment planning in the school environment, including analysis of activities and workload, as well as evaluation of recruitment, selection, training and development of teaching staff. Research background shows that good workforce planning can improve school efficiency and effectiveness. The research method used is analysis of activity and workload data, as well as evaluation of teacher recruitment, selection, training and development. The research results show that workforce planning is more focused on academic and non-academic aspects in recruitment and select

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Dini, Yuli Indah Fajar, and Shirlyn Shirlyn. "Implementasi Proses Rekrutmen dan Seleksi Karyawan pada PT. Bestindo Persada." Mestaka: Jurnal Pengabdian Kepada Masyarakat 4, no. 1 (2025): 6–10. https://doi.org/10.58184/mestaka.v4i1.553.

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Human resources play a vital role and serve as the key factor in any organization or company. Regardless of the organization's or company's objectives, their implementation and management ultimately depend on human effort. If employee performance does not align with the company's goals, it can result in a decline in overall organizational performance. To address this issue, an analysis of the recruitment and selection system employed by the company is necessary. The methods used to gather data include interviews and observations. The outcome of this practical work is the development of materia

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Dini, Yuli Indah Fajar, and Ricky Zhang. "Optimization Strategies for Recruitment to Improve Human Resource Quality at Artha Jaya Motor Workshop." Mestaka: Jurnal Pengabdian Kepada Masyarakat 4, no. 1 (2025): 70–74. https://doi.org/10.58184/mestaka.v4i1.602.

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Artha Jaya Motor Workshop in Sagulung, Batam, faces challenges in workforce recruitment and human resource management. Traditional recruitment processes are considered inefficient, while the lack of a clear organizational structure impacts the workshop’s operations. To address these issues, a practical work project was carried out focusing on modern recruitment strategies using social media and digital platforms such as Google Form. The goal of this project is to improve recruitment effectiveness, establish an efficient organizational structure, and reduce employee turnover by creating clear w

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Julius, Joyce Karambu, Doreen Njeje, and Allan Dr. Allan Kihara. "Recruitment and Organizational Performance of Association of Sisterhoods of Kenya." Human Resource and Leadership Journal 9, no. 2 (2024): 47–71. http://dx.doi.org/10.47941/hrlj.1792.

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Purpose: This study investigated the influence of the recruitment process on the performance of the Association of Sisterhoods of Kenya. The study was aimed at examining the influence of recruitment methods, selection process, employment interview, placement, and induction. The study analyzed Contingency, Human Capital, Resource-based, and Person-Organization Theories. The study adopted a survey research design subjecting all A.O.S.K. employees.  Methodology: The study used descriptive methods for qualitative and quantitative. The data were collected using a structured questionnaire and

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Tobeery, Dua’A Shaher, Ahmad Ali Almohtaseb, and Mohammad Adnan Almahameed. "The Role of Human Resources Recruitment Strategy in Achieving Organizational Change at AL-Hussein Bin Talal University-Jordan." Business and Economic Research 7, no. 2 (2017): 118. http://dx.doi.org/10.5296/ber.v7i2.11213.

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This study was aimed at identifying the role of the HR recruitment strategy in achieving organizational change at AL-Hussein Bin Talal University (AHU) in Jordan. A questionnaire was distributed among the study samples, totaling (113) individuals. The most important findings were: (AHU) had a moderate level recruitment strategy, organizational change level at (AHU) was moderate, selecting HR was the highest in practice, followed by hiring HR and then attracting HR which was the least practiced component of HR, there was no statistically significant relation between attracting HR and achieving

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Dr., Cross Ogohi Daniel. "E-RECRUITMENT AND ITS EFFECTS ON ORGANIZATIONAL CREATIVITY AND INNOVATION IN NIGERIAN MANUFACTURING FIRMS." INTERNATIONAL JOURNAL OF RESEARCH SCIENCE & MANAGEMENT 5, no. 9 (2018): 42–49. https://doi.org/10.5281/zenodo.1422335.

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Human resource has been of significant development in the field of organization as one cannot exaggerate its importance of humans to an organization as they can make or break a company’s reputation, which in turn adversely affect organizational performance. The aim of this research is to determine e-recruitment and its effects on organizational creativity and innovation inNigerian manufacturing firms. Using qualitative research methods, a onetime survey was conducted in three selected Nigerian manufacturing firms. Primary data was analyzed using descriptive and inferential statistical (t

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PARAâ€™PAK, MINCE. "PENGARUH REKRUTMEN, DAN KOMITMEN ORGANISASI TERHADAP KINERJA KEPALA SEKOLAH DASAR KABUPATEN MANOKWARI." Jurnal Manajemen Pendidikan 6, no. 2 (2015): 1178–86. http://dx.doi.org/10.21009/jmp.v6i2.1867.

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The aim of this research is to examine the effect of recruitment and organizational commitment on job performance.The research was conducted to all of headmaster at the city of Manokwari by using a survey method with path analysis applied in testing hypothesis. The number of 91 headmasters as sample was selected by using Slovin formula. The result of research indicates: (1) there is direct effect of recruitment on job performance, (2) there is direct effect of organizational commitment on job performance, (3) there is direct effect of on job performance.Based on those finding it could be concl

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PARA’PAK, MINCE. "PENGARUH REKRUTMEN, DAN KOMITMEN ORGANISASI TERHADAP KINERJA KEPALA SEKOLAH DASAR KABUPATEN MANOKWARI." Jurnal Manajemen Pendidikan 6, no. 2 (2015): 1178. http://dx.doi.org/10.21009/jmp.06209.

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The aim of this research is to examine the effect of recruitment and organizational commitment on job performance.The research was conducted to all of headmaster at the city of Manokwari by using a survey method with path analysis applied in testing hypothesis. The number of 91 headmasters as sample was selected by using Slovin formula. The result of research indicates: (1) there is direct effect of recruitment on job performance, (2) there is direct effect of organizational commitment on job performance, (3) there is direct effect of on job performance.Based on those finding it could be concl

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Hermawan, Iwan, Muhammad Idris, and Choiriyah Choiriyah. "Pengaruh Rekrutmen, Pelatihan Kerja, Kompensasi dan Budaya Organisasi terhadap Kinerja Karyawan pada Bank Sumsel Babel Cabang Palembang." Jurnal Nasional Manajemen Pemasaran & SDM 3, no. 4 (2022): 158–76. http://dx.doi.org/10.47747/jnmpsdm.v3i4.904.

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The purpose this study to determine the effect of recruitment, job training, compensation and organizational culture on employee performance of Bank Sumsel Babel Palembang branch. In this research, using associative research method with a population of 102 employees, the sampling technique is random sampling using the Issac and Michael formulas obtained by 74 employee respondents. The analysis technique uses the Instrument Test with Validity and Reliable Test, Classical Assumption Test and Multiple Linear Regression with the help of the SPSS 25 program. Based on the results of the study known

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