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Journal articles on the topic 'Recruitment and Selections'

Author: Grafiati

Published: 3 June 2025

Last updated: 1 August 2025

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1

Deogratias, Deonatus H., and Oscar W. Tefurukwa. "Public Service Recruitment and Selection in Tanzania." Journal of Policy and Leadership 10, no. 2 (2024): 101–26. https://doi.org/10.70563/jpl.v10i2.69.

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The advent of e-recruitment and selection in Tanzania aimed at significantly lessening or stopping inherent features such as low penetration of job accessibility, corruption, delayed recruitment and selections, nepotism and fraud. It required changes in the regulatory framework for improved recruitment and selection. Otherwise, efficient and effective conventional recruitment and selection would be inherent. Consequently, it could continue to jeopardise the effective identification of potential and talented workforce for socioeconomic development in Tanzania. Extant studies on this topic rarel

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2

Mustika, Mustika, and Ade Irma Suryani. "Analisis Rekrutment dan Seleksi Karyawan PT Asuransi Jiwa Syariah Bumiputera Cabang Jambi." Ekonomis: Journal of Economics and Business 6, no. 1 (2022): 276. http://dx.doi.org/10.33087/ekonomis.v6i1.489.

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PT. Asuransi Jiwa Syariah Bumiputera in conducting employee recruitment is fully carried out by the head office or regional office, while agent recruitment is carried out by branch offices using two internal methods and external methods. Second, the selection process carried out at PT. Asuransi Jiwa Syariah Bumiputera Jambi Branch is in line with recruitment, during the internal recruitment process the selection process is carried out internally and does not go through many series of selections, while during the external recruitment process the selection stages are carried out gradually starti

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Nabi, Ghulam, Song Wei, and Muhammad Shabbir. "Does Selection Mechanism for Temporary Employees in Public Sector Universities affect Right Selection?" International Journal of Service Science, Management, Engineering, and Technology 6, no. 3 (2015): 1–11. http://dx.doi.org/10.4018/ijssmet.2015070101.

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Recruitment and selection of temporary and permanent employees have always remained one of a top priority ongoing function in public sector universities across the globe. Although temporary employees recruitment and selection facilitates effective screening of potential employees on permanent basis but the question is how does this take place in the public sector universities when it comes to the selection of permanent faculty members, this is main theme of this study to analyze the approaches of temporary selection and its impact on effectiveness of permanent selection. The data collection wa

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Saini, Sheetal, and Suresh Kumar Bhaker. "How Green HRM Practices Effect Organizational Citizenship Behaviour in the Indian Service Sector: The Mediating Role of Job Satisfaction." South Asian Journal of Social Studies and Economics 22, no. 3 (2025): 126–41. https://doi.org/10.9734/sajsse/2025/v22i3976.

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The purpose of this study is to investigate the effect of Green human resource management practices on organizational citizenship behaviour in the Indian service sector through the mediating role of job satisfaction. Among these, Green recruitment & selection and Green Employee Empowerment are identified as key strategic drivers. This study finds the relationship between Green recruitment & selection, Green employee empowerment, Job satisfaction, and Organizational citizenship behaviour. The data was collected through a questionnaire survey from 300 full-time employees of the Indian se

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Wijayanti, Rosalina, and Misbahuddin Azzuhri. "PENGARUH GREEN HUMAN RESOURCE MANAGEMENT DAN GREEN TRANSFORMATIONAL LEADERSHIP TERHADAP EMPLOYEE GREEN BEHAVIOR." Jurnal Kewirausahaan dan Inovasi 3, no. 2 (2024): 353–65. http://dx.doi.org/10.21776/jki.2024.03.2.02.

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The objective of this research is to assess and explain the effects of (1) Green Recruitment and Selections on Employee Green Behavior, (2) Green Training and Development on Employee Green Behavior, (3) Employee Green Involvement on Employee Green Behavior, and (4) Green Transformational Leadership on Employee Green Behavior in the context of Grand Ranggonang Sekayu hotel. Using saturated sampling, 51 employees of the hotel were selected as the respondents of this quantitative explanatory study. The results of the multiple linear regression suggest that (1) Green Recruitment and Selections pos

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Odeku, Kola. "The role of interviewers in job effective recruitment and selection processes." Journal of Governance and Regulation 4, no. 1 (2015): 224–29. http://dx.doi.org/10.22495/jgr_v4_i1_c2_p5.

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Interview processes are dynamic and sometimes very sensitive and as such, they need to be managed effectively and efficiently by evaluating applicants equally without showing favour or prejudice prior, during and until all processes have been completed. A lot of interview processes for purposes of appointment selections have been tainted with unethical practices where the panellists, who took part in the processes, displayed various forms of partisanship, prejudices and so on. Sometimes, a selector may have premeditated negative mind set towards an applicant which may be evidenced during the i

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Suryani, Suryani. "Media Sosialisasi Penerimaan Dalam Meningkatkan Recruitment Calon Mahasiswa Baru." BERDAYA: Jurnal Pendidikan dan Pengabdian Kepada Masyarakat 3, no. 2 (2021): 53–58. http://dx.doi.org/10.36407/berdaya.v3i2.150.

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The higher education admission selections are intended to obtain excellent prospective students. The opportunities are given to all students who graduated from senior high, vocational and Islamic senior high, and Islamic boarding schools (Dayah) throughout Lhokseumawe. These activities involved some lecturers and academicians from The State Islamic Institute (IAIN) Lhokseumawe located in Alu Awee, Muara Dua District, Lhokseumawe City. The methods used in the SPMB socialization process were discussion and feedback to create two-way interactions. This socialization was intended that the senior h

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Vela-Plo, Laura, Marta De Pedis, and Marina Ortega-Andrés. "Is There a Woman in Los Candidatos? Gender Perception with Masculine “Generics” and Gender-Fair Language Strategies in Spanish." Languages 10, no. 7 (2025): 175. https://doi.org/10.3390/languages10070175.

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This study examines how several gender-encoding strategies in Spanish and social factors influence gender perception, reinforcing or mitigating a sexist male bias. Using an experimental design, we tested four linguistic conditions in a job recruitment context: masculine forms (theoretically generic), gender-splits, epicenes, and non-binary neomorpheme “-e”. After reading a profile in one of these conditions, 837 participants (52% women) selected an image of a woman or man. Results show that masculine forms lead to the lowest selection of female candidates, manifesting a male bias. In contrast,

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Berman, Rebecca, Kim Weber Yorga, and Jeanelle Sheeder. "Intention to Participate in Group Prenatal Care: Moving Beyond Yes or No." Health Promotion Practice 21, no. 1 (2018): 123–32. http://dx.doi.org/10.1177/1524839918784943.

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Group prenatal care (GPNC) is an alternative model to traditional individual care and may improve public health outcomes. Prior studies suggest that interest in GPNC varies widely and few studies have examined characteristics predictive of interest in this model. The purpose of this study was to inform GPNC recruitment efforts by examining likelihood of participation delineated by characteristics and GPNC perceptions. Pregnant participants received information about GPNC then completed a survey measuring demographic, psychosocial, and reproductive characteristics, likelihood to participate in

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Tiga Anugerah Ramadhani and Syaiful Ade Septemuryantoro. "Strategy of the Human Resources Department in Recruiting Quality Employees at Quest Prime Pemuda Hotel in Semarang." International Conference on Education, Social Sciences and Technology (ICESST) 2, no. 2 (2023): 23–32. http://dx.doi.org/10.55606/icesst.v2i2.281.

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The Human Resources Department has the responsibility to oversee and manage human resources and everything related to the strategy of recruiting quality employees and the period of time when the Human Resources Department is looking for new candidate replacements. The importance of the ability to recruit quality employees for the Human Resources Department is one of the factors in improving professional human resources, and recruitment problems can be resolved well, thus reducing existing issues. This study aims to determine the strategy of recruiting quality employees at the Quest Prime Hotel

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Nurisma, Anggis Rahma, Annisa Amelia Cahyani, Amanda Ferisia Herdianti, Syunu Trihantoyo, and Nuphanudin Nuphanudin. "Efektivitas Proses Rekrutmen Guru dalam Meningkatkan Kualitas Pendidikan." TSAQOFAH 4, no. 3 (2024): 1684–94. http://dx.doi.org/10.58578/tsaqofah.v4i3.2964.

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The purpose of this research is to understand the teacher recruitment process at SMPN 47 Surabaya and its impact on improving the quality of education at SMPN 47 Surabaya. This type of research is using descriptive qualitative research, which is a research procedure carried out by producing descriptive data in the form of written or spoken words from someone who is observed. Based on the results of this study, it shows that the implementation of the recruitment of teaching staff (teachers) in SMPN 47 Surabaya is carried out or submitted to the education office, where each level of education su

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Varun, Shenoy, and Aithal Sreeramana. "A New IEDRA Model for Student Placement Realization." International Journal of Management, Technology, and Social Sciences (IJMTS) 2, no. 2 (2017): 20–27. https://doi.org/10.5281/zenodo.835611.

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Getting campus placement for employment even before completion of their course is a price achievement for graduating students. Even getting a first job immediately after course completion is a new dream start for young graduates. However, the complication exists when students in final graduating year at campus are very much unsure and uncertain about their chances of getting first job placement despite of all skill training and career counselling imparted owing to various factors. Therefore, to address and solve this dilemma of students, a new IEDRA (Interested, Eligible, Deserving, Registered

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Meilina, Lely, Nyoman Putra Sastra, and Dewa Made Wiharta. "LECTURERS ADMISSIONS SELECTIONS MODEL USING FUZZY K-NEAREST NEIGHBOR METHOD." Jurnal Teknik Informatika (Jutif) 4, no. 2 (2023): 449–56. http://dx.doi.org/10.52436/1.jutif.2023.4.2.740.

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Higher Education, or tertiary education, is the final stage which is optional in formal education. It is usually organized in the form of a university, academy, seminary, high school, or institute. Every tertiary institution needs qualified and professional educators because they have an important role in the process of implementing the Tri Dharma of Higher Education. Recruitment for teaching staff usually has several stages and standardization of assessment in selection proces. In order for the process of selecting educators to be carried out objectively, a support system is need to carry out

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Ginting, Reviora Karunia, Sugiyanto Sugiyanto, Tri Aprilijanto Utomo, and Slamet Riyadi. "Human resources for the sport of swimming for student athletes of the Indonesian special sports school with disabilities." Health Technologies 2, no. 1 (2024): 16–23. http://dx.doi.org/10.58962/ht.2024.2.1.16-23.

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Purpose This research aims to human resources for the sport of swimming for student athletes of the Indonesian special sports school with disabilities Material and methods This type of research is qualitative descriptive research. This study used basic interpretive study methods. Basic interpretive studies can be interpreted as problem-solving procedures that are researched to understand a particular phenomenon, process, or point of view from the perspective involved. The main objective of the study is to understand the world or the experiences of others. Basic interpretive studies can use a v

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Loh, Kep Kee, Emmanuel Procyk, Rémi Neveu, et al. "Cognitive control of orofacial motor and vocal responses in the ventrolateral and dorsomedial human frontal cortex." Proceedings of the National Academy of Sciences 117, no. 9 (2020): 4994–5005. http://dx.doi.org/10.1073/pnas.1916459117.

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In the primate brain, a set of areas in the ventrolateral frontal (VLF) cortex and the dorsomedial frontal (DMF) cortex appear to control vocalizations. The basic role of this network in the human brain and how it may have evolved to enable complex speech remain unknown. In the present functional neuroimaging study of the human brain, a multidomain protocol was utilized to investigate the roles of the various areas that comprise the VLF–DMF network in learning rule-based cognitive selections between different types of motor actions: manual, orofacial, nonspeech vocal, and speech vocal actions.

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Moy, Jane W., and Sze M. Lee. "The career choice of business graduates: SMEs or MNCs?" Career Development International 7, no. 6 (2002): 339–47. http://dx.doi.org/10.1108/13620430210444367.

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To promote SME growth, it is essential to attract young, educated minds to work for them. Recent graduates often view employment in small‐ and medium‐sized enterprises (SMEs) as a “second choice”, and prefer to work for multinational corporations )MNCs). This study uses a job attributes model to address the inability of SMEs to attract business graduates. The first part of the study investigates the importance of nine job attributes to graduates in initial job selections, and their perceptions of these attributes offered by SMEs and MNCs. The second part of the study reports that SME employer

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S., Uma Maheswari, and Karthuckkanna RM. "A Study on HR Policies and Implementation of L.G. Balakrishan & Bro’s Ltd., to Kovilpalayam." International Journal of Innovative Research in Information Security 09, no. 04 (2023): 299–304. http://dx.doi.org/10.26562/ijiris.2023.v0904.13.

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The Human resource policies are continuing guidelines on the approach of which an organization intends to adopt in managing its people. They represent specific guidelines to HR managers on various matters concerning employment and state the intent of the organization on different aspects of Human Resource management such as recruitment, promotion, compensation, training, selections etc. They therefore serve as a reference point when human resources management practices are being developed or when decisions are being made about an organization's workforce. A good HR policy provides generalized

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Höhne, Benjamin. "Mehr Frauen im Bundestag? Deskriptive Repräsentation und die innerparteiliche Herausbildung des Gender Gaps." Zeitschrift für Parlamentsfragen 51, no. 1 (2020): 105–25. http://dx.doi.org/10.5771/0340-1758-2020-1-105.

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Lately, the parliamentarian presence of women more and more has been a topic in public debates . These debates draw more on theoretical arguments instead of on empirical findings . How the gender gap between the German Bundestag’s composition and the population can be explained is analyzed on the basis of candidate selections in all seven Bundestag parties . A clear majority of all parties with the exception of the right-wing populist AfD show sensitivity to a fair gender presence . In three consecutive steps, the recruitment stages are examined, beginning with the shift from society to party

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Piantadosi, Sean C., and Susanne E. Ahmari. "Using Optogenetics to Dissect the Neural Circuits Underlying OCD and Related Disorders." Current Treatment Options in Psychiatry 2, no. 3 (2015): 297–311. http://dx.doi.org/10.1007/s40501-015-0056-3.

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Opinion Statement Clinical and preclinical studies have uncovered substantial evidence that dysfunction in cortico-striatal-thalamo-cortical (CSTC) loops central to the selection of action strategies may underlie obsessive compulsive disorder (OCD) symptoms. In human OCD, data suggest that the balance between selections of habitual versus goal-directed action strategies is disrupted, with concomitant hyperactivation of CSTC regions associated with these strategies. Preclinical lesion and inactivation studies of homologous CSTC regions in rodents have shed light on how sub-regions of the fronta

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Sajeena, .U. "RECRUITMENT AND SELECTION STRATEGIES OF PUBLIC SECTOR UNDERTAKINGS." International Journal of Research -GRANTHAALAYAH 5, no. 2 (2017): 333–37. https://doi.org/10.5281/zenodo.376075.

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This study examines the impact of recruitment and selection strategies of public sector undertaking .In the Indian context, Public sector or the PSEs primarily constitute the corporate bodies where 51% or more equity is held by the government, created under the special acts of legislature, or registered under the companies Act 1956.Primary data on various aspects of recruitment and selection were collected from the employees of different undertakings with the help of well framed questionnaire that was duly filled by the HRM officials and employees. This study highlight the emerging trends in t

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S.Lokesha. "THE INTERNAL AND EXTERNAL FACTORS AND THEIR INFLUENCE ON RECRUITMENT AND SELECTION PROCESS OF SUSTAINABLE WORK." Shanlax International Journal of Arts, Science and Humanities 6, S2 (2019): 9–17. https://doi.org/10.5281/zenodo.2650767.

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<em>The recruitment and selection process is one of the most important aspects of running new and established businesses alike. The right employees can take your business to new heights. The wrong ones can hurt business by missing sales, turning customers off and creating a toxic workplace environment. Follow experts' advice on each step of the recruitment and selection process to put together a team that fits with and enhances your business culture, goals and objectives.</em>

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Nogueira, P. C., S. M. Coltre, and P. R. C. Nogueira. "LINGUAGEM NÃO VERBAL NO PROCESSO DE RECRUTAMENTO E SELEÇÃO." Revista Sodebras 12, no. 134 (2017): 05–09. http://dx.doi.org/10.29367/issn.1809-3957.2017.02.134.05.

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Garden, D. L., C. M. Waters, A. B. Smith, M. R. Norton, G. C. Auricht, and E. Kobelt. "Performance of native and introduced grasses for low-input pastures. 2. Herbage production." Rangeland Journal 27, no. 1 (2005): 41. http://dx.doi.org/10.1071/rj05003.

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A total of 62 perennial grasses were evaluated for herbage production under low-fertiliser conditions at eight sites in the temperate zone of southern Australia from 1999 to 2001. A brief assessment of relative preference ranking by sheep was also made at the end of the experimental period. Four sites were in the high rainfall areas of south-east Australia, two in the drier mixed farming areas of western NSW, and two sites in Mediterranean southern Australia. Seven standard cultivars were included in the comparisons. Plants were grown from seed in glasshouses and transplanted to the field as s

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Salvatore, Maxwell, Ritoban Kundu, Xu Shi, et al. "Abstract 4866: To weight or not to weight? Studying the effect of selection bias in three EHR-linked biobanks with applications to colorectal cancer." Cancer Research 84, no. 6_Supplement (2024): 4866. http://dx.doi.org/10.1158/1538-7445.am2024-4866.

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Abstract The use electronic health record (EHR)-linked biobanks, including All of Us (AOU), the Michigan Genomics Initiative (MGI), and the UK Biobank (UKB), has become increasingly common in cancer research. However, each has a different participant recruitment strategy resulting in non-probability samples, which can lead to selection bias. An unanswered question is whether researchers should use selections weights when analyzing these data. Using colorectal cancer as the test case, we investigate the impact of using such weights on descriptive and analytic tasks in these three biobanks. We c

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Pujiantari, Roni, and Dwi Wahyudiati. "Analisis Perencanaan dan Rekrutmen Guru pada Dinas Pendidikan Kabupaten Lombok Tengah." PALAPA 10, no. 2 (2022): 486–501. http://dx.doi.org/10.36088/palapa.v10i2.2278.

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This study uses a naturalistic qualitative approach to describe the management of human resources for educators at the Education Office of Central Lombok Regency in a complete, natural and in-depth manner. The Education Office of Central Lombok Regency in planning and recruiting educators by evaluating and analyzing the needs of teacher shortages in each school based on the teacher needs proposed by the school principals. Then coordinate in the form of meetings, meetings and joint deliberation in order to propose planning for educators proposed by the school. Planning for the needs of educator

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Khamis, Said Nasser Al Muniri. "ACADEMIC STAFF SELECTION IN THE SULTANATE OF OMAN – THE CASE OF COLLEGES OF TECHNOLOGY." International Journal of Engineering Technologies and Management Research 5, no. 12 (2018): 128–45. https://doi.org/10.5281/zenodo.2432357.

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This paper looks at the academic staff selection practices at the Colleges of Technology in Oman. An inductive reasoning or bottom up approach was used in this research project. The main method of data collection used was semi-structured interviews conducted with selected government officials whose position and experience would enable them to provide useful data on the issues being explore. Some of the main findings of the research was that the interviewers predominantly conducted unstructured interviews and the interviewers had not received any training on how to conduct interviews and carryo

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Rafałko, Sandra. "Budowanie zaangażowania pracowników w firmie poprzez rekrutację i selekcję." Prace Naukowe Akademii im. Jana Długosza w Częstochowie. Pragmata tes Oikonomias 10 (2016): 133–42. http://dx.doi.org/10.16926/pto.2016.10.11.

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Patterson, David. "Islamic Jihad and the Holocaust: From Hitler to Hamas." Volume 4 4, no. 1 (2022): 60–70. http://dx.doi.org/10.33929/sherm.2022.vol4.no1.05.

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This article examines Haj Amin al-Husseini’s involvement in the Holocaust, his ties to the Muslim Brotherhood, and the Brotherhood’s post-Holocaust influence on the spread of exterminationist Jew hatred. The article examines the connection between the Nazis and the Muslim Brotherhood facilitated by al-Husseini, showing the pivotal nature of the Arab Revolt of 1936 – 1939 in these relationships. By then the Brotherhood was sending delegations to the Nuremberg rallies and distributing the Protocols of the Elders of Zion and Arabic-language selections from Mein Kampf. The article then explores al

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Fisberg, Mauro, Irina Kovalskys, Georgina Gómez Salas, et al. "Developing a cooperative multicenter study in Latin America: Lessons learned from the Latin American Study of Nutrition and Health Project." Revista Panamericana de Salud Pública 41 (December 19, 2017): 1. http://dx.doi.org/10.26633/rpsp.2017.111.

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This report examines the challenges of conducting a multicenter, cross-sectional study of countries with diverse cultures, and shares the lessons learned. The Latin American Study of Nutrition and Health (ELANS) was used as a feasibility study involving the most populous cities of eight countries in Latin America (Argentina, Brazil, Chile, Colombia, Costa Rica, Ecuador, Peru, and Venezuela) in 2014–2015, about 40% of the population of the Americas. The target sample included 9 000 individuals, 15–65 years of age, and was stratified by geographic location (only urban areas), gender, age, and so

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Mira Udina, Netty Laura, Emerald G. M Tobing, and Emerald G. M Tobing. "THE INFLUENCE OF THE RECRUITMENT AND SELECTION PROCESS ON EMPLOYEE PERFORMANCE PT KIARA SAWIT ABADI 1." Fundamental Management Journal 9, no. 2p (2024): 33–53. https://doi.org/10.33541/fjm.v9i2p.6314.

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Palm oil plantation companies are encountering intense competition in the global market. To effectively engage in this competition, PT Kiara Sawit Abadi must ensure that employee performance is at its peak to realize its business objectives. The recruitment process conducted by PT Kiara Sawit Abadi have a positive impactt on employe performancee. This is evident from the significance level of 0.005, which is below 0.05, and the calculate t-value of 2.924, surpassing the t-table valuee of 1.676. Consequently, it can be inferred that the recruitmen proces afects the performancee of employes at P

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Karunakaran, N., and K. R. Ajith Kumar. "Seriousness and responsiveness of the myth of campus selection by management institutes and corporate." Journal of Management Research and Analysis 8, no. 4 (2021): 208–11. http://dx.doi.org/10.18231/j.jmra.2021.040.

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Recruitment is the process of identifying and attempting to attract candidates who are capable of filling vacancies existing and likely to arise appropriately. Selection is generally made from available qualified applicants who have potential to meet the organization’s needs. As such, effective sourcing and selection decides efficient recruitments.

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Syafira, Alaina. "Penerapan Proses Rekrutmen dan Seleksi Karyawan pada UMKM Tree Burger House." Madani: Jurnal Ilmiah Multidisiplin 1, no. 5 (2023): 802–6. https://doi.org/10.5281/zenodo.8051513.

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This observation aims to determine the recruitment process carried out by MSMEs Tree Burger House. Recruitment and selection is a very important process in determining whether or not applicants are recruited in the company.  Because human resources have an important role in an organization or business, as well as recruitment and selection which have an important role in achieving the goals of a company. The method we use is descriptive with observative. The results we got were in the form of information about the various stages of the recruitment and selection process at the new MSMEs Tre

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Kavya, S., and Bala Koteswari Dr. "EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS AT MILLTEC MACHINERY PVT LTD." International Journal of Human Resource & Industrial Research 4, no. 4 (2017): 47–51. https://doi.org/10.5281/zenodo.10701857.

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<strong>Abstract</strong> The study on “Effectiveness of Recruitment and Selection Process” carried out at Milltec Machinery Private Ltd Company. This company is located in Bommasandra, Bangalore. The main purpose of the study is to hunt, how the Recruitment and Selection in the organisation are carried out and the various techniques used to recruit applicants. Further the objective of my study is to find out the strategies used by the organisation in recruitment and selection process and its effectiveness. And the outcome of my study is to provide necessary suggestions where there

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Davi, Ruthie, Mark Chandler, Barbara Elashoff, et al. "Non-small cell lung cancer (NSCLC) case study examining whether results in a randomized control arm are replicated by a synthetic control arm (SCA)." Journal of Clinical Oncology 37, no. 15_suppl (2019): 9108. http://dx.doi.org/10.1200/jco.2019.37.15_suppl.9108.

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9108 Background: The FDA’s accelerated approval (AA) pathway provides conditional approval for an investigational product (IP) after positive effect on a surrogate endpoint has been provided, allowing patients earlier access to the therapy. Confirmation of a positive effect on the clinical endpoint after conditional approval is required and usually includes a randomized trial. However, such a trial is challenged by availability of the IP outside the trial. Recruitment becomes more difficult, and patients assigned to control are more likely to drop-out and use the non-assigned IP, which may bia

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Singh, Shivangi, and Dr Praveen Kumar Sharma. "Study On Effectiveness Of Recruitment And Selection Process Of Educational Institutions." International Journal of Research Publication and Reviews 6, no. 3 (2025): 7288–94. https://doi.org/10.55248/gengpi.6.0325.12123.

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Sinlae, Fried. "NEW EMPLOYEE SELECTION METHOD WEIGHTED PRODUCT AT PT. XYZ." JURTEKSI (Jurnal Teknologi dan Sistem Informasi) 9, no. 4 (2023): 707–14. http://dx.doi.org/10.33330/jurteksi.v9i4.2599.

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Abstract: Weighted Product (WP) Methodology Implementation System for Employee Recruitment at PT. Web-Based XYZ conducted research on decision support systems with a website platform for PT. XYZ. The data collection method was carried out for research using the literature study method from existing theories, interviews, several discussions as well as questions and observations at research sites. Using the Weighted Product (WP) Methodology aims to provide a solution to the problems that exist at PT. XYZ, for the basis of a computational assessment. PT assistant system. XYZ to conduct elections

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Liang, Jiawen. "Recruitment and Selection." Financial Forum 9, no. 3 (2020): 153. http://dx.doi.org/10.18282/ff.v9i3.1275.

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<p>With the deepening of economic globalization, the essential competition between enterprises is the competition of talents. And how to attract and retain competitive talents has become the key of the survival and development of enterprises. Recruitment is an important way for an enterprise to obtain excellent human resources. Only by acquiring and cultivating the appropriate human resources of the enterprise firstly, and then adopting scientific methods, can the goal of organization be achieved to the maximum extent. Thus, it can be seen easily that the success or failure of recruitmen

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Dhotre, Avinash C., Laxmikant S. Shrimangal, and Kalyan B. Dhawle. "Recruitment and Selection Methods Used in Private Sector: With Special Reference to Aurangabad District." International Journal of Advance Study and Research Work 4, no. 3 (2021): 1–12. https://doi.org/10.5281/zenodo.4604689.

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<strong><em>The present research study is concerned with the recruitment and selection process in private organizations of Aurangabad district. Recruitment and selection is the main function of human resource management. The study overviews the challenges and issues of HRM, a global scenario of recruitment, current trends in recruitment and selection, etc. The profile of the Aurangabad industrial sector is of major significance while studying the recruitment and selection process. The review of literature has overviewed all elements of the recruitment and selection process. The study has been

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Johnsy, Johnson, and George Gisa. "A Comparative Study on Recruitment & Selection Process in Big Four Accounting Firms." RESEARCH REVIEW International Journal of Multidisciplinary 03, no. 11 (2018): 348–52. https://doi.org/10.5281/zenodo.1490550.

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Recruitment and selection are often entitled as the talent acquisition in the organisation and it is one of the key components at the starting point of human resources in organisation. There are many factors which contribute to the company’s prosperity such as employee ability, education, skill, experience, personality traits and motivation. Efficient recruitment and selection process will boost the organisational growth. The main objective of this paper is to study the recruitment and selection process in the Big Four accounting firms. This research paper highlights the odds and evens o

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S, Kamaraj, Venkatrama Raju D, and Kannan J. "A Study of Recruitment and Selection in Ultramarine & Pigments LTD., Ranipet." Journal of Advanced Research in Dynamical and Control Systems 11, no. 0009-SPECIAL ISSUE (2019): 1265–70. http://dx.doi.org/10.5373/jardcs/v11/20192733.

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BETABO GOGSIDO, Sheref. "Earlier Management Practice and Thinking: Hediya Peoples’ Indigenous Management Philosophy in the Construction of “Mud-Hut” In Central Ethiopia Regional State." MANAGEMENT AND ECONOMICS REVIEW 8, no. 3 (2023): 316–31. http://dx.doi.org/10.24818/mer/2023.10-05.

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The main problems of research are: the impact of social environment on human behaviour has contributed to the debate against the management view of universal applicability, and also there are multiple challenges for the African indigenous management theories development. The research aims to have an indigenous management philosophy of the Hediya people in Ethiopia in their mud-hut construction. The study is carried out using the metaphoric method of the qualitative research approach. The researcher collected metaphoric data from the Hediy-nefra of Lemo community where researcher was born, and

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Mons, Arturs, and Velga Vevere. "BEHAVIORAL ECONOMICS PERSPECTIVE ON ASSESSMENT OF RECRUITMENT AND SELECTION PRACTICES IN LATVIA." Acta Prosperitatis, no. 11 (April 22, 2020): 128–39. http://dx.doi.org/10.37804/1691-6077-2020-11-128-139.

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The aim of the current paper is to evaluate the current Human Resource Management evolution in Latvia with respect to employee recruitment and selection practices. The focus is set on the used methods of selection process in organizations, when they are hiring personnel on different organization levels. The authors of the current paper applied several empirical methods to research the recruitment and selection processes. The study was executed in two stages: (1) discussion with Latvia’s recruitments practitioners (Delphi method), and (2) quantitative study performed in Latvia. The research que

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Bella, Elisabeth Nainggolan, Sinulingga Sukaria, and Absah Yeni. "Analysis of Recruitment Strategies in Efforts to Improve Employee Performance of PT. Toba Pulp Lestari Porsea." International Journal of Research and Review 7, no. 6 (2020): 34–39. https://doi.org/10.5281/zenodo.3952088.

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This study aims to determine and analyze the effect of the recruitment strategies (recruitment process and selection procedures) in efforts to improve employee performance of PT. Toba Pulp Lestari Porsea both partially and simultaneously. Furthermore, formulating appropriate policies and strategies to be implemented to improve the company. This research is categorized as quantitative research with associative methods and using questionnaires as research instruments. The population in this study are new employees of PT. Toba Pulp Lestari Porsea in the last 3 years. The sampling technique used t

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ODODO, Emmanuel Philip, Dr Anietie Bello INYANG, and Daniel Billy. "IMPACT OF LINKEDIN MARKETING ON RECRUITMENT AND SELECTION PROCESSES IN THE IT INDUSTRY." American Journal of Management and Economics Innovations 6, no. 9 (2024): 31–40. http://dx.doi.org/10.37547/tajmei/volume06issue09-06.

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The paper titled "Impact of LinkedIn Marketing on Recruitment and Selection Processes in the IT Industry" explores how LinkedIn's marketing tools, including profile optimization, targeted advertising, and content marketing, influence recruitment outcomes. The research addresses a critical gap by investigating how these strategies impact the quality of hires, time to hire, and the volume of qualified applicants. Using a correlational research design, data were gathered from 150 HR professionals and recruiters in the IT sector via structured questionnaires. The findings reveal that LinkedIn prof

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Mankikar, Dr Sneha. "A Critical Study on Recruitment and Selection With Reference to HR Consulting Firms." Paripex - Indian Journal Of Research 3, no. 3 (2012): 108–11. http://dx.doi.org/10.15373/22501991/mar2014/38.

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Hallier, Jerry. "Greenfield recruitment and selection." Personnel Review 30, no. 3 (2001): 331–51. http://dx.doi.org/10.1108/00483480110385951.

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Løkke, Ann-Kristina, Anders Ryom Villadsen, and Anne Skipper Bach. "Recruitment and Selection in the Public Sector: Do Rules Shape Managers’ Practices?" Public Personnel Management, January 10, 2023, 009102602211461. http://dx.doi.org/10.1177/00910260221146145.

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This study investigates the effects of optimal rule control on recruitment and selection practices in public organizations. Although rules are argued to constrain organizational practices and organizational performance, there is limited knowledge about the relationship of optimal rule control to recruitment and selection practices from a managerial perspective. By conducting a study with survey responses from 1,000 public frontline managers, combined with administrative data, this article investigates how optimal rule control is associated with the formation of recruitment objectives and selec

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Bhardwaj, Sneh. "Decision-making in the recruitment of women on corporate boards: does gender matter?" Equality, Diversity and Inclusion: An International Journal, March 15, 2022. http://dx.doi.org/10.1108/edi-08-2021-0188.

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PurposeThe author provides an insider view of women directors' selections on corporate boards from the empirical setting of India and find if the recruitment practices in this space discriminate against women.Design/methodology/approachThe study collected data from a diverse cohort of 27 directors through semi-structured interviews. The data were analysed by applying an interpretative inductive approach and using the software NVivo's 12-plus version.FindingsThe author’s findings show that board recruiters present different selection criteria and processes to women candidates depending upon het

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Gelgör, Eda, and Sema Poyraz Can. "Decision Making in Bank Personnel Selection Using the Analytical Hierarchy Process." Information Technology in Economics and Business, January 31, 2025. https://doi.org/10.69882/adba.iteb.2025012.

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Banks, like in many other areas, must make the right decisions in personnel selection. Incorrect personnel choices can lead to customer loss and increase internal organizational problems. Therefore, it is crucial for banks to make the right personnel selections and use objective criteria when making these decisions. Selecting the most suitable employee who can contribute to increasing the value of the organization from numerous applications requires a multi-stage process. Recent studies have observed that multi-criteria decision-making methods are frequently used in evaluating recruitment proc

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Collignon, Sofia. "Addressing Barriers to Women's Representation in Party Candidate Selections." Political Quarterly, May 9, 2024. http://dx.doi.org/10.1111/1467-923x.13397.

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AbstractAn analysis of Conservative and Labour Party candidate selections reveals persistent gender disparities, with the Conservative Party nominating a significantly higher proportion of men. While various factors, such as local connections and harassment, abuse and intimidation (HAI) are cited as explanations, they fail to address systemic issues within the Conservative Party's recruitment processes and organisational culture. This article argues that the focus should shift from individual women to party structures and practices that perpetuate gender inequality. Drawing on previous researc

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