Effective Recruitment and Selection

2002 ◽  
Vol 2 (2) ◽  
pp. 26-29 ◽  
Author(s):  
Alison Clayton ◽  
Cameron McKenna
Keyword(s):  
Selection Process ◽  
Training And Development ◽  
Recruitment And Selection

Alison Clayton and Cath Hancock have supplied us with two articles addressing aspects of the recruitment and selection process. This article from Alison Clayton, Training and Development Officer at Cameron McKenna, deals with the skills you need to be an effective interviewer.

scholarly journals ROTATIVIDADE: PERCEPÇÃO DOS COLABORADORES SOBRE AS CAUSAS DE DEMISSÃO VOLUNTÁRIA

2018 ◽  
Vol 7 (2) ◽  
pp. 110
Author(s):  
Keila Araújo de Lima ◽  
Gabrielle Silva Araújo ◽  
Antônio Roberto Xavier ◽  
Vitória Maria Serafim da Silva
Keyword(s):  
Content Analysis ◽  
Human Resources ◽  
Organizational Climate ◽  
Selection Process ◽  
Training And Development ◽  
Qualitative Approach ◽  
Analysis Technique ◽  
Recursos Humanos ◽  
Recruitment And Selection ◽  
The City

O desligamento de colaboradores pode gerar um alto custo com variáveis que poderiam ser evitadas, como: gasto com admissões e demissões, processo seletivo, contratação, treinamento e pagamento de encargos (BORGES E RAMOS, 2007). Além disso, a empresa pode sofrer por falta de mão-de-obra, não alcançar as metas de produção e gerar excesso de serviço para os demais funcionários. A partir dessa conjuntura se reconhece a importância de reter talentos para ser mais competitivo e evitar prejuízos. Em face ao exposto, se questiona: Qual a percepção dos colaboradores sobre as causas que os levaram à demissão voluntária na cidade de Sobral - Ceará? Para a resolução desta questão, tem-se como objetivo geral: analisar a percepção dos colaboradores sobre as causas que implicam na demissão voluntária em Sobral-Ceará. A pesquisa possui natureza descritiva, de abordagem qualitativa. Para coleta de dados, realizou-se entrevista aberta semiestruturada. Participaram da entrevista quatro ex-colaboradores de empresas sobralenses, denominados: E1 (ex-supervisor de manutenção), E2 (ex-analista de RH), E3 (ex-assistente de RH) e E4 (ex-analista de RH). Para o tratamento usou-se a técnica de análise de conteúdo, considerando as categorias: Recrutamento e Seleção, Treinamento e Desenvolvimento, Gestão Inapropriada de Recursos Humanos, Clima Organizacional e Concorrência. O estudo mostrou-se importante para entender os motivos que refletem no desligamento voluntário, como também, em quais pontos as empresas sobralenses devem rever seu desempenho. ROTATIVITY: COLLABORATORS 'PERCEPTION OF THE CAUSES OF VOLUNTARY RESIGNATION ABSTRACT The dismissal of employees can generate a high cost with variables that could be avoided, such as: expenses with admissions and dismissals, selection process, contracting, training and payment of charges (BORGES AND RAMOS, 2007). In addition, the company may suffer from lack of labor, fail to meet production targets and generate excess service for other employees. From this juncture it is recognized the importance of retaining talent to be more competitive and avoid losses. In view of the above, it is questioned: What is the perception of employees about the causes that led them to voluntary dismissal in the city of Sobral - Ceará? To solve this question, the general objective is to analyze the employees' perception of the causes that imply voluntary dismissal in Sobral-Ceará. The research is descriptive in nature, with a qualitative approach. For data collection, a semi-structured open interview was conducted. Four ex-employees from Sobral companies, E1 (former maintenance supervisor), E2 (former HR analyst), E3 (former HR assistant) and E4 (former HR analyst) participated in the interview. For the treatment, the content analysis technique was used, considering the categories: Recruitment and Selection, Training and Development, Inappropriate Management of Human Resources, Organizational Climate and Competition. The study was important to understand the reasons that reflect on voluntary disengagement, but also, at what points should Sobral companies review their performance.

scholarly journals ANALISIS SUMBER DAYA MANUSIA (SDM) PT. WEHA TRANSPORTASI INDONESIA Tbk.

2020 ◽  
Vol 2 (2) ◽  
pp. 114-122
Author(s):  
Nur Wildan Mubarok ◽  
Nurdayanti ◽  
Nurul Fadliyah Hidayatunisa ◽  
Nurul Rahayu ◽  
Nyimas Laeli Nurbayanti
Keyword(s):  
Selection Process ◽  
Training And Development ◽  
Job Description ◽  
Recruitment And Selection ◽  
Job Specification

Penelitian berdasarkan data-data ini bertujuan untuk menganalisis sumber daya manusia PT.WEHA Tranportasi Indonesia Tbk, selama periode 2017-2018 untuk melihat kemampuan perusahaan dalam menjalankan dan mengatur sumber daya manusia. Penelitian ini menggunakan data sekunder dengan melihat laporan annual perusahaan tahun 2017- 2018 yang meliputi aspek-aspek sumber daya manusia yaitu Job description & Job specification, recruitment and selection process, placement of staff, compentatin implementation, training and development, performance, appraissial, organization cultural and integration  ( motivasi) . Dalam penelitian ini  menggunakan metode kualitatif sebagai metode penelitian positivme yang  dapat diartikan metode penelitian kualitatif adalah dengan menggunakan logika induktif. Berdasarkan hasil penelitian ini PT.WEHA Transportasi Indonesia Tbk, menunjukan bahwa perusahaan memiliki empat pilar sumber daya manusia yang terdiri dari Rekrutmen, Renumerasi, Punishment & Rewards , Pengembangan Dan Tahapan Karir .

Managing human resources in Jordanian organizations: challenges and prospects

2014 ◽  
Vol 7 (1) ◽  
pp. 126-138 ◽  
Author(s):  
Khaled Aladwan ◽  
Ramudu Bhanugopan ◽  
Alan Fish
Keyword(s):  
Human Capital ◽  
Cultural Values ◽  
Research Training ◽  
Selection Process ◽  
Training And Development ◽  
Turnover Rates ◽  
High Turnover ◽  
Content Type ◽  
Hrm Practices ◽  
Recruitment And Selection

Purpose – The aim of this paper is to highlight and provide a stronger focus on the nature of human resource management (HRM) in Jordan. Design/methodology/approach – This paper discusses four practices of HRM: recruitment and selection, training and development, performance appraisal and rewards and benefit; and links these practices with social factors: political environment, economical issues and cultural values. Findings – The findings suggest that HRM in Jordan has not yet received due attention. The employee recruitment and selection process is largely inadequate and needs effective attention. In many Arab and more specifically Jordanian organizations, expenditure and time spent on training and development are considered unuseful and unnecessary functions. Practical implications – The effectiveness of even skilled and qualified employees will be limited if they are not encouraged and motivated to work, but through HRM practices, they can be encouraged to work harder and smarter. Increasingly, employees' performance and skills can also be influenced by HRM practices, which control the acquisition and development of the organization's human capital. Originality/value – Jordanian organizations are facing major problems surrounding the development of human capital, including high turnover rates and a lack of skilled employees. Low spending on research, training and development has fuelled these problems. HRM literature shows that many Arab organizations, including public and private Jordanian organizations, need to devote more attention to their HRM practices.

DESIGN COMPUTER-BASED APPLICATION FOR RECRUITMENT AND SELECTION EMPLOYEE AT PT. INDONUSA TELEMEDIA

CCIT Journal ◽  
2011 ◽  
Vol 4 (2) ◽  
pp. 185-196
Author(s):  
Tri Pujadi
Keyword(s):  
Selection Process ◽  
Computer Based ◽  
Recruitment And Selection

This report contains about one of the applications that used by PT. Indonusa Telemedia. The function of this application to facilitate the recruitment and selection process of the company employee’s candidate. The process becomes more efficient because the application can organize the employee candidate data, interview status (proceed, hire, keep, and reject), and his comments based on the interview. The benefit for the company that uses this application is that they can increase their level of efficiency, such as in time and man labor. The level of efficiency can be increase because this application can sort the employee’s candidate data as the request of the department that request addition of employee and centralizing information in one application database.

Contemporary Employee Recruitment Practices and Areas of Future Research in Indian Railways

Think India ◽  
2019 ◽  
Vol 22 (2) ◽  
pp. 745-763
Author(s):  
Akhila Rao ◽  
Shailashri V. T ◽  
Molly Sanjay Chaudhuri ◽  
Kondru Sudheer Kumar
Keyword(s):  
Selection Process ◽  
Secondary Data ◽  
Manpower Planning ◽  
Future Research ◽  
Technological Advancement ◽  
Employee Recruitment ◽  
Recruitment Practices ◽  
Modern Business ◽  
The Government ◽  
Recruitment And Selection

The modern business milieu is highly competitive due to vast technological advancement which makes employees a vital source of competitive advantage. Precisely, the recruitment process has become a key determinant of an organization’s success and a logistic capital resource to the human resource; thus, the process should be entirely modern. A conventional recruitment and selection process comprises of job analysis, manpower planning, and recruitment and selection. The current study seeks to explore employee recruitment practices and proposes areas of future research in Indian Railways using secondary data. It also gives recommendations on how to improve the recruitment practices in the government-owned Indian Railways. The trends investigated in the study include the applicant tracking software (ATS), use of video resumes, Chatbots, the utilization of social networks, and increased focus on passive candidates.

scholarly journals Professional and Social Adjustment of Women Employees in Higher Education Institutions: A Regional Perspective

2021 ◽  
Vol 2 (1) ◽  
pp. 343-351
Author(s):  
Iram Parveen ◽  
Muhammad Uzair-ul-Hassan ◽  
Humaira Zainib
Keyword(s):  
Higher Education ◽  
Social Adjustment ◽  
Selection Process ◽  
Higher Education Institutions ◽  
Vital Role ◽  
Working Environment ◽  
Women Employees ◽  
Recruitment And Selection ◽  
Promotion Process ◽  
Effect Of Age

To safeguard the rights of women for professional and social adjustment in a society, higher education institutions can play a vital role. This study was designed to find the factors that affect the professional and social adjustment of women employees concerning gender discriminating culture in higher education institutions. Women employees from 4 universities were conveniently taken as a sample of the study. The sample size was (n=160). Inferential statistics; t-test and one-way ANOVA were used. The study concluded that women employees were satisfied with: recruitment and selection process; assignment of wages; workload; leaves rules; promotion process; dealing of head and professional development practices, while, they were not satisfied with: duty hours; career development; decision-making process, existing co-working environment and social adjustment. No effect of age, qualification, designation except experience on professional as well as on social adjustment was significantly observed.

scholarly journals ACADEMIC STAFF SELECTION IN THE SULTANATE OF OMAN – THE CASE OF COLLEGES OF TECHNOLOGY

2020 ◽  
Vol 5 (11) ◽  
pp. 128-145
Author(s):  
Khamis Said Nasser Al Muniri
Keyword(s):  
Selection Process ◽  
Academic Staff ◽  
Inductive Reasoning ◽  
Structured Interviews ◽  
Government Officials ◽  
Main Method ◽  
Colleges Of Technology ◽  
College Of Technology ◽  
Research Findings ◽  
Recruitment And Selection

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 carryout the selection process. In addition, the interviewers did not have any standard selection criteria when recruiting academic staff to the college of technology. The research findings will help administrators in Oman to improve the recruitment and selection process of academic Staff.

scholarly journals TOWARDS ELIMINATING DISCRIMINATORY EMPLOYMENT PRACTICES IN NIGERIAN ORGANISATIONS

2020 ◽  
Vol 2 (1) ◽  
pp. 75-86
Author(s):  
Dumebi Anthony IDEH ◽  
Okwy Peter OKPALA ◽  
Christopher Odogwu CHIDI
Keyword(s):  
Best Practices ◽  
National Development ◽  
Secondary Data ◽  
Personal Characteristics ◽  
Training And Development ◽  
Employment Practices ◽  
Employment Decisions ◽  
High Prevalence ◽  
Recruitment And Selection ◽  
Work Arrangement

Equality and non-discriminatory employment practices are rooted in the principle that all employment decisions should be based on individuals’ ability to do a job, regardless of their personal characteristics that are not related to the requirements for job performance. Thus, this study highlights some of the discriminatory employment practices prevalent in Nigerian workplaces. The study is based on review and analysis of both primary and secondary data. The results revealed different forms of discriminatory employment practices among Nigerian organisations. It noted that, discriminations occur in Nigerian workplaces during restructuring and retrenchment, in managing compensation and promotion, training and development, maternity protection, recruitment and selection, use of agency work arrangement and in the design of work environment. The study concludes that there is high prevalence of discriminatory employment practices in Nigerian organisations. It is therefore, recommended that, in line with international best practices, Nigerian organisations/employers cum the Ministry of Labour and Employment should ensure that discriminatory employment practices are reduced to the barest minimum if not completely eliminated in Nigerian workplaces if sustainable organisational performance and national development are to be achieved.

scholarly journals THE INFLUENCE OF RECRUITMENT AND SELECTION PROCESS ON TECHNICAL EMPLOYEE PERFORMANCE IN PT. TELKOM AKSES NORTH SURABAYA

2020 ◽  
Vol 4 (1) ◽  
pp. 84-93
Author(s):  
Agustiawan Djoko Baruno ◽  
Leny Novita Permatasari
Keyword(s):  
Selection Process ◽  
Employee Performance ◽  
Selection Effect ◽  
Analytical Techniques ◽  
Partial Least Square ◽  
Least Square ◽  
Primary Data ◽  
P Values ◽  
Recruitment And Selection ◽  
Selection Of

This research  aims to  analyze the influence of the process of recruitment and  selection simultaneously as well as partially against employee performance support. In this study using a type of associative methods and quantitative data primary data sources by using the instrument of the questionnaire. The population in this research is the employee technician  PT. Telkom Akses Surabaya Utara as many as 56 respondents.Sampling technique used was saturated samples or often called as well with a sample of the total. Analytical techniques used in this research is the Partial Least Square (PLS) includes test convergen validity, discriminan validity, composite realibility, cronch alpha, R- square, simulan test (test F) and partial test (test T). The results of the analysis explains that the process of recruitment and selection effect simultaneously against the performance of the employee, this is indicated by the value of the count of 40.991 F is greater than F table 4.02 and significance value (S ig) 0.000 smaller than 0.05 and the process of recruitment of influential partially against the performance of the employee, this is shown by the value T calculate of 3.024 is greater than 1.96 table T and value its significance (P values) 0.003 smaller than 0.05. As well as a selection of influential partially against the performance of the employee, this is shown by the value T calculate of 2.856 is greater than 1.96 table T and value its significance (P values) 0.004 smaller than 0.05

scholarly journals DEVELOPMENT STRATEGY OF HUMAN CAPITAL OF PT KIMIA FARMA (PERSERO) TBK

2017 ◽  
Vol 1 (02) ◽  
pp. 153-162
Author(s):  
Antoni Ludfi Arifin
Keyword(s):  
Human Capital ◽  
Development Strategy ◽  
Selection Process ◽  
Theory Building ◽  
Primary Data ◽  
Secondary Sources ◽  
Recruitment And Selection ◽  
The Right ◽  
Capital Development

This research is a qualitative research with case study at PT Kimia Farma (Persero) Tbk. The purpose of this research is to understand the overall development strategy of human capital of the Company. Data were collected from primary data through interview, observation, and recording; while secodary data were obtained from PT Kimia Farma (Persero) Tbk or from the externals that are used by the researcher to strengthen the premise, theory building, or data from previous researchers.  The data collected from primary and secondary sources are then processed. The validity of data is checked though data accuracy checking process (triangulation). This research found that the Company has conducted human reseource development strategy through 1) Integrated HR Development with the Company’s visions and missions; 2) open recruitment and selection process will decide and find the candidates who meet the qualifications; 3) preparing assessement center to select the right candidate for the right position; 4) employees training can improve the employees’ competence; and 5) the right development of human capital to prepare for the competitiveness in the future.. Keywords: Human Capital, Development, Strategy, HR Planning

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