Career Choices, Job Selection Criteria, and Leadership Preferences in Turkey Questionnaire

2003 ◽  
Author(s):  
Zeynep Aycan ◽  
Selda Fikret-Pasa
Keyword(s):  
Selection Criteria ◽  
Career Choices ◽  
Leadership Preferences ◽  
Job Selection

scholarly journals A study on the selection criteria of different hotels of Delhi NCR in accordance to the hr policies and market trends

2017 ◽  
Vol 1 (1) ◽  
pp. 27-38
Author(s):  
Ayan Basak ◽  
Kavita Khanna
Keyword(s):  
Global Economy ◽  
Selection Criteria ◽  
Turnover Rate ◽  
Hotel Industry ◽  
Job Applicants ◽  
Medical Assistance ◽  
Job Selection ◽  
Market Trends ◽  
The Right ◽  
Selection Of

The hotel industry is one of the most booming industry contributing tremendous growth in the global economy. It has never got affected by any kind of recession or economic turmoil, and this happens because of the fact that individuals/ families would need services of hotel industry for various reasons of human activities like business, recreation, pilgrimage educational tour, historical tours, festivals, carnivals, medical assistance trip etc. and so on. The biggest apprehension about this industry is attrition/turnover rate of employees; and to trounce this matter, selection of the right candidate at the right profile for the right post is the way to success. Selection criteria include all the essential and desirable skills, attributes, experience, and education which an organization decides is necessary for a position. Selection criteria help to select the most capable, effective, suited, experienced, qualified, the person for the job. Applicants must demonstrate and prove the ways in which they will be of valued for the job and the organization. Job selection criteria are also known as key selection criteria or KSC. They are designed to help make the most accurate match between the requirements of a position and the skills of an applicant. For selecting the right candidate, perfect for a particular job, selection has to be well planned, tactically accurate and strategically correct, as there is a huge pressure of short listing, filtering and selecting the right candidate, which makes the whole exercise lengthy as well as painstaking.

Job Selection Criteria Measure

2011 ◽  
Author(s):  
C. Brian Flynn ◽  
Hubert S. Feild ◽  
Arthur G. Bedeian
Keyword(s):  
Selection Criteria ◽  
Job Selection

Modeling of Job Selection Criteria by Machining Center based on Deep Reinforcement Learning

2016 ◽  
Vol 2016 (0) ◽  
pp. S1410104
Author(s):  
Tsubasa SUGANO ◽  
Koji IWAMURA ◽  
Yoshitaka TANIMIZU ◽  
Nobuhiro SUGIMURA
Keyword(s):  
Reinforcement Learning ◽  
Selection Criteria ◽  
Machining Center ◽  
Job Selection

Fitness and Lifestyle Parameters Fail to Predict Back Injuries in Nurses

1993 ◽  
Vol 18 (1) ◽  
pp. 80-90 ◽  
Author(s):  
A. Elizabeth Ready ◽  
Suzanne L. Boreskie ◽  
Susan A. Law ◽  
Robert Russell
Keyword(s):  
Job Satisfaction ◽  
Selection Criteria ◽  
Smoking Status ◽  
Isometric Strength ◽  
Stepwise Logistic Regression ◽  
Back Injuries ◽  
Fitness Assessment ◽  
Job Selection ◽  
Strength Tests ◽  
Lifestyle Questionnaire

Performance on fitness and back related isometric strength tests, as well as the response to a lifestyle questionnaire, were related to the subsequent occurrence of back injuires in 119 nurses. In all, 22% of subjects sustained injuries during the 18-month study. Injured nurses were more likely to be from high-risk wards and to have received worker's compensation pay for past back injuries. Fitness and lifestyle characteristics did not differ significantly between injured and not-injured groups. Using backward stepwise logistic regression, a model was developed that accounted for 41% of the variability between groups and predicted 67% of those injured. Prior compensation pay, smoking status, and job satisfaction were the most useful discriminators. It was concluded, however, that the fitness and lifestyle parameters measured did not effectively predict back injury in nurses. Key words: fitness assessment, isometric strength, job satisfaction, job selection criteria, smoking status

Using Knowledge, Skill and Ability (KSA) Data to Identify Career Pathing Opportunities: An Application of Job Analysis to Internal Manpower Planning

1993 ◽  
Vol 22 (4) ◽  
pp. 551-563 ◽  
Author(s):  
William Wooten
Keyword(s):  
Career Paths ◽  
Selection Criteria ◽  
Job Analysis ◽  
Manpower Planning ◽  
Administrative Positions ◽  
Entry Level ◽  
Analysis Techniques ◽  
Analysis Methodology ◽  
Job Selection ◽  
And Training

Job analytic methodology was used to identify knowledge, skill and ability (KSA) dimensions of four classes of jobs (secretarial/clerical, managerial/administrative, professional/technical and service). The KSA's were then identified as either selection or training criteria (critical for the development of selection tests or training programs). The feasibility of establishing career paths between the secretarial/clerical jobs (source jobs) and the managerial/administrative jobs (target jobs) was evaluated by comparing the selection and training criteria of the source job to the critical (important) knowledge, skills and abilities (KSAs) of the target jobs. It was found that when the critical KSAs for the managerial/administrative positions were rated using job analysis techniques, they significantly correlated with the content identified as part of the secretarial/clerical jobs. Sixty-eight percent (68%) of the KSAs identified as important for performance in the managerial/administrative jobs were also identified as important for the performance in the secretarial/clerical jobs. Further, 81% of the target jobs' KSAs not found to be source job selection criteria were found to be source job training criteria. The implications are that job analysis methodology can be used to identify possible career paths, and that career paths can be established between secretarial/clerical jobs and entry level administrative/managerial jobs.

scholarly journals Assessing the Job Selection Criteria of Accounting Students: A Normative Approach

2017 ◽  
Vol 8 (2) ◽  
pp. 107
Author(s):  
Umaru Zubairu ◽  
Suhaiza Ismail ◽  
Fatima Abdul Hamid
Keyword(s):  
Selection Criteria ◽  
Accounting Students ◽  
Normative Approach ◽  
Job Selection ◽  
Company Reputation ◽  
Selection Decision ◽  
Personal Interests ◽  
The Ideal

 This research assessed to what extent final-year Muslim accounting students in Malaysia considered Islamic principles when choosing a job after graduation. 356 final-year Muslim accounting students in four Malaysian universities were surveyed using an open-ended job selection scenario. The result shows that reality does not live up to the ideal. Only 16% of the respondents apply Islamic principles in making a job selection decision. The remaining 84% are more concerned with other criteria such as personal interests, salary considerations, and company reputation.

Correlates of Work Responses in Tourist Industry

1991 ◽  
Vol 68 (3_suppl) ◽  
pp. 1079-1082 ◽  
Author(s):  
Glenn F. Ross
Keyword(s):  
Locus Of Control ◽  
Selection Criteria ◽  
Work Ethic ◽  
Protestant Work Ethic ◽  
Tourist Industry ◽  
Internal Locus Of Control ◽  
Job Selection ◽  
Job Attainment ◽  
The Protestant Work Ethic ◽  
Tourist Region

634 college students from an Australian tourist region responded to three tourist industry work requests focusing on employment preference, retraining, and ascribed job attainment criteria. Also included were measures of the Protestant Work Ethic, Locus of Control, and a number of sociodemographic variables. Women were more likely to evince an interest in tourist industry work and also in retraining. Subjects with a greater experience of the tourist industry had a more realistic grasp of selection criteria. Higher scorers on the Protestant Work Ethic and internal Locus of Control were also more likely to show greater knowledge of job selection. Implications of these findings for the tourist industry and potential employees are examined.

Sign in / Sign up

Export Citation Format

Share Document