Effect of Prejudice and References on Employee Selection Process: Empirical Evidence from Pakistan

2019 ◽  
Vol 20 (6) ◽  
pp. 1344-1360
Author(s):  
Abdul Waheed ◽  
Jianhua Yang
Keyword(s):  
Banking Sector ◽  
Selection Process ◽  
Employee Selection ◽  
Final Analysis ◽  
Primary Data ◽  
Human Resource Managers ◽  
Analytic Hierarchy ◽  
Line Managers ◽  
Resource Managers ◽  
Research Findings

Hiring is likely a more critical process for an organization, which might be possible through distinct procedures. Simultaneously, employee selection process has vital importance in which organizations adopt numerous methods and techniques to assess the dynamic individual. Many researchers have claimed that there are diverse factors that affect the employee selection process. Despite, this study investigates the effect of prejudice and references on the employee selection process within the context of banking sector in Pakistan. To this end, primary data were collected through questionnaire distribution among 400 human resource managers of all levels, that is, top, middle and first-line managers within the period of October 2015 to May 2016. Subsequently, 310 surveys were acquired for final analysis that indicates 78 per cent accuracy in the response rate. Furthermore, descriptive statistics, correlation analysis and analytic hierarchy process (AHP) techniques were applied to research findings using Statistical Package for the Social Sciences (SPSS. 20.0). It is revealed that prejudice (P) and reference (R) have a significant correlation on the employee selection process. However, the levels of intensity are quite different in each sub-attribute as thereafter demonstrated hierarchically. Finally, our research proposes few future studies for the research scholars and practitioners.

FUZZY MCDM APPROACH FOR EVALUATION OF EXPATRIATE ASSIGNMENTS

2005 ◽  
Vol 04 (02) ◽  
pp. 277-296 ◽  
Author(s):  
MEI-FANG CHEN ◽  
GWO-HSHIUNG TZENG ◽  
TZUNG-I TANG
Keyword(s):  
Selection Process ◽  
Fuzzy Ahp ◽  
Multiple Criteria Decision Making ◽  
Relative Importance ◽  
Human Resource Managers ◽  
Personal Factors ◽  
Analytic Hierarchy ◽  
Resource Managers ◽  
Expatriate Assignments ◽  
Employee Competencies

As international corporate activities increase, the staffing of their operations involves more strategic concerns. However, foreign assignments have many differences, and dissatisfaction with host country is a known cause of expatriate failure. This study distinguishes from previous studies, which focused on the expatriate selection process from the viewpoint of the human resource managers. From the view of expatriate candidate's points, this paper describes a fuzzy analytic hierarchy process (fuzzy AHP) to determine the weighting of subjective judgments. When the expatriate assignments are evaluated from various aspects, such as employee personal factors, employee competencies, job characteristics, family factors, environmental factors and organization relocation support activities, it can be regarded as an fuzzy multiple criteria decision making (FMCDM) problem. Since expatriate candidates cannot clearly estimate the relative importance of each considered criterion in terms of numerical values, fuzziness is applicable. Consequently, this paper uses triangular fuzzy numbers by fuzzy AHP to establish weights for expatriate candidates, thus determining the relative importance for criteria of expatriate assignments. From the insights of this study, this article addresses this expatriate problem and offers guidelines for managers concerned with a successful expatriate assignment program.

scholarly journals Resistance to change during uncertainty-perspective of covid-19: An empirical investigation into resistance management in the healthcare organizations

2021 ◽  
Vol 22 (2) ◽  
pp. 5-20
Author(s):  
Ali Ahmad ◽  
◽  
Dababrata Chowdhury ◽  
Keyword(s):  
Research Study ◽  
Resistance To Change ◽  
Resistance Management ◽  
Computer Software ◽  
Human Resource Managers ◽  
Structured Interviews ◽  
Healthcare Organizations ◽  
Line Managers ◽  
Top Executives ◽  
Resource Managers

Resistance to change is widely recognized as the main reason forfailure whenit comes to any kind of change initiative. Despite its importance, there is still rather limited knowledge concerning the factors that trigger this behaviorinthe workplace. The primary purpose of this research study is to uncover the reason behind the resistance to change during uncertainty (perspective of covid-19). A mixed methodologyapproach was used in this research study to identify the factors that facilitate resistance management in healthcare organizations in Bangladesh. Data collection was semi-structured interviews with purposive sampling to select respondents which included top executives, human resource managers, CEOs,and line managers. To create themes and sub-themes computer software NVIVO has been used and 10 total interviews were recorded by the software. Clustered probability sampling method has been carried out for the questionnaire survey and analyzedthe data with computer software SPSS. The results show that effective communication reduces the intensity of resistance in healthcare organizations.The study also revealed that resistance to change often helps to explore alternative perspectives

Investigating Barriers That May Influence the Implementation and Use of E-HRM Tools in the Organization

2021 ◽  
pp. 350-370
Author(s):  
Hamid Agahi ◽  
Sarist Gulthawatvichai
Keyword(s):  
Human Resource ◽  
Selection Process ◽  
Business Sector ◽  
Human Resource Managers ◽  
Structured Interviews ◽  
Resource Managers ◽  
Recruitment And Selection ◽  
Study Participants ◽  
Selection Of

Human resource managers (HRMs) can use electronic-human resource management (E-HRMs) tools to improve human resources practices, including recruitment and selection of employees. Grounded in the theoretical framework of a unified theory of acceptance (UTAUT), this present qualitative case study investigated the potential barriers that influence the implementation and use of E-HRMs in Thailand's business sector. Human resource professionals from the business sector, including hotels in Thailand, were the study participants. Semi-structured interviews with open-ended questions were used as data collection instruments. Qualitative data collected was analyzed using thematic content analysis. The challenges impact the recruitment and selection process by making the employment process complex and poor selection of employees. HRMs should support E-HRMs as the advanced technologies to improve recruitment and selection of competent employees. In conclusion, E-HRMs are effective information systems that support electronic recruitment and selection of qualified employees.

Towards a sustainable HRM in Latin America? Union-management relationship in Chile

2019 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Francisca Gutiérrez Crocco ◽  
Angel Martin
Keyword(s):  
Latin America ◽  
Human Resource Managers ◽  
Line Managers ◽  
Content Type ◽  
Labour Relations ◽  
Resource Managers ◽  
Leadership Strategy ◽  
Union Voice ◽  
Union Action ◽  
Labour Disputes

Purpose The purpose of this paper is to discuss why and how the notion of sustainability has been integrated to the practices of HRM in Chile. Especially, it examines how the union‒management relationship shapes and is shaped by the adoption of a sustainable approach. By doing so, it contributes to a broader debate about HRM in Latin America. Design/methodology/approach The paper draws on a case study conducted between 2016 and 2018 in two large companies. In each of these companies, besides the analysis of internal and administrative documentation, human resource managers, line managers and union officers were interviewed. Findings In this paper, two main findings are discussed. First, the sustainable HRM idea installed in Chile has not involved a total renunciation of some old ideological frames, but rather an adjustment of these. The old paternalist managerialism is shaping a path to a new HRM model, willing to yield part of its control to workers, but not less unitarist in its foundations. Second, the sustainable HRM concept adoption by the studied companies is not primarily motivated by economic goals as it may have occurred in other contexts, but by the need of a solution to labour conflicts in a context of union action renewal. Practical implications This research could be used to teach about leadership, strategy and sustainability, highlighting the importance of understanding the contested nature of the employment relations within these processes of changing. To accomplish this, HR practitioners need to get more involved with pluralistic perspectives in labour relations and thus achieve effective sustainable practices in the workplace. It is also relevant that unions recognise and strengthen their ability to influence these policies. Originality/value This paper sheds lights on how the concept of sustainable HRM has been introduced in Latin America, which has been slightly discussed in mainstream scientific literature. It also provides empirical evidence about unexplored and recent changes in HRM and proposes new perspectives for the study of this topic in the region, considering variables as the managerial ideologies, current labour disputes and the relevance of trade union voice.

scholarly journals Applying the Multi-Criteria Decision-Making Approach for Lawyer Selection from Law Firms’ Perspective in China

Mathematics ◽  
2020 ◽  
Vol 8 (8) ◽  
pp. 1370
Author(s):  
Chin-Tsai Lin ◽  
Ching-Chiang Yeh ◽  
Fan Ye
Keyword(s):  
Decision Making ◽  
Evaluation Model ◽  
Hybrid Approach ◽  
Law Firms ◽  
Multi Criteria Decision Making ◽  
Human Resource Managers ◽  
Law Firm ◽  
Analytic Hierarchy ◽  
Resource Managers ◽  
Hierarchy Process

This study proposes a novel evaluation model for lawyer selection incorporating the lawyer’s backbone leadership attitude employing the hybrid multi-criteria decision-making (MCDM) approach. In the proposed approach, the lawyer’s backbone leadership attitude is employed as an evaluation factor in the evaluation model for lawyer selection from law firms’ perspective. In this paper, a hybrid approach based on the Delphi technique and analytic hierarchy process (AHP) is proposed to manage qualitative and quantitative criteria for selecting the best alternative lawyer for law firms in China. Finally, a law firm in China is carried out to verify the feasibility of the proposed approach. Based on the result, the backbone leadership does provide valuable information in the evaluation model for lawyer selection. The results also revealed that the proposed approach would help law firms and human resource managers to understand and develop strategies to hire a lawyer.

scholarly journals Cultural Factors Influencing Psychological Contract (PC) Experiences Among Survivor Managers

2021 ◽  
Vol 9 (2) ◽  
pp. 22-48
Keyword(s):  
Thematic Analysis ◽  
Psychological Contract ◽  
Banking Sector ◽  
Cultural Factors ◽  
Qualitative Approach ◽  
Developing Economy ◽  
Human Resource Managers ◽  
Family Obligations ◽  
Factors Influencing ◽  
Resource Managers

Most researches on psychological contract are conducted in the banking sector while limited local enquiries focused on the experiences of the survivor-managers in developing economy particularly in Nigeria. This study therefore, examines the cultural factors influencing PC experiences and responses among survivor-managers in Nigeria. The study adopted a qualitative approach and more specifically interviews. Data were analysed using empirically driven thematic analysis. The findings revealed that; unemployment, values of dependency, corruption, family obligations, beliefs, spirituality among others shape attitudes and responses of the survivor-managers' with respect to downsizing exercise. Therefore, human resource managers who are part of the downsizing exercise should embrace open and transparent process as well as being sensitive to the wellbeing of the victims and survivors to reduce the negative psychological contract experiences and responses among Survivor-managers. In addition, the research created awareness on the need to diversify research in terms of methods adopted.

Human Resources Strategies for Fair and Legal Employee Selection

2009 ◽  
pp. 482-487 ◽  
Author(s):  
Gregory G. Manley
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Employee Selection ◽  
Selection Procedure ◽  
Human Resource Managers ◽  
Potential Utility ◽  
Resource Managers ◽  
Human Resources Strategies ◽  
The U.S ◽  
High Test

Historically, people have an expectation of being treated fairly, particularly in the workplace. A variety of laws exist in the U.S. to encourage organizations to comply with fair hiring procedures. U.S. organizations are challenged by laws that mandate compliance to fair hiring procedures while maximizing on potential utility of selection tests. Organizations outside of the U.S. could also suffer organizational and societal consequences as a result of hiring procedures perceived as unfair. Some very valid selection tests and procedures, which result in high test utility, may not be considered fair by society or law. This chapter presents possible solutions for human resource managers to insure they are complying with fair selection while maximizing on the usefulness of the selection procedure.

Managers from heaven: how do hospitality employees describe good managers?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Trishna G. Mistry ◽  
S. Kyle Hight ◽  
Fevzi Okumus ◽  
Abraham Terrah
Keyword(s):  
Leadership Skills ◽  
Qualitative Inquiry ◽  
Human Resource Managers ◽  
Content Type ◽  
Resource Managers ◽  
Inquiry Approach ◽  
Research Findings ◽  
Hospitality Managers ◽  
Line Level ◽  
Perceived Reasons

PurposeThe purpose of this study was to empirically investigate the characteristics of good hospitality managers and the core causes that lead to developing such characteristics.Design/methodology/approachUsing a qualitative inquiry approach, 93 line-level hospitality employees were surveyed online regarding their experiences about the characteristics of good managers.FindingsThe research findings revealed five key themes of good managerial characteristics, including interpersonal skills, communication skills, supervisory skills, leadership skills, and positive personality and professionalism. Additionally, the root causes of these managerial characteristics were also analyzed. The good managerial characteristics were perceived to have developed from having worked under either a great manager or a terrible manager.Research limitations/implicationsThis study advanced the literature on managerial characteristics by confirming several existing categories from the viewpoint of hospitality industry employees.Practical implicationsHuman resource managers should be considerate of these findings in terms of recruitment, hiring, and training, development, and promotion of employees in their companies.Originality/valueThis is one of the first studies to analyze the perceived reasons behind the development of these characteristics.

scholarly journals Prioritizing of Criteria in Teacher-Candidate Selection Process by Analytic Hierarchy Process

2013 ◽  
Author(s):  
Maznah Mat Kasim ◽  
Razamin Ramli ◽  
Haslinda Ibrahim ◽  
Mohd Izam Ghazali ◽  
Fazillah Mohmad Kamal ◽  
...  
Keyword(s):  
Analytic Hierarchy Process ◽  
Communication Skills ◽  
Teacher Selection ◽  
Selection Process ◽  
Teacher Candidate ◽  
Candidate Selection ◽  
Primary Data ◽  
Secondary Source ◽  
Analytic Hierarchy ◽  
Hierarchy Process

This paper reviews and identifies the criteria used in the teacher-candidate selection process. The identified main criteria and sub-criteria were prioritized according to their importance by a group of experts. The literature was the source of the criteria and twelve experts who have experience in teacher-selection process were asked to justify the criteria obtained from the secondary source. Furthermore, these experts evaluated the relative importance of the identified criteria in a pair-wise manner. Their judgments were analysed by a multi-criteria method, known as the Analytic Hierarchy Process.   Three main criteria were identified which consisted of ‘content of knowledge’, ‘communication skills’ and ‘personality’, while each of these three main criteria had four, six and eight sub-criteria respectively. The degree of importance which is known as weights of these criteria were also calculated where those criteria which receive higher values are considered to be more important. Generally, the results of the analysis show that ‘communication skills’ and ‘personality’ are the most and second-most important criteria respectively, followed by ‘content of knowledge’ in the third position. The analysis of the importance of the sub-criteria of these three main criteria is also included.   These criteria and the weights can be used later in the development of the teacher-selection model. Both secondary data and primary data were used in this research. All the experts or the respondents have experience in the selection process where 40% of them have more than six years’ experience.   Keywords: Analytic Hierarchy Process (AHP), importance, multi-criteria, selection, teacher, weights.

scholarly journals The Role of Higher Education in the 21 Century

2021 ◽  
Author(s):  
Violla Makhzoum ◽  
Lama Komayha
Keyword(s):  
Employee Engagement ◽  
Selection Process ◽  
Human Resource Managers ◽  
Development Programs ◽  
Difficult Situation ◽  
Virtual Workplace ◽  
Resource Managers ◽  
Managerial Implications ◽  
Hr Managers ◽  
First Time

When the economy is in such bad shape, any of us who has a job is fortunate. Human resource managers and practitioners are concerned with whether employees are contributing to the organization’s Strategy, goals, and priorities or not, as well as how to proceed with the recruiting and selection process, employee engagement, and training and development programs, as a consequence of the pandemic of Covid-19. Organizations all over the world are in a difficult situation; for the first time in history, the value of a barrel of oil dropped to less than zero on April 20, 2020; the only explanation for this is the ongoing global lockdown. The actual workplace has been transformed into a virtual workplace, and HR managers are now pondering how to effectively involve workers. The aim of this paper was to clarify how employee engagement affects organizational efficiency within Covid-19 pandemic and shed the light on all the factors and provide a set of managerial implications to the professionals.

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