scholarly journals The secrets behind talents companies crave

2012 ◽  
Vol 25 (1) ◽  
pp. 59-83
Author(s):  
SangMin Whang ◽  
TaeYon Kwon
Keyword(s):  
Factor Analysis ◽  
Human Resources ◽  
Q Methodology ◽  
Professional Life

This research is aimed at identifying the features of ‘talented candidates’ sought after by professional human resources and recruiters in major companies. First, this research investigated how they perceive potential candidates by examining various standards with which candidates are evaluated in recruiting process. Various perceptions of ‘talented candidates’ was summarized into a questionnaire of 99 Q statements. The participants were then responded into ‘who you want to recruit’ and ‘who you don't want to recruit.’ The responses were subsequently subdivided by factor analysis employing the Q- Methodology. Wide perception of people’s for ‘talented candidate’ can be epitomized into a person who generates hard results, leads co-workers, and remains loyal to the organization with a proper dose of balance in professional life. They all seemed to embody the properties of a ‘passionate CEO’, an ‘eminent field expert’, or a ‘trophy-winning consultant’. To the contrary, the images of candidates unwanted by companies could be associated with the features of workers being laid off. These were a ‘couch potato with a sigh’, a ‘barely-surviver’ or ‘greedy-for-security’. Further subdividing those wanted and unwanted by companies leads to 6 categories of talents. Those wanted by companies were categorized into: ‘earlier company founder’, ‘corporate-fitter’, and ‘contract-based’. Those unwanted by companies were categorized into: ‘always-being-sacrificed’, ‘spec-builder’, and ‘need-based employee’. The categorization made clear there is a difference between talents companies crave and talents wanting to be hired, which reveals a dichotomy between a candidate and a recruiter. In the case of professional HR officials and recruiters, it was clear that a candidate with certain predispositions at company side for company were wanted more.

scholarly journals ANALISIS FAKTOR PEMILIHAN LOKASI USAHA JASA PADA UMKM DI KECAMATAN PACIRAN

2018 ◽  
Vol 8 (2) ◽  
Author(s):  
Ariffa Tio Hanggita
Keyword(s):  
Factor Analysis ◽  
Human Resources ◽  
Small And Medium Business

The aim of this study was to examine the most considered factor in selecting business place for Small and Medium Business Scale Empowerment (UMKM) in Paciran. The data were analyzed by using factor analysis. The results of the study showed that there were 3 considered factors in selecting business place, namely human resources & tax, power, and access. Based on factor analysis, the most considered factor in selecting business place in Paciran was human resources & tax (34.278%). 

scholarly journals Career Realization Model: Perspective of Individual Values and Attitudes, as an Educational-Developmental Tool for Teachers and Advisors

10.33496/004 ◽  
2019 ◽  
pp. 24-36
Keyword(s):  
Theoretical Model ◽  
Human Resources ◽  
Career Counseling ◽  
Professional Life ◽  
Value Systems ◽  
Individual Values ◽  
Human Behaviors ◽  
Attitudes And Behaviors ◽  
Career Model ◽  
Realization Process

This article presents a theoretical model for career realization, the basis for which is the assumption that an individual independently shapes their career, where career is interpreted as the implementation of accepted values that determine a person’s attitudes and behaviors. It characterizes contemporary careers and analyzes the issue of values as the basis for action in relation to career realization. A career model based on accepted values and demonstrated attitudes illustrates certain regularities in the methods of career realization with regard to the possibility of change and the actualization. The model indicates an axiological scope of the career realization process, constituting a proposition for discussion and thought on the methods of interpretation of career, its course, and its determinants. It can prove useful in career counseling for students, adults, and active professionals, and in diagnosing their preferences, interests, attitudes, and value systems. It can also be used in designing curricula for pedagogy, psychology, sociology, human resources administration, and so forth, because it facilitates understanding of motives underlying human behaviors and actions in different situations in private and professional life.

scholarly journals How People Think about a TV Program: A Q-methodology Approach

2014 ◽  
Author(s):  
Alireza Khoshgooyanfard
Keyword(s):  
Factor Analysis ◽  
Research Methods ◽  
Q Methodology ◽  
Q Method ◽  
Tv Program ◽  
Usual Research

This paper identifies four viewpoints about a TV program by making use of Q-method. Based on a factor analysis, 35 participants of this study are classified into four groups that each one creates a viewpoint towards the TV program. Each viewpoint is interpreted carefully by using 48 statements representing possible opinions about the TV program. The paper emphasizes that usual research methods like surveys are not as effective as the Q-method for this purpose. This method can help researchers to understand those angles of people's opinions that remain hidden by using a questionnaire or scale.

Exploring Carers’ Experiences and Perceptions of Special Guardianship Orders (SGOs) over Time, from the Point of Applying to Now

2020 ◽  
Author(s):  
Katie Woodward ◽  
Yvonne Melia ◽  
Helen Combes
Keyword(s):  
Factor Analysis ◽  
Q Methodology ◽  
Legal Responsibility ◽  
Similarities And Differences ◽  
Birth Family ◽  
The Impact ◽  
Levels Of Support ◽  
Insight Into ◽  
Over Time

Abstract In 2005, Special Guardianship Orders (SGOs) came into law in England enabling carers to take full legal responsibility for all aspects of a child’s care, and to therefore provide a foundation to build a life-long permanent relationship. To date, little research has been carried out with a particular emphasis on SGOs, and the impact that they have. Q-Methodology explored carers’ experiences and perceptions of SGOs over time, from the point at which carers applied for the SGO until now. Ten participants each completed three Q-Sorts by way of sorting 47 statements. Seven factors emerged from the Factor Analysis but only five were found to be significant (Eigenvalues above 1.0). The factors reflected variance in Special Guardian’s perceptions of preparation for and understanding of their role, role reward, obligation to take on the role, levels of support, relationship with the birth family and their bond with the child(ren) in their care. This study provides an insight into the experiences of carers-granted SGOs. The similarities and differences in these viewpoints are discussed. The findings suggest that more time and preparation is needed to ensure that carers are better prepared to manage any difficulties that may arise.

scholarly journals SECOND HOME TOURISM: AN INTERCESSION FOR REJUVENETION OF TOURISM DESTINATION IN COVID-19 CRISIS

2021 ◽  
Vol 38 (4) ◽  
pp. 1265-1273
Author(s):  
Manzuma Sharmin MUNNE ◽  
◽  
Shahariar HASAN ◽  
Debasree BHOWMIK ◽  
◽  
...  
Keyword(s):  
Factor Analysis ◽  
Community Participation ◽  
Q Methodology ◽  
Knowledge Exchange ◽  
Tourism Industry ◽  
Tourist Destination ◽  
Cultural Integrity ◽  
Second Home ◽  
International Tourist ◽  
Tourist Flow

This study aims to demonstrate how hedonistic Second Home Tourism (SHT) trips and eudaimonic community participation will retrieve tourist flow and revive tourist destination from the COVID-19 crisis. Q methodology was followed to measure the subjectivity of scholars, researchers and practitioners of tourism industry for the appreciation of SHT in the crisis. Q Method Software was used to conduct factor analysis. The result of the study concludes that short haul mobility/trip within periphery and/or travel bubble accelerates the % change of international tourist arrivals. The study also implores that how future SHT trips will ensure community resilience through social intuition (cultural integrity and knowledge exchange) and financial retention through economic empathy (demand-supply balance and revenue generation).

scholarly journals NLP Methods Of Motivation: Metaprograms and Reframing

2019 ◽  
Vol 10 (1) ◽  
pp. 127-138
Author(s):  
Bogdan - Alexandru Furduescu
Keyword(s):  
Human Resources ◽  
General Term ◽  
Living Standards ◽  
Professional Life ◽  
Broad Concept ◽  
Organized Action

Abstract People are the most important asset category that an organization can use; none of them can exist without the human resources that make it up. However, paradoxically, they are also the only asset that can act against the goals of the organisation. From the same perspective, now, people can choose where to work or leave if they feel no pleasure anymore. Those who want to improve their living standards and reach a balance in their professional life will decide to leave their job if it is no longer satisfactory. a very important issue in the day-to-day activity of man is the motivation he/she feels for what he/she is doing. Motivation is a general term that describes the process of initiation, orientation and maintenance of physical and psychological activities, is a broad concept that includes a series of internal mechanisms, such as: the preference given to one activity over other activities, the enthusiasm and the force of a person’s reactions, the persistence of some organized action patterns (models) to achieve relevant objectives.

scholarly journals Importance of Teachers’ Beliefs in Development of Scientific Literacy

2019 ◽  
Vol 24 (1-2) ◽  
pp. 77-87
Author(s):  
Katarína Kotuľáková
Keyword(s):  
Factor Analysis ◽  
Nature Of Science ◽  
Science Teachers ◽  
Scientific Literacy ◽  
Teaching And Learning ◽  
Q Methodology ◽  
Educational Process ◽  
Science Process Skills ◽  
Teachers Beliefs ◽  
Teaching Situations

Abstract Science teachers communicate curricula goals to their students, prepare teaching situations and lead their students through them in order to learn science. The purpose of this study was to identify the beliefs of teachers about teaching and learning, specifically, what the teachers focus on, how they comprehend knowledge and their role in the process of learning since they can promote or hold back development of scientific literacy. Q methodology was used to investigate the beliefs of 65 science teachers by having them rank and sort a series of 51 statements. Factor analysis was used to identify identical patterns. The analysis showed that the teachers held four types of dominant beliefs about the effectiveness of science instruction and some common feature which have potential to influence educational process. Teachers concentrate on covering the content even if they declare the importance of personal construction, feel responsible for students’ learning and its outcomes. Despite stressing the activity of the students, the teachers did not emphasize particular science process skills and scaffolding process. The findings of the study suggest that systematic trainings focused on the nature of science and the scaffolding process would be beneficial for teachers in all identified factors.

scholarly journals Examining HRM Practices in Relation to the Retention and Commitment of Talented Employees

2021 ◽  
Vol 13 (24) ◽  
pp. 13923
Author(s):  
Juraj Tej ◽  
Matúš Vagaš ◽  
Viktória Ali Taha ◽  
Veronika Škerháková ◽  
Michaela Harničárová
Keyword(s):  
Human Capital ◽  
Factor Analysis ◽  
Organizational Commitment ◽  
Human Resources ◽  
Management Practices ◽  
Individual Factors ◽  
Hrm Practices ◽  
Human Resource Management Practices ◽  
Talent Retention ◽  
The Right

The claim that human resources or human capital is the most important and valuable asset of organizations is widespread and widely accepted. For this reason, one of the biggest challenges for organizations is to find the right employees with the necessary skills, high potential, and talent. However, the challenge for organizations is not only to find, but also to retain and to use the potential of talented employees. The main aim of this study is to identify the HRM practices which most significantly affect the retention and commitment of talented employees. Based on factor analysis, individual factors of HRM practices were identified. Through canonical analysis, the relationships between the identified factors of HRM practices, talent retention (the intention of talented employees to remain in the organization), and the organizational commitment of talented employees were identified. One of the most important results of the study is the identification of human resource management practices that are most strongly associated with talent retention and commitment.

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