“Graphology: A Technique for Employee Selection”

GIS Business ◽  
2019 ◽  
Vol 14 (4) ◽  
pp. 209-213
Author(s):  
Dr. Tejashree Deshmukh
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Employee Selection ◽  
Organizational Success ◽  
Talent Pool

Importance of Employee Selection is discussed widely by many authors till date. If we believe that the organizational success or failure is dependent on the talent pool of the employees, then we admit that Employee Selection is one of the most important areas of Human Resource Management. Thomas Stone defined Selection as "a process of differentiating between applicants in order to identify (and hire) those with a greater likelihood of success in a job".

scholarly journals Selected aspects of human resource management in uniformed services

2019 ◽  
Vol 7 ◽  
pp. 97
Author(s):  
Tomasz Krzewiński
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Empirical Research ◽  
Human Resources Management ◽  
Employee Selection ◽  
Legal Regulations ◽  
Review Of Literature ◽  
Resources Management ◽  
Similarities And Differences

<p class="Standard">The aim of the article is to identify the process of human resource management and factors that influence officers’ motivation in selected uniformed services. This analysis concerns the Police, Border Guard and Customs and Fiscal Service. This choice was made due to the diversity of the tasks carried out by the officers of these services. The concept of uniformed services, characteristics of the analysed services and the requirements for officers, the process of employees recruitment and activities aimed at maintaining officers through appropriate motivation and promotion as a form of professional development were presented. Promotion to successive levels of work is not only an important element in shaping the HR policy but also a determinant of the position of a given officer in the organization. The layout of this work presents elements of multi-aspect status of an officer in each of the studied formations in the context of the characteristics of individual services.</p><p class="Standard"><strong>Purpose </strong>- Identification of the human resource management and factors that influence the motivation of officers in selected Polish uniformed services - the Police, Border Guard and Customs and Fiscal Service</p><p class="Standard"><strong>Design / methodology / approach</strong> - Review of literature, reports on empirical research and applicable legal regulations</p><p class="Standard"><strong>Findings</strong> - The basic mutual element of the Police, the Border Guard and the Customs and Fiscal Service is the use of uniforms and officers subordination system, but also the centralism of the organizational structure and hierarchical subordination. The activities of these services, including the implementation of the human resource management process, are regulated by relevant legal regulations. Service requirements, the scope of tasks, obligations and responsibilities, the process of employee selection, evaluation, promotion, but also retirement provisions are strictly determined. Similarities and differences in this area have been presented. The analysis of the results of empirical research allows to identify motivating and demotivating factors for officers.</p><p class="Standard"><strong>Originality/value</strong> - A comparison of selected areas of human resources management in the Police,  the Border Guard and the Customs and Fiscal Service was made. The similarities and differences appearing in this respect were pointed out. Recommendations regarding motivating officers were presented</p>

Analyzing and Studying the Selection Tests based on their Capabilities in Evaluation of Various Jobs Proficiencies and Abilities

2017 ◽  
pp. 90-109 ◽  
Author(s):  
Mohamamd Abdolshah ◽  
Nahid Farazmand ◽  
Ali Mollaaghamirzaei ◽  
Fateme Eshragh ◽  
Khashayar Ghadiri Nezhad
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Labor Force ◽  
Human Resource ◽  
Employee Selection ◽  
Legal Aspects ◽  
Selection Method ◽  
Job Applicants ◽  
Assessment Centers ◽  
Selection Methods

Nowadays, finding qualified labor force among the job applicants is one of the main problems in organizations and companies, so employee selection is one of the main challenges in human resource management. In this case, the variety of methods and tests has been represented and used in order to evaluate the employees' abilities up to now. However, determining the best selection methods according to the job requirements is one of the basic challenges in organizations and companies. In this chapter, different selection methods and their capabilities have been studied in order to assess various job abilities. The results, of this research, showed that the methods such as Assessment centers have significantly assessed a persons' job abilities, however we should pay attention to some parameters such as time, cost, the method's validity, and moral and legal aspects for an appropriate selection method.

scholarly journals The analysis of the employee selection process in organizations in Central Serbia

2021 ◽  
Vol 14 (2) ◽  
pp. 57-77
Author(s):  
Tijana Savić-Tot ◽  
Marija Runić-Ristić ◽  
Slobodan Adžić
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Selection Process ◽  
Employee Selection ◽  
Research Results ◽  
Legal Forms ◽  
Basic Hypothesis ◽  
Management Functions

The employee selection process represents one of the most delicate human resource management functions. Since the main purpose of the selection process is to attract and hire candidates who are going to fulfill the needs of an organization, the paper aims to analyze the characteristics of the selection process in organizations in Central Serbia. The problem of the research is to identify differences in the selection process among organizations that have different activities, legal forms, and the number of employees. The basic hypothesis that states that there are statistically significant differences in the selection process in studied organizations. The research results show, among other things, the deficiencies in the employee selection process, as well as the differences in the employee selection process in organizations that conduct different business activities, have different legal forms and the number of employees. Finally, the results of the study represent the basis for both its improvement and for further research within different industries.

scholarly journals Aplikasi Talent Pool Dengan Metode Heatmap 2-D Berbasis Web

2021 ◽  
Vol 9 (2) ◽  
pp. 147
Author(s):  
Abdul Wahab Nashir ◽  
Desi Ramayanti
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Talent Pool ◽  
Score Card ◽  
One Stop

ATT Group adalah grup perusahaan yang menyediakan one stop total logistics . Pada perusahaan ini Human Resource Management (HRM) menentukan 2 aspek penilaian untuk mengukur kinerja dan menentukan talent dari karyawan, yaitu kinerja dan kompetensi. Untuk saat ini E-performance menampilkan 2 penilaian tersebut secara terpisah. sehingga HRM  harus merekap secara manual dengan membuka satu per satu menu dari masing-masing penilaian. hal ini menjadi tidak efektif dan efisien untuk proses penentuan talent karena membutuhkan tahapan-tahapan, seperti membuka menu penilaian satu per satu, merekap nilai, penentuan talent dan pelaporan kepada pihak pemegang keputusan. Untuk mengatasi masalah tadi maka dalam penelitian ini ditawarkan sebuah fungsi tambahan yaitu Talent Pool. Fungsi talent Pool merupakan sebuah dashboard yang menampilkan data kinerja karyawan secara Grafis dalam dua dimensi, yang merupakan penggabungan  Penilaian Kinerja dari modul Individul Score Card (ISC) dan nilai kompetensi dari Assessment360. Adapun tampilan data kinerja pada talent pool ini dibuat dalam bentuk menggunakan metode Heatmap 2-D, dan grafik yang ditampilkan menggunakan library javascript dari highcharts. Penerapan metode Heatmap 2-D pada proses pengelompokan para talent dapat memberikan kebudahan bagi pihak HRM dalam menentukan para calon karyawan yang akan di promosikan, di mutasi dan lainya sesuai dengan kebutuhan HRM.

Human resource management and ethical challenges: building a culture for organization success

2018 ◽  
Vol 14 (2) ◽  
pp. 66-79 ◽  
Author(s):  
Sarah Sanders Smith ◽  
Samuel L. Rohr ◽  
Richard N. Panton
Keyword(s):  
Decision Making ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Ethical Decision Making ◽  
Organizational Success ◽  
Human Resource Managers ◽  
Ethical Challenges ◽  
Moral Decision Making ◽  
Content Type

Purpose Human resource professionals (HRPs) remain challenged by ethical conundrums in the workplace. Business leaders are asked to respond to demands for efficiency in an environment of distrust or skepticism amongst employees and customers. HRPs who understand ethical decision-making as well as ethical perspectives and implications of actions within the organization can create value within their organizations. The purpose of this paper is to discuss the five ethical content issues of Hosmer’s (1987) model related to the twenty-first century human resource management (HRM) themes. Design/methodology/approach As a result of a syntheses of leadership and HRM philosophies over several decades, six propositions associated with the content issues are suggested. Findings HRPs are well-positioned to encourage ethical and moral decision-making within their organizations when they are able to contribute to creation of a culture that honors duties to stakeholders and supports organizational success. Originality/value The existence of synthesized analysis regarding organizational leaders, human resource managers, ethics and culture to build organizational success is limited. Thus, this paper highlights a need for organizations and for HRPs to dedicate policies and implement practices which can support ethical sustenance in today’s organizations.

scholarly journals Analysis of Factors Determining the Implementation of Talent Management

2020 ◽  
pp. 249-256
Author(s):  
Jana Coculova ◽  
Nella Svetozarovova ◽  
Daniela Bertova
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Talent Management ◽  
Successful Implementation ◽  
Remuneration System ◽  
A Value ◽  
Talent Pool ◽  
Development Support ◽  
Business Entities

The paper deals with the issue of talent management, which is currently an integral part of effective human resource management. Talent management is now at the forefront because human resources, as bearers of knowledge and innovation, represent an irreplaceable business factor and a significant competitive advantage. The paper focuses on the implementation of talent management in terms of selected factors, which are assumed to be a key to the success of implementing talent management practices. Successful implementation of talent management is a prerequisite for achieving the set goals such as the acquisition, effective use and especially the retention of talented employees. The paper also presents the research results. The research aimed to determine whether there are statistically significant relationships between the selected factors and the successful implementation of talent management. The study was carried out on a sample of Slovak business entities, while the initial selection based on the question of whether the business entity has implemented talent management. Initially, out of 345 contacted Slovak business entities, only 58 of them commented positively on the implementation of talent management. The research sample consisted of talented employees of business entities that operate in the Slovak Republic and that have implemented talent management. Subsequently, the managers of these 58 organizations were approached to distribute the questionnaires to the «talented» employees. We received 83 questionnaires. The research subject is selected factors as possible determinants of talent management implementation: the existence of a talent pool; the existence of succession and career development plans; the degree to which the remuneration system is related to the performance of talented employees; support of education and development; support of innovation and creativity in talented employees. The success of the implementation of talent management as a dependent variable was assessed through 5 items using a 1 – 5 scale where a value of 1 represents strong disagreement and a value of 5 strong agreement. The consistency of these items was determined using Cronbach’s alpha. For meeting the aim of the research, 5 statistical hypotheses were tested using the Mann Whitney U test and the Kendall correlation coefficient. It was confirmed that succession planning, the flexibility of the remuneration system concerning the performance of talented employees, training and development support and creativity and innovation support in talented employees could be considered as determinants of successful implementation of talent management. Keywords human resource management, talent management, talent management implementation, talent pool, talented employee.

scholarly journals PENATAAN MANAJEMEN SUMBER DAYA MANUSIA APARATUR DI KABUPATEN SUMEDANG PROVINSI JAWA BARAT

2018 ◽  
Vol 6 (2) ◽  
pp. 121-148
Author(s):  
Irfan Uluputty
Keyword(s):  
Resource Management ◽  
Local Government ◽  
Human Resource Management ◽  
Human Resource ◽  
Employee Selection ◽  
General Concept ◽  
Basic Competency ◽  
District Government ◽  
Employee Needs ◽  
Selection Of

ABSTRACT This study focuses on aspects of human resource management of apparatus in Sumedang District. The aspects in question are (1) Job Analysis; (2) Needs Planning; and (3) Selection of Employee Candidates. The study was conducted in the Sumedang District Government. This study uses qualitative methods with descriptive approach. In connection with this study focused on local government public organizations, the general concept of staffing functions in human resource management, the researchers used the concept proposed by Dessler. The conclusions of this study include: 1) From the final results of Anjab carried out, information on the position and position map was obtained, even though in the real conditions the implementation of Anjab had not been carried out on the regional apparatus formed. 2) Planning the needs of employees and recruitment of prospective employees in Sumedang District which is carried out based on the results of Anjab with stages in: Analysis of employee needs carried out include: 1) Type of work, 2) Nature of work, 3) Analysis of workload and estimated number of civil servants in the period of time certain, 4) Principles of carrying out work, 5) Equipment available; and 6) Formulation of employee competency formation; 3) The stages of the implementation of the prospective employee selection (CPNS) in 2013 carried out covering 3 (three) stages to be followed, by the selection participants, namely: 1) Administrative Selection, 2) Basic Competency Selection, and 3) Field Competency Selection. Keywords: management arrangement, human resource management, local government

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