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 What is the Role of Technology in Recruitment and Selection?

2021 ◽  
Vol 24 ◽  
Author(s):  
Ioannis Nikolaou
Keyword(s):  
Selection Process ◽  
Critical Role ◽  
Future Research ◽  
Employee Recruitment ◽  
Third Stage ◽  
Technological Developments ◽  
On Line ◽  
Recruitment And Selection ◽  
Internet Recruitment

Abstract We explore a number of new developments in the field of employee recruitment and selection with a focus on recent technological developments. We discuss examples of technological developments across the four stages of the recruitment and selection process. In the attraction stage we discuss how on-line/internet recruitment and especially social networking websites have changed dramatically the focus of attracting candidates effectively. In the next stage of screening, we discuss how cybervetting and applicant tracking systems offer opportunities but also threats for recruiters and candidates. In the third stage of employee selection, we focus especially on two new selection methods; the asynchronous/digital interview and gamification/games-based assessment, along with the critical role and impact applicant reactions have on the selection process. Finally, we briefly discuss the main technological developments in on-boarding and socialization, and we conclude with a few suggestions for future research in this field.

scholarly journals A SYSTEMATIC REVIEW OF LITERATURE ON RECRUITMENT AND SELECTION PROCESS

2019 ◽  
Vol 7 (2) ◽  
pp. 01-09
Author(s):  
Kanagavalli G. ◽  
Dr.Seethalakshmi R. ◽  
Dr.Sowdamini T.
Keyword(s):  
Systematic Review ◽  
Content Analysis ◽  
Selection Process ◽  
Working Environment ◽  
Analysis Method ◽  
Review Of Literature ◽  
Recruitment Practices ◽  
Content Analysis Method ◽  
Recruitment And Selection ◽  
The Right

Purpose of the study: The main purpose of this study is to provide a new, macro-level model of strategic staffing to bridge the gap in the knowledge regarding how practices within recruitment and selection systems can work to provide a competitive advantage among various sectors. This study identifies the various methods of recruitment and selection process through a systematic review of literature, which would be the right fit for attracting and selecting employees in an organization. Design/methodology/approach: Content analysis method is adopted to review the literature and subcategories were formed to analyze the research. Literature was collected from 40 articles of a reputed journal from 2010 to 2018. Main findings: The review of literature revealed that the recruitment and selection process is carried out in organizations by adopting latest technologies like online portals, outsourcing, job fair, campus interviews, and mobile recruitment applications. The representation of this practice is to find the best candidate for an organization. Besides adopting the latest technology, consideration of the expatriate factor would lead to an effective way of recruitment practices in finding out the right candidate for the right job and thus create a healthier work environment. The expatriate factors have not been considered well in the Indian context, but have been given importance in the global context in the process of recruitment and selection. Social Implications: Highlighting the significance of various recruitment practices results in the selection of the right person in the right job, which enhances a healthier working environment in organizations, in turn rendering high quality products and services to the society. Originality of the study: Prior research has studied various factors that influence internal recruitment, external recruitment, and selection process. This study is an attempt to analyze the expatriate factors and other factors through the content analysis method.

PENGARUH REKRUTMEN DAN SELEKSI TERHADAP KINERJA KARYAWAN PADA PD. SINARMAS PEMATANGSIANTAR

2020 ◽  
Vol 2 (1) ◽  
pp. 65-84
Author(s):  
Syafrizal Al-Fatih ◽  
Pinondang Nainggolan ◽  
Resna Napitu
Keyword(s):  
Selection Process ◽  
Employee Performance ◽  
Hypothesis Test ◽  
Secondary Data ◽  
T Test ◽  
Data Sources ◽  
Primary Data ◽  
Performance Variables ◽  
Selection Variable ◽  
Recruitment And Selection

ABSTRAK  PENGARUH REKRUTMEN DAN SELEKSI TERHADAP KINERJA KARYAWAN PADA PD. SINARMAS PEMATANGSIANTAR  Tujuan dari penelitian ini adalah untuk mengetahui seberapa besar pengaruh proses rekrutmen dan seleksi terhadap kinerja pegawai pada PD. Sinarmas Pematangsiantar. Data yang digunakan dalam penelitian ini adalah data primer dan data sekunder. Data primer adalah data yang diolah dari hasil pengisian kuesioner yang telah diedarkan ke seluruh karyawan, dalam hal ini pimpinan cabang pada PD. Sinarmas Pematangsiantar dan staf perusahaan yang berjumlah 32 orang mulai dari administrasi, marketing dan kolektor yang sesuai dengan kebutuhan dalam penelitian ini. Sedangkan data sekunder diperoleh dari sumber data yang diperoleh dengan cara membaca, mempelajari dan memahami melalui media lain yang bersumber dari literatur dan buku-buku. Hasil penelitian ini menunjukkan bahwa rekrutmen dan seleksi dalam uji hipotesis secara parsial (uji t) bahwa variabel rekrutmen (X1) berpengaruh signifikan terhadap kinerja karyawan (Y) dimana thitung > ttabel dan signifikan 0,001 < 0,05, begitu juga dengan variabel seleksi (X2) berpengaruh signifikan terhadap kinerja karyawan (Y) dimana thitung > ttabel dan signifikan 0,025 < 0,05. Selanjutnya dengan uji bersama (uji F) bahwa secara bersama variabel rekrutmen (X1) dan seleksi (X2) berpengaruh signifikan terhadap kinerja karyawan (Y) dengan Fhitung > Ftabel atau signifikan 0,000 < 0,05. Dalam uji determinasi (R2) menyatakan bahwa variabel rekrutmen dan seleksi mempengaruhi variabel kinerja karyawan sebesar 71,4%. Kata Kunci: Rekrutmen, Seleksi, Kinerja Karyawan.   ABSTRACT  EFFECT OF RECRUITMENT AND SELECTION ON EMPLOYEE PERFORMANCE IN PD. SINARMAS PEMATANGSIANTAR  The purpose of this study was to determine how much influence the recruitment and selection process on employee performance in PD. Sinarmas Pematangsiantar. The data used in this study are primary data and secondary data. Primary data is data that is processed from the results of filling out a questionnaire that has been circulated to all employees, in this case the branch leadership at PD. Sinarmas Pematangsiantar and company staff totaling 32 people ranging from administration, marketing and collectors according to the needs in this study. While secondary data obtained from data sources obtained by reading, studying and understanding through other media sourced from literature and books. The results of this study indicate that recruitment and selection in the partial hypothesis test (t test) that the recruitment variable (X1) has a significant effect on employee performance (Y) where tcount > ttable and significant 0.001 < 0.05, as well as the selection variable (X2 ) significantly influence employee performance (Y) where tcount > ttable and significant 0.025 < 0.05. Furthermore, with the joint test (F test) that the recruitment variable (X1) and selection (X2) together had a significant effect on employee performance (Y) with Fcount> Ftable or significant 0,000 < 0.05. In the determination test (R2) states that the recruitment and selection variables affect employee performance variables by 71.4%. Keywords: Recruitment, Selection, Employee Performance.

Human Capital Development

2019 ◽  
pp. 151-172
Author(s):  
Anthony Lewis
Keyword(s):  
Human Capital ◽  
Employee Engagement ◽  
Research Question ◽  
Case Study Research ◽  
Secondary Data ◽  
Structured Interviews ◽  
Human Capital Development ◽  
Employee Recruitment ◽  
Recruitment And Selection ◽  
Capital Development

This chapter is in the area of human capital development in United Kingdom (UK) enterprises and investigates innovative methods involving an evolutionary approach. The objective is to investigate the importance of human capital development in terms of employee recruitment and selection, engagement, and the management of human capital. The research question asks, How important are these themes to human capital development? The chapter presents a collection of 12 research studies in three themes of human capital development. These are Theme 1: new forms of recruitment and selection; Theme 2: employee engagement; and Theme 3: leadership and stress management. Several methodologies have been used in the studies reported and these include case study research, mixed methods, primary and secondary data, qualitative research, questionnaire survey, semi-structured interviews, statistical evaluations, and survey research. Findings presented in the 12 studies provide evidence of the importance of human capital development in terms of employee recruitment and selection, and engagement.

scholarly journals Analysis of Labor Planning on PT. Ganda Saribu Utama Binjai

2021 ◽  
Vol 4 (1) ◽  
pp. 1368-1373
Author(s):  
Jonner Lumban Gaol ◽  
Sarman Sinaga ◽  
Lukman Nasution
Keyword(s):  
Selection Process ◽  
Job Analysis ◽  
New Employees ◽  
Employee Recruitment ◽  
New Employee ◽  
Employee Acceptance ◽  
Recruitment And Selection ◽  
Acceptance Tests

Considering the recruitment and selection process for the company is very important to support the success of the company in achieving goals. With selective recruitment and selection will provide value for the company. The quality of the company will also improve better with competent and qualified employees. The discussion in this study is to analyze the labor planning. The results of the analysis on PT. Ganda Saribu Utama Binjai in the implementation of labor planning at PT. Ganda Saribu Utama Binjai is carried out several steps, namely: Job analysis, receiving applicant data, analyzing cover letters that have been sent to the company, conducting new employee acceptance tests, interview calls, reference examinations, and granting decisions on the acceptance of prospective new employees. And there are some obstacles that become obstacles in the company in hiring employees, which among which there are prospective employees who are dishonest, there are prospective employees who are not in accordance with the company's standards, with some obstacles, the company does things that can overcome problems in employee recruitment, starting with the implementation of selection in accordance with company procedures, and making specification adjustments in accordance with company standards.

scholarly journals Online Contract Worker Recruitment System at PT. Prospera Utama Officers

2020 ◽  
Vol 4 (2) ◽  
pp. 114-126
Author(s):  
Euis Siti Nuraisyah ◽  
Dewi Lisnawati ◽  
Octavia Noer Jasuma
Keyword(s):  
Swot Analysis ◽  
Selection Process ◽  
Unified Modeling Language ◽  
Modeling Language ◽  
Job Requirements ◽  
Unified Modeling ◽  
Employee Recruitment ◽  
Recruitment System ◽  
Recruitment And Selection ◽  
Choose People

Human Resources (HR) One of the main keys in the process of finding a professional and qualified workforce. In order to attract attention to applicants, namely information sent through the website so that information can be accessed and choose people who meet job requirements. All companies in any industry can benefit from contingency or maintain professional recruitment or outsourcing processes for recruitment agencies. The employee recruitment system receives importance in the process of inputting and processing, because it makes it easier for the admin to input the ongoing recruitment and selection process. However, the recruitment system is currently related to anything related to data because the paper is scattered. From these considerations, it is necessary to develop the recruitment so that it can be accessed on the system so that it becomes more systematic, organized. In the development of this recruitment system using the method of swot analysis and elicitation. And use one of  the PHP programming language, the data base-server uses MySQL. The results achieved from the analysis of the system used by the author is to use UML (Unified Modeling Language). The results of this study are recruitment systems that can be stored more neatly and help the admin when inputting recruitment during the selection process.

scholarly journals Post Pandemic Consumer Behavior: Conceptual Framework

2020 ◽  
pp. 13-24
Author(s):  
Nuradli Ridzwan Shah Mohd Dali ◽  
Hanifah Abdul Hamid ◽  
Wan Rasyidah Wan Nawang ◽  
Wan Nur Fazni Wan Mohamad Nazarie
Keyword(s):  
Conceptual Framework ◽  
Industrial Revolution ◽  
Secondary Data ◽  
Future Research ◽  
Conditioning Theory ◽  
The Government ◽  
To Come ◽  
Future Policy ◽  
People Movement ◽  
Operant Conditioning Theory

Theories on consumer behavioral change emerged from the study of psychology and later used on consumer behaviors. Behaviorists believe that human behaviors can change from stimulus and responses based on the theories developed by Pavlov, Skinner, Thorndike, and many others.  In this paper, the COVID-19 pandemic has forced many countries to take actions such as restricting people movement, providing economic stimulus to push the economy back up, and enforcing social distancing rules and alike to flatten the pandemic curve. The study envisioned that all the actions taken by the government, especially in the context of Malaysia, as stimulus that create positive and negative responses from the learning consumers. The study emulates the operant conditioning theory and proposes four different types of behavior categories that arises from the pandemic. The aim of this paper is to propose a conceptual framework of the market segmentation arising from COVID-19 pandemic. Methodology used by the study is based from the literature search and secondary data to come out with the suggested framework. The expected findings of the study are the four segments of the consumers based on their behavioral reactions post pandemic. The four segments are the back to square one, new normal, moderately new norm, and recycle consumer groups. Their preferences, needs, and wants can change the landscape of how market can be segmented apart from how business should react towards the changes in the future. Policy could be developed in terms of promoting the new norms behavior to overcome COVID-19 problems and future outbreaks as well as to ensure that Malaysia can be accommodative to the industrial revolution 4.0. Future research should be conducted to replicate the framework in different contexts and industries.

Emerging Trends in Distance Education and Teachers' Education in Ghana

2014 ◽  
pp. 245-260
Author(s):  
Alex Kumi-Yeboah ◽  
Herbert Blankson ◽  
William Young III
Keyword(s):  
Higher Education ◽  
Teacher Education ◽  
Distance Education ◽  
Secondary Data ◽  
Background Information ◽  
Future Research ◽  
Emerging Trends ◽  
Alternative Means ◽  
Education In Ghana ◽  
The Government

In the past two decades, there has been rapid demand for higher education in Ghana. This has created continued pressure on the government to institute viable alternative solutions to curb the incidence where qualified applicants are often denied admission to higher education due to limited infrastructural facilities. Distance education has emerged as the best alternative means to help provide admission to qualified applicants, especially those in the field of teacher education. Descriptive statistics were used to analyze secondary data from two public universities that offered teacher education degree programs in distance education. Results indicate an increased progression of students in teacher education programs in distance education over the last ten years. This chapter offers background information on distance education with emphasis on teacher education in Ghana. In addition, the chapter discusses the results of secondary data, prospects, and challenges facing distance and teacher education in Ghana. Possible solutions, recommendations for future research, and conclusions follow.

scholarly journals ANALISIS PELAKSANAAN REKRUTMEN DAN SELEKSI CALON KARYAWAN BARU DI RSIA KENDANGSARI MERR SURABAYA

2019 ◽  
Vol 3 (2) ◽  
pp. 107-119
Author(s):  
Anis Fitri Aulia
Keyword(s):  
Career Development ◽  
Qualitative Data ◽  
Selection Process ◽  
Employee Performance ◽  
Secondary Data ◽  
Primary Data ◽  
Recruitment Method ◽  
Recruitment Methods ◽  
Recruitment And Selection ◽  
Selection Of

Recruitment and selection are the most important part in the formation of quality human resources. The effectiveness of recruitment and selection will determine the success of employee performance in the future. The aim of this study was to learn the implementation of recruitment and selection of prospective employees at RSIA Kendangsari Merr Surabaya. The method of this study is observational by using qualitative data in the form of primary data and secondary data. The results of this study found that the recruitment method in RSIA Kendangsari Merr consists of promotion, rotation, job posting, advertising, websites, employee recommendations, labor department, labor placement agencies, and job training programs. While the selection process in RSIA Kendangsari Merr consists of administrative selection, written tests, interview tests, psychological tests, credentials, health checks, and work agreements for a 3-month trial period. The conclusion of this study that all recruitment methods in RSIA Kendangsari Merr Surabaya are in accordance with the internal and external methods of recruitment methods, and the selection process is in accordance with the rules of the selection stages. Recommendation for RSIA Kendangsari Merr is to provide additional recruitment method, it is job bidding. Job bidding can be applied at RSIA Kendangsari Merr Surabaya by offering job positions to employees who are competent with career development to meet certain specifications required. Besides being beneficial for motivation and career development of HR, it also minimizes the costs of recruitment and selection sourced from external organizations.

scholarly journals The Effect Of Company Size, Profitability, Leverage, And Management Ownership Towards The Level Of Corporate Social Responsibility (CSR) Disclosure

2019 ◽  
Vol 1 (1) ◽  
pp. 39-60
Author(s):  
Jacqueline Vania Wardhani ◽  
Luky Patricia Widianingsih ◽  
Frandy Karundeng
Keyword(s):  
Limited Liability ◽  
Secondary Data ◽  
Future Research ◽  
Company Size ◽  
Financial Report ◽  
Mining Companies ◽  
Management Ownership ◽  
The Government ◽  
Csr Disclosure ◽  
Corporate Social

The Government has regulated CSR activities through Law No. 40 Year 2007 regarding Limited Liability Company. Mentioned that the company must perform and disclose CSR activities, especially companies that related to natural resources such as mining companies. The objective is to know the effect of company size, profitability, leverage, and management ownership on the level of CSR disclosure of mining companies listed on BEI during the period of 2014-2017. Using secondary data from annual report and financial report. The samples sum up to a total of ten companies with a four-year observation period, resulting in a total of 40 observational data. The method used in this research is multiple linear regression using SPSS 22.0 program. The result of the research shows that (1) firm size has positive effect on CSR disclosure level, (2) profitability and leverage has no effect on CSR disclosure level; (3) management ownership negatively affect CSR disclosure level. This finding contributes to the future research, companies, creditors, investors, and government.

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