Job-Candidate Matching using ESCO Ontology

2019 ◽  
Vol 15 (1) ◽  
pp. 1-13
Author(s):  
Aman Shakya ◽  
Subhash Paudel
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Supply And Demand ◽  
Key Factors ◽  
Similarity Matching ◽  
Job Description ◽  
Web Based ◽  
Demand And Supply ◽  
Resources Management ◽  
Web Based System

 Skills management is one of the key factors to address the increasing competitiveness among different companies. Suitable knowledge representation and approach for matching skills and competences in job vacancies and candidate profiles can support human resources management automation through suitable matching and ranking services. This paper presents an approach for matchmaking between skills demand and supply through skill profiles enrichment and matching supply and demand profiles over multiple criteria. This work builds upon methods for profile modeling, information enrichment and multi-criteria matching. The main contribution of this work is a methodology for harmonization and enrichment of heterogeneous profile models and skill set description by making use of the standard ESCO ontology. Secondly, an algorithm is proposed for similarity matching across multi-criteria for discovering set of profiles that best fits the job description criteria. A prototype web-based system has been developed to implement the proposed approach and deployed online. The system has been tested with real IT jobs related dataset and validated against relevance scores provided by human experts. Experimental results show consistent correspondence between the similarity ranking scores produced by the system and scores provided by the human users.

Research on HRM under Internet Environment

2014 ◽  
Vol 687-691 ◽  
pp. 4836-4839
Author(s):  
Liu Jin
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
Supply And Demand ◽  
The Internet ◽  
Management Reform ◽  
Resources Management ◽  
The Impact

Human resource management is the mainly field of Internet business applications. The impact of the Internet on corporate human resource management can be summarized as changing macroeconomic environment, improve openness, democracy and scientific human resources management. The Internet has changed market environment of human resources, resulting in a shortage of talent required to change people's knowledge structure, the structural supply and demand of talent more prominent. Internet lead to faster flow of talent, but also conducive to business properly treat and handle the flow of talent problem. Internet help enterprises realize the sharing of human resources, increase the likelihood of sharing scarce talent while gain a better talent to share results. Internet can promote human resources management reform to keep up with the management of information technology and networking pace, but also to promote changes in corporate human resources management concept.

scholarly journals Human resources management in small and medium enterprises

2009 ◽  
Vol 3 (1-2) ◽  
pp. 71-74 ◽  
Author(s):  
Slobodan Ceranic ◽  
Blaženka Popovic
Keyword(s):  
European Union ◽  
Human Resources ◽  
Small And Medium Enterprises ◽  
Human Resources Management ◽  
Supply And Demand ◽  
Sustainable Growth ◽  
New Employees ◽  
Resources Management ◽  
Total Labor ◽  
Medium Enterprises

Development of small and medium enterprises (SME) represents primary goal of every modern economy. It is complex challenge which includes great number of directly concerned parties in every sector of the state and economy. SME stimulate private ownership and entrepreneurship. Their characteristic is that they are flexible and can easily adjust to changes in supply and demand on the market. At the same time they open possibilities for increase of employment, promote diversification of economical activities, support sustainable growth and give significant contribution to export, trade and increase the competitiveness of the entire economy. Importance of SME for economy is undisputable. All research show that globally, more than 90% of all business activities are realized by SME. SMEs employ two thirds of total labor of European Union. Approaching to European Union presumes harmonization of the systematic environment and improvement of the climate of entrepreneurship, private initiative, development of SME. This determination has strongpoint in current world processes that prefer the development of SME, utilizing their profit efficiency and established advantages relating to the adaptability of small business to dynamic changes in economy. Problem of Human resources management is very sensitive issue in SMEs. Namely, in big companies there are entire teams of agencies or consultants are hired for selection and education of new employees, whereas in SMEs this work is done by owner or manager. Therefore, in this paper several facts were pointed out which need to be considered in selection of new employees, since every mistake in this activity can cause far-reaching consequences on functioning of SME.

Contextual Advertising in HR-Branding: Theory, Practice and Prospects

2015 ◽  
Vol 4 (2) ◽  
pp. 69-72
Author(s):  
Морозова ◽  
M. Morozova ◽  
Соболь ◽  
O. Sobol ◽  
Тарасенко ◽  
...  
Keyword(s):  
Human Resources ◽  
Personnel Management ◽  
Human Resources Management ◽  
Supply And Demand ◽  
External Factors ◽  
Skilled Workers ◽  
Resources Management ◽  
Marketing Technology ◽  
Contextual Advertising ◽  
The Creation

Modern companies can’t ignore the infl uence of external factors on policies in human resources management, which includes supply and demand in the labor market. The obvious interest of the organization’s leaders in attracting the most skilled workers can be implemented by means of personnel marketing technology, namely through the establishment and development of HR-brand.The article describes the features of the creation of HR-brand in the current economic conditions. The article presents the modern understanding of HR-branding, its main objectives and usual mistakes in putting it into practice.The article describes the benefi ts of using contextual advertising when creating an HR-brand.Examples of the creation and development of successful HR-brand among foreign and Russian companies are provided along with cases of contextual advertising practicesto improve HR-brand.The analysis of the prospects of expanding the use of contextual advertising in HR-branding suggests the formation of new trends in personnel management in coming decades.

الثقة، الصراع والسلوك التعاوني مع الاخذ بالاعتبار العلاقات التبادلية داخل المنظمات

2007 ◽  
Vol 13 (48) ◽  
pp. 349
Author(s):  
سعد علي حمود العنزي
Keyword(s):  
The Netherlands ◽  
Human Resources ◽  
Human Resources Management ◽  
Industrial Relations ◽  
Cooperative Behaviour ◽  
Resources Management

كثيرة هي البحوث والدراسات التي نراجعها في السلوك التنظيمي، بحكم عملنا كأستاذ دراسات عليا بتخصص ادارة الموارد البشرية ونظرية المنظمة، ووقع بيننا بحثاً نظرياً متميزاً للباحثين (Karin Sanders & Birgit Schyns)([1])، نشر في مجلة اصيلة هي (Personnel Review)، في عام (2006)، بمجلدها (35) وبالعدد (5)، تحت عنوان (Trust, Conflict and Cooperative Behaviour: Considering Reciprocity Within Organizations) . ولنقل الفائدة العلمية للمتخصصين والمعنيين والمهتمين بهذا الموضوع الحيوي، أرتأينا ترجمته بالتصرف الذي يفيد القارئ باللغة العربية. فالبحث يصب غرضه في دراسة قضية محددة تتعلق بالثقة، الصراع، والسلوك التعاوني كحلقات مهمة في العمل التنظيمي، ذلك لأن مخرجات العاملين (Employees Outcomes) المتعلقة بإتجاهاتهم، وسلوكياتهم، تأتي من العلاقات التبادلية التي تقع بينهم، والتي ينبغي اختبارها كخصائص لعلاقاتهم هذه، وليس كسمات لهم. ففي اطار ذلك، تتمثل قيمة هذا البحث برأينا بمحاولة ملئ فجوة التبادلية في علاقات المدراء- والمرؤوسين- المرؤوسين، والتركيز عليها بشدة لتفسير تلك القضية المحددة آنفة الذكر. وبحكم كون البحث الحالي، طبيعته تتصف بالمراجعة العامة للفكر الاكاديمي المطروح على الساحة، فإنه يرتبط بمصطلحات علمية سلوكية كثيرة ابرزها: سلوك العاملين (Employees behaviour) اتجاهات العاملين (Employees attitudes)، احتواء العاملين (Employees involvement) العلاقات الصناعية (Industrial relations)، ادارة الموارد البشرية التطبيقية (Applied human resources management).   [1])) ان  (Karin Sanders) استاذ علم النفس التنظيمي والعمل بجامعة (Twenke, The Netherlands) و (Birgit Schyns)، استاذة مساعدة بدراسات الموارد البشرية بجامعة (Tilburg, The Netherlands).

BİLGİ YÖNETİMİ UYGULAMALARI KAPSAMINDA İNSAN KAYNAKLARI YÖNETİMİNDE MEYDANA GELEN DEĞİŞİMLER

2013 ◽  
Vol 1 (1) ◽  
pp. 83
Author(s):  
Ozan Büyükyılmaz
Keyword(s):  
Knowledge Management ◽  
Human Resources ◽  
Performance Management ◽  
Management Practices ◽  
Human Resources Management ◽  
Management Strategies ◽  
Resources Management ◽  
Management Philosophy ◽  
Management Processes

The development and expansion of knowledge management as an important management philosophy has a significant impact on human resources management as well as on organization as a whole. In this context, knowledge management processes have been used as a strategic tool within human resources management.Therefore, functions of human resources management must adapt itself to this change. The purpose of this study is to determine the role of human resources management in the management of knowledge and to reveal the effects of knowledge management practices on the functions of human resources byexamining the relationship between human resources and knowledge management. In this context, a theoretical investigation was conducted. It has been determined that significant changes occurred on the functions of human resources management such as selection and recruitment, performance management, remuneration and reward, training and development within the framework of the knowledge management strategies.

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