scholarly journals Case Study of Recruitment and Selection of Employees in the Family Businesses of Tasikmalaya

2018 ◽  
Vol 1 (2) ◽  
pp. 139
Author(s):  
Dedi Rianto Rahadi ◽  
Pandu Cakranegara ◽  
Genoveva Claudia
Keyword(s):  
Human Resources ◽  
Performance Appraisal ◽  
Selection Process ◽  
Resource Planning ◽  
The Family ◽  
Medium Enterprise ◽  
Negative Impacts ◽  
Recruitment And Selection ◽  
High Level ◽  
Relationship Factors

<p>Human resource planning within a company includes policies such as recruitment and selection, compensation, performance appraisal, career development, and training and development. Recruitment and selection process becomes the main factor to do professional human resources. The purpose of this research is to know how the concept of recruitment and selection model on family business in small and medium enterprise sector. The object of research is small and medium business in Tasikmalaya city in handicraft sector. The research method used qualitative and data collection through triangulation method where researchers examine the interrelated phenomena from different perspectives. The results showed that family emotional relationship factors often affect the recruitment and selection process of employees. Moreover, Incompetent recruitment and selection models will threaten the performance and even the existence of the company. The poor management of human resources in the family company will have negative impacts such as the outbreak of conflict, the unfavourable working situation, the development of various intrigues, and the high level of employee turnover will ultimately impact on the performance of the company.</p>

scholarly journals Sino-Senegalese Cooperation: An Impulse to Innovative Growth Strategies for Senegalese SMEs

2015 ◽  
Vol 1 (5) ◽  
pp. 26-43
Author(s):  
Pape Alioune Diop
Keyword(s):  
Research Approach ◽  
Tax Rates ◽  
Growth Strategies ◽  
Competitive Strategies ◽  
Inductive Research ◽  
Medium Enterprise ◽  
Negative Impacts ◽  
High Level ◽  
High Degree ◽  
Strategic Networking

Since 2005, Senegal and China have developed painstaking efforts to flourish in win-win cooperation. However, the outcome of this collaboration is still under scrutiny due to several constraints in the small and medium enterprise (SME) sector. This study examined how the Sino-Senegalese cooperation could be a mean for Senegalese SMEs to grow their businesses through competitive strategies. The purpose of the study was to explore practical uses of growth strategies that may enable the Senegalese SMEs to develop sustainably. We adopted an inductive research approach by using descriptive and interpretive statistical analysis methods. We explored the data using SPSS 16.0. We can summarize the findings as follows: (1) Senegalese SMEs in China face problems related to unstable government regulations; high money transaction costs and high tax rates rather than access to finance; (2) there is a high degree of informality among SMEs in Guangzhou and Yiwu despite the relatively high level of education of the SME managers; (3) they can incorporate many growth strategies in the management of their businesses concerning the idiosyncratic pitfalls we have identified in the research. The Ansoff matrix, innovative strategic moves, and strategic networking have shown to be important tools for the Senegalese SMEs operating in China to grow steadily and sustainably. A way to grasp the originality of this thesis is that many of the major works published in this field mainly focus on China’s strategy for Africa. We find less evidence in the literature for China’s presence in a resource-independent economy like Senegal. And by doing so, they barely mention the negative impacts of this cooperation, nor do they alleviate the opportunities and strategies that can be put forward for SMEs growth.

scholarly journals The Potential of the ePortfolio as a Recruitment Tool: From the Perspective of HR Directors

2020 ◽  
Vol 14 (03) ◽  
pp. 95
Author(s):  
Monika Ciesielkiewicz ◽  
Claire Bonilla ◽  
Carlos Olave López de Ayala
Keyword(s):  
Human Resources ◽  
Job Search ◽  
Selection Process ◽  
Business Sector ◽  
Academic World ◽  
Search Tool ◽  
Research Findings ◽  
The Difference ◽  
Recruitment And Selection ◽  
Recruitment Tool

<p class="0abstract">In this paper, the authors explore the potential of the electronic portfolio (ePortfolio) as a recruitment tool, in particular whether Human Resources directors would be willing to use it during the recruitment and selection process. The ePortfolio presents, documents, reflects on, and fosters students’ skills, credentials, certificates and diverse formal and informal experiences in a structured and well-organized manner. Because the ePortfolio is, by nature, flexible and adaptable, an ePortfolio developed with the help of professors over the course of a students' studies can easily be incorporated into professional networking platforms as a job search tool and showcase the skills required for a successful applicant. It is often said that the difference between what is taught in the academic world and the practical skills that are required by the business sector make it difficult for students to access the labor market. The ePortfolio may help to reconcile both worlds. In order to examine whether Human Resources directors are willing to use an ePortfolio as a recruitment tool, a survey was carried out among fifty-two Human Resources directors. The research findings reveal that an educational ePortfolio can count on significant approval in the business sector. This research study is relevant as it provides valuable information on this topic and it is the only one to date, conducted among HR directors in the context of Spanish-speaking countries.</p>

Human Resource Management in Modern Society

2021 ◽  
Vol 110 ◽  
pp. 25-30
Author(s):  
Petronela Cristina Simion ◽  
Mirona Ana Maria Popescu ◽  
Iustina Cristina Costea-Marcu ◽  
Iuliana Grecu
Keyword(s):  
Human Resources ◽  
Selection Process ◽  
Human Resources Management ◽  
Modern Society ◽  
Machine Learning Algorithms ◽  
Recruitment Process ◽  
Healthy Environment ◽  
Search And Selection ◽  
The Right ◽  
High Level

Recruitment is one of the main pillars for the proper functioning of a healthy environment, which meets its objectives and is a process coordinated by the human resources department, together with the respective managers for each position. The recruitment process consists in promoting vacancies using the most appropriate channels, means and tools to maximize the attraction rate of the most suitable candidates, as addressability and accessibility within the target group of potential applicants to meet almost all the conditions. and the criteria set out in the profile of the ideal candidate. There is an acute need for skills in a labor market that demands competitiveness as soon as possible. The most important thing that managers and leaders do in an organization is to hire the right people for the right job. At present, the recruitment process has become very dynamic and is constantly changing. We are currently facing an impressive increase in the use of technology and automation in almost every aspect of the recruitment industry. Undoubtedly, the automation of the recruitment process and the integration of artificial intelligence and machine learning algorithms in these systems has brought a number of benefits and changed the way candidates are selected. The authors of the article aim to conduct a bibliographic research to illustrate the current state of human resources management and the methods adopted in its optimization. The latest trends in this field are researched and the main challenges that appear are exposed. There are presented the means used to maintain employees within the organizations and increase their productivity. The collected data are interpreted and a model of systematization of the recruitment process is proposed using process modeling, for an easier implementation. In conclusion, it is found that the role of recruiters will change through the adoption on a larger scale of solutions to automate the process of search and selection of candidates. Although the benefits of recruiting automation could outweigh the arguments against it, it is prudent for recruiters to combine technology with the human factor in the selection process of the right candidate. The most important strategic challenge in HR for companies is to maintain a high level of employee involvement, which is difficult to achieve only through technology.

Dilemma in hiring

2012 ◽  
Vol 2 (8) ◽  
pp. 1-5
Author(s):  
Seema Bhatt
Keyword(s):  
Manufacturing Sector ◽  
Selection Process ◽  
Resource Planning ◽  
Subject Area ◽  
Content Type ◽  
Manufacturing Organization ◽  
Set Up ◽  
Recruitment And Selection ◽  
The Right ◽  
Management Students

Subject area The recruitment and selection process, human resource planning, talent management and succession planning. Study level/applicability The case has been tried and tested in the classroom setting with management students pursuing a Post Graduate Diploma in Business Management (PGDBM). Case overview The case is set in the southern part of India in a manufacturing organization, Plomsom Ltd (a disguised organisation). Plomsom Ltd manufactures tractors and has a pan-India presence. The sale of tractors in India fluctuates over time. Sales are largely dependent on the seasonal harvests which in turn are heavily dependent on the monsoon rains. The case is designed for understanding the importance and necessity of finding the right man at the right time with the right skills in a manufacturing set up where production output is a factor of many interdependent variables. Expected learning outcomes The learning objectives of the case are: critical analysis of recruitment and selection; importance of job analysis in recruitment and selection; understanding the role of HR planning in running the operations; understanding problems in the manufacturing sector in an Indian context. Supplementary materials Teaching notes are available. Consult your librarian for access.

scholarly journals Challenges and priorities in talent management during the global pandemic caused by COVID-19

2021 ◽  
Vol 5 (2) ◽  
pp. 94-103
Author(s):  
Luba Tomcikova ◽  
Nella Svetozarovova ◽  
Jana Coculova
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Slovak Republic ◽  
Selection Process ◽  
Talent Management ◽  
The Past ◽  
Significant Relationships ◽  
Global Pandemic ◽  
Human Resources Managers ◽  
Recruitment And Selection

The paper deals with the talent management issue as one of the effective human resource management practices during the global pandemic caused by COVID-19 and points to the main challenges and priorities in the research area. Talent management has undergone a dynamic development in recent years. It has recently become a frequently discussed concept among business and academics alike and one of the priorities of the modern management of all companies. The paper also presents the results of research carried out on a sample of 137 human resources managers. Respondents who participated in the questionnaire survey are human resources managers in companies operating in the Slovak Republic at national and international markets. Data were collected using the online questionnaire. For the research, two research hypotheses were established. The hypotheses aimed to determine whether there are statistically significant relationships between the scale of talent recruitment and selection process over the past year; the change in the management and organizational style of the company during the COVID-19 pandemic; the existence of the statistically significant relationship between the budget allocated to talent management and headhunting practices over the last year. The hypotheses were verified using correlation analysis and the methods of inductive statistics. Testing the statistically significant relationships verified hypothesis H1. It confirmed the existence of statistically significant relationships between the scale of the talent recruitment and selection process over the past year and the change in management and organization of the company during the COVID-19 pandemic. The hypothesis H2 was rejected. It stated the absence of statistically significant relationships between the budget for talent management in the organization during the COVID-19 pandemic and the competition for qualified talent for the last year. The questionnaire survey results pointed how human resources managers in companies operating in the Slovak Republic perceive the situation associated with the current COVID-19 pandemic. The findings identified the pandemic impact on talent management and how human resources managers see human resource management's future and priorities.

scholarly journals Exploration of Human Resources (HR) Practices Based on Local Cultural Values in Cooperatives in Bali

2021 ◽  
Vol 04 (09) ◽  
Author(s):  
Ni Wayan Sitiari ◽  
Keyword(s):  
Career Development ◽  
Human Resources ◽  
Cultural Values ◽  
Performance Appraisal ◽  
Selection Process ◽  
Training And Development ◽  
Recruitment Process ◽  
Analytical Technique ◽  
Hr Practices ◽  
Process Implementation

The purpose of this study is to find out whether human resources (HR) practices in cooperatives in Bali have adopted Balinese cultural values. How Balinese cultural values are applied to HR practices in cooperatives in Bali has never been studied. The title of this research is Exploration of HR Practices Based on Local Cultural Values in cooperatives in Bali. The number of respondents 79 who are managers of cooperatives in Bali. The analytical technique used is statistical analysis techniques. The results of the study show HR practices in cooperatives in Bali have been implemented based on local Balinese cultural values with high criteria. It can be said that HR practices in cooperatives are in a strong category. The results of the identification of HR practices based on local culture which include (1) Dimensions of performance appraisal, (2) Dimensions of career development, (3) Dimensions of compensation, (4) Dimensions of training and development, (5) Dimensions of the selection process. Implementation of HR practices that are in accordance with Balinese Cultural Values, among others: HR practices contained in the concept of menyamabraya are reflected in the dimensions: performance appraisal, career development, and the selection process. HR practices contained in the concept taksu, namely in the selection and recruitment process, HR practices contained in the concept of jengah: Implemented in selecting and awarding compensation.

scholarly journals ROTATIVIDADE: PERCEPÇÃO DOS COLABORADORES SOBRE AS CAUSAS DE DEMISSÃO VOLUNTÁRIA

2018 ◽  
Vol 7 (2) ◽  
pp. 110
Author(s):  
Keila Araújo de Lima ◽  
Gabrielle Silva Araújo ◽  
Antônio Roberto Xavier ◽  
Vitória Maria Serafim da Silva
Keyword(s):  
Content Analysis ◽  
Human Resources ◽  
Organizational Climate ◽  
Selection Process ◽  
Training And Development ◽  
Qualitative Approach ◽  
Analysis Technique ◽  
Recursos Humanos ◽  
Recruitment And Selection ◽  
The City

O desligamento de colaboradores pode gerar um alto custo com variáveis que poderiam ser evitadas, como: gasto com admissões e demissões, processo seletivo, contratação, treinamento e pagamento de encargos (BORGES E RAMOS, 2007). Além disso, a empresa pode sofrer por falta de mão-de-obra, não alcançar as metas de produção e gerar excesso de serviço para os demais funcionários. A partir dessa conjuntura se reconhece a importância de reter talentos para ser mais competitivo e evitar prejuízos. Em face ao exposto, se questiona: Qual a percepção dos colaboradores sobre as causas que os levaram à demissão voluntária na cidade de Sobral - Ceará? Para a resolução desta questão, tem-se como objetivo geral: analisar a percepção dos colaboradores sobre as causas que implicam na demissão voluntária em Sobral-Ceará. A pesquisa possui natureza descritiva, de abordagem qualitativa. Para coleta de dados, realizou-se entrevista aberta semiestruturada. Participaram da entrevista quatro ex-colaboradores de empresas sobralenses, denominados: E1 (ex-supervisor de manutenção), E2 (ex-analista de RH), E3 (ex-assistente de RH) e E4 (ex-analista de RH). Para o tratamento usou-se a técnica de análise de conteúdo, considerando as categorias: Recrutamento e Seleção, Treinamento e Desenvolvimento, Gestão Inapropriada de Recursos Humanos, Clima Organizacional e Concorrência. O estudo mostrou-se importante para entender os motivos que refletem no desligamento voluntário, como também, em quais pontos as empresas sobralenses devem rever seu desempenho. ROTATIVITY: COLLABORATORS 'PERCEPTION OF THE CAUSES OF VOLUNTARY RESIGNATION ABSTRACT The dismissal of employees can generate a high cost with variables that could be avoided, such as: expenses with admissions and dismissals, selection process, contracting, training and payment of charges (BORGES AND RAMOS, 2007). In addition, the company may suffer from lack of labor, fail to meet production targets and generate excess service for other employees. From this juncture it is recognized the importance of retaining talent to be more competitive and avoid losses. In view of the above, it is questioned: What is the perception of employees about the causes that led them to voluntary dismissal in the city of Sobral - Ceará? To solve this question, the general objective is to analyze the employees' perception of the causes that imply voluntary dismissal in Sobral-Ceará. The research is descriptive in nature, with a qualitative approach. For data collection, a semi-structured open interview was conducted. Four ex-employees from Sobral companies, E1 (former maintenance supervisor), E2 (former HR analyst), E3 (former HR assistant) and E4 (former HR analyst) participated in the interview. For the treatment, the content analysis technique was used, considering the categories: Recruitment and Selection, Training and Development, Inappropriate Management of Human Resources, Organizational Climate and Competition. The study was important to understand the reasons that reflect on voluntary disengagement, but also, at what points should Sobral companies review their performance.

scholarly journals Understanding the Recruitment and Selection Practices of an Indian IT SME (Small and Medium Enterprise)

2019 ◽  
Vol 8 (4) ◽  
pp. 12080-12084 ◽  
Keyword(s):  
Selection Process ◽  
The Other ◽  
Major Function ◽  
Small And Medium Enterprise ◽  
Medium Enterprise ◽  
Recruitment And Selection ◽  
Selection Practices

Recruitment and Selection is the major function of the HR department besides the other functions, it is the solution to not only hatch the talent for a sector or any organization that is moving with an exponential pace, but also to provide quality employees for any organization, this article is a case study about the recruitment and selection process in an Indian IT MSME. The company was already facing some issues like pending projects and subsequently other problems sprouting because of that to which the only solution,that is, resolve all these issues was Recruitment and Selection. As a matter of fact this was being followed by the company as daily chores, in-parallel with the problems. The purpose of this study was to understand each step of the process in-order to get some in-sights out of it.

An Insight Into Global Perspectives on Human Resources Management Practices for Immigrants and Refugees

2019 ◽  
pp. 439-450
Author(s):  
Çağlar Doğru
Keyword(s):  
Human Resources ◽  
Performance Appraisal ◽  
Management Practices ◽  
Human Resources Management ◽  
Decent Work ◽  
Host Countries ◽  
Resources Management ◽  
Immigrants And Refugees ◽  
Safety Issues ◽  
Recruitment And Selection

According to new data obtained from the United Nations, the number of international immigrants have reached to the number of 244 million in 2015. Nearly 4 out of 100 people in the world live in foreign countries instead of living in countries where they were born. Among these people, 10 per cent are refugees. These 20 million people have been forced to live abroad depending on political and other reasons. All these people try to have a life standard worthy of human dignity. At this point, human resources management practices of host countries should provide “decent work” which is firstly introduced by International Labour Organization as a concept. In this chapter, while adapting immigrants and refugees to the business life of host countries, it has been searched which human resources management practices are used by companies and how. Among these practices it has been remarked that, practices like human resources planning, personnel recruitment and selection, training and development of employees, career management and planning, performance appraisal, compensation, job security and worker safety issues gain importance.

An Insight into Global Perspectives on Human Resources Management Practices for Immigrants and Refugees

2018 ◽  
pp. 102-116 ◽  
Author(s):  
Çağlar Doğru
Keyword(s):  
Human Resources ◽  
Performance Appraisal ◽  
Management Practices ◽  
Human Resources Management ◽  
Decent Work ◽  
Host Countries ◽  
Resources Management ◽  
Immigrants And Refugees ◽  
Safety Issues ◽  
Recruitment And Selection

According to new data obtained from the United Nations, the number of international immigrants have reached to the number of 244 million in 2015. Nearly 4 out of 100 people in the world live in foreign countries instead of living in countries where they were born. Among these people, 10 per cent are refugees. These 20 million people have been forced to live abroad depending on political and other reasons. All these people try to have a life standard worthy of human dignity. At this point, human resources management practices of host countries should provide “decent work” which is firstly introduced by International Labour Organization as a concept. In this chapter, while adapting immigrants and refugees to the business life of host countries, it has been searched which human resources management practices are used by companies and how. Among these practices it has been remarked that, practices like human resources planning, personnel recruitment and selection, training and development of employees, career management and planning, performance appraisal, compensation, job security and worker safety issues gain importance.

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