scholarly journals Challenges in Recruitment and Selection Process: An Empirical Study

Challenges ◽  
2019 ◽  
Vol 10 (2) ◽  
pp. 35 ◽  
Author(s):  
Sophia Diana Rozario ◽  
Sitalakshmi Venkatraman ◽  
Adil Abbas
Keyword(s):  
Empirical Study ◽  
Knowledge Economy ◽  
Employee Retention ◽  
Selection Process ◽  
Employee Selection ◽  
Critical Factors ◽  
Recruitment And Selection ◽  
The Right ◽  
Interview Panel ◽  
Critical Aspects

Today’s knowledge economy very much depends on the value created by the human resource of an organisation. In such a highly competitive environment, organisations have started to pay much attention to the recruitment and selection process, as employees form their main asset. However, the critical factors involved in the employee selection process is not well studied. Previous studies on the recruitment and selection process have been performed mainly to study the performance of the employees and the criteria attracting the right talent leading to employee retention and organizational efficiency. The distinction of this paper is that it studies the existing recruitment and selection process adopted by tertiary and dual education sectors in both urban and regional areas within Australia. The purpose of this research is to conduct an empirical study to identify the critical aspects of the employee selection process that can influence the decision based on different perspectives of the participants such as, hiring members, successful applicants as well as unsuccessful applicants. Various factors such as feedback provision, interview panel participation and preparations, relevance of interview questions, duration and bias were analysed and their correlations were studied to gain insights in providing suitable recommendations for enhancing the process.

scholarly journals DEVELOPMENT STRATEGY OF HUMAN CAPITAL OF PT KIMIA FARMA (PERSERO) TBK

2017 ◽  
Vol 1 (02) ◽  
pp. 153-162
Author(s):  
Antoni Ludfi Arifin
Keyword(s):  
Human Capital ◽  
Development Strategy ◽  
Selection Process ◽  
Theory Building ◽  
Primary Data ◽  
Secondary Sources ◽  
Recruitment And Selection ◽  
The Right ◽  
Capital Development

This research is a qualitative research with case study at PT Kimia Farma (Persero) Tbk. The purpose of this research is to understand the overall development strategy of human capital of the Company. Data were collected from primary data through interview, observation, and recording; while secodary data were obtained from PT Kimia Farma (Persero) Tbk or from the externals that are used by the researcher to strengthen the premise, theory building, or data from previous researchers.  The data collected from primary and secondary sources are then processed. The validity of data is checked though data accuracy checking process (triangulation). This research found that the Company has conducted human reseource development strategy through 1) Integrated HR Development with the Company’s visions and missions; 2) open recruitment and selection process will decide and find the candidates who meet the qualifications; 3) preparing assessement center to select the right candidate for the right position; 4) employees training can improve the employees’ competence; and 5) the right development of human capital to prepare for the competitiveness in the future.. Keywords: Human Capital, Development, Strategy, HR Planning

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.

Employee-Selection Practices and Public Relations

2001 ◽  
Vol 25 (1) ◽  
pp. 57-65
Author(s):  
Robert L. Boucher ◽  
Kevin Morese ◽  
Patricia L Chant
Keyword(s):  
Public Relations ◽  
Drug Testing ◽  
Selection Process ◽  
Employee Selection ◽  
Corporate Image ◽  
Job Descriptions ◽  
New Employees ◽  
Hiring Process ◽  
Area Of Concern ◽  
Recruitment And Selection

The recruitment and selection of employees is an important human resource component of the management of intramural recreation departments across North America. While much is written about the mechanics of the hiring process, little attention has been paid to the public relations aspects of this activity. As Currie (1997) suggests, the employee-selection process has the potential to create favorable impressions of an organization on job applicants.This article explores a number of activities that are usually part of hiring of new employees with a view to determining the negative or positive outcomes from a public relations standpoint. The “recruitment phase” of the process is extremely important when leaving applicants with a favorable impression of an organization. Keep in mind that numerous individuals who do not ultimately secure a position, are subject to forming impressions by being exposed to advertisements, job descriptions, Websites and various other forms of communication.The second important phase of hiring that has potential for the creation of impressions is the “interview process.” While the interview is the most widely employed yet least understood, techniques used in the hiring process (Boucher, 1991), there is no question that indelible impressions are formed during this phase. Both employer and candidates for positions invariably “exchange impressions” during an interview to the extent that initial (and in some cases lasting) attitudes are formed. It is also apparent from the literature that “extra-viewing” techniques such as panel interviews, drug testing, and personality tests, often are viewed as demeaning by applicants.The last, but certainly no less important, area of concern is the “post-selection” activities. Several authors cite a number of practices that treat unsuccessful candidates very disrespectfully. A more enlightened approach would be to treat unsuccessful candidates as potential hires in subsequent job searches. Even if these individuals never apply for positions in the future, the objective should be to have them treated with the utmost attention to human dignity. As such, countless individuals who apply for positions within organizations will form positive impressions of that organization consistent with comprehensive public relations policies.The hiring process should be considered as just one of the efforts of creating, communicating, enhancing, and maintaining a corporate image that is critical to an organization's success (Brendsel, 1993).

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 RECRUITMENT MANAGEMENT FOR MEMBERS OF ARABIC LEARNING IN ARABIC LANGUAGE STUDENT ASSOCIATION

2020 ◽  
Vol 7 (2) ◽  
pp. 219-234
Author(s):  
Muhamad Rizal Falaqi ◽  
Ahmad Fahmi Arif Ahda ◽  
Danial Hilmi
Keyword(s):  
Learning Process ◽  
Selection Process ◽  
Arabic Language ◽  
Qualitative Approach ◽  
Time Constraints ◽  
Recruitment Process ◽  
Recruitment And Selection ◽  
The Right ◽  
Student Association

We steered this research to explore the recruitment and selection management of members based on interests applied by the selection team in the Arabic language student association. This research was a case study with a qualitative approach. The data were collected by interview, documentation, and observation. The results revealed that students who took part in the selection were classified based on their interests or skills through interviews and tests conducted by the selection team. However, the selection team experienced 2 obstacles: 1) time constraints during the selection process, 2) obstacles after the recruitment process. The first obstacle was when some students did not know what interests they have and the second one was when the members lost their motivation and commitment to learn. These obstacles affect other members and the learning process in the Arabic language student association. Therefore, the right recruitment process will attract more members that meet the qualifications and influence the student association. Then, in turn, it will make students more creative, explore themselves, become generation of achievers.

scholarly journals Improvement Strategy of Employee Performance PT. Perkebunan Nusantara V

2019 ◽  
Vol 34 (1) ◽  
Author(s):  
Hendrasyah Putra ◽  
Syamsul Maarif
Keyword(s):  
Structural Equation ◽  
Performance Monitoring ◽  
Selection Process ◽  
Employee Performance ◽  
Monitoring And Evaluation ◽  
Equation Model ◽  
Improve Performance ◽  
Improvement Strategy ◽  
Recruitment And Selection ◽  
The Right

PT. Perkebunan Nusantara V is one of the companies engaged in oil palm plantations. During the 2011-2017 period PTPN V carried out the recruitment and selection process with a span of 2 years. New employees from the results of recruitment, selection and placement are required to always improve performance. The purpose of this study is to determine the effect of recruitment on performance, the effect of selection on performance, the effect of placement on performance, the effect of recruitment on selection, and the influence of selection on placement, as well as strategies to improve employee performance in PTPN V. This study uses Structural Equation Model Partial Least Squares (PLS-PLS) and the Analytic Hierarchy Process (AHP) to test the hypothesis. The sample of this study is 90 employees. The results of this study show that recruitment has no effect on performance, selection has a significant effect on employee performance, placement has a significant effect on employee performance, recruitment has a significant effect on selection and selection has a significant effect on placement. Then the results of the formulation of the right strategy is to improve employee welfare, development of performance and competency based HRM, improve the recruitment system according to needs and improve performance monitoring and evaluation.

scholarly journals Influence of Legal Framework on Recruitment and Selection in Service State Corporations in Kenya

2021 ◽  
Vol 5 (3) ◽  
pp. 114-129
Author(s):  
Felistus Veronica Kitonga ◽  
◽  
Susan Were ◽  
Pamela M. Getuno ◽  
◽  
...  
Keyword(s):  
Competitive Advantage ◽  
Employee Retention ◽  
Selection Process ◽  
Legal Framework ◽  
Coefficient Of Determination ◽  
Cross Sectional ◽  
State Corporation ◽  
Recruitment And Selection ◽  
Service State ◽  
Skills Shortages

Retaining quality workers is challenging as a result of recent phenomena such as skills shortages, employee mobility and the expected retirement of baby boomers in the near future. These phenomena negatively affect organizations’ ability to create and maintain their competitive advantage in the labour market. Hiring the right persons requires legislation like employment equity which must be fulfilled and the survival of an organization usually depends on the caliber of its employees. The purpose of this study was therefore to determine the influence legal framework has on recruitment and selection in service oriented State Corporation in Kenya. The study employed a descriptive cross sectional type of research design that enabled investigation of the various factors that influence recruitment and selection. The target sample was 154 executives of Service State Corporation in Kenya. A stratified random sampling technique was used to achieve desired representation. Data was collected using structured questionnaires. To analyze the collected data, descriptive and inferential statistics were used. Statistical software used was SPSS version 20. Regression analysis between legal framework and recruitment and selection revealed a coefficient of determination (R squared) of 0.733, implying that legal framework accounts for 73.3% of the variation in recruitment and selection of employees in Service State Corporation in Kenya. The findings also revealed a positive and significant relationship between legal framework and recruitment and selection in Service State Corporations in Kenya (β=.872, p=.000<.05). The study concludes that legal framework has significant positive influence on recruitment and selection, then proper measured should be put in place on improving legal framework for proper recruitment and selection process to take place. The study recommends that the Kenyan government should enact policies that promote recruitment and selection which would in turn promote employee retention. The policy makers should enact polices that promote talent management aspects in state corporations in Kenya in order to ensure sustainable employee retention a good leadership and competitive advantage. Keywords: Legal Framework, Government policy and practice, Rules and regulations, Acts of parliaments, Recruitment and selection

scholarly journals DEVELOPMENT STRATEGY OF HUMAN CAPITAL OF PT KIMIA FARMA (PERSERO) TBK

2017 ◽  
Vol 1 (02) ◽  
pp. 153-162
Author(s):  
Antoni Ludfi Arifin
Keyword(s):  
Human Capital ◽  
Development Strategy ◽  
Selection Process ◽  
Theory Building ◽  
Primary Data ◽  
Secondary Sources ◽  
Recruitment And Selection ◽  
The Right ◽  
Capital Development

This research is a qualitative research with case study at PT Kimia Farma (Persero) Tbk. The purpose of this research is to understand the overall development strategy of human capital of the Company. Data were collected from primary data through interview, observation, and recording; while secodary data were obtained from PT Kimia Farma (Persero) Tbk or from the externals that are used by the researcher to strengthen the premise, theory building, or data from previous researchers.  The data collected from primary and secondary sources are then processed. The validity of data is checked though data accuracy checking process (triangulation). This research found that the Company has conducted human reseource development strategy through 1) Integrated HR Development with the Company’s visions and missions; 2) open recruitment and selection process will decide and find the candidates who meet the qualifications; 3) preparing assessement center to select the right candidate for the right position; 4) employees training can improve the employees’ competence; and 5) the right development of human capital to prepare for the competitiveness in the future.. Keywords: Human Capital, Development, Strategy, HR Planning

scholarly journals Development of decision support system for employee selection using Adaptive Neuro Fuzzy Inference System

2018 ◽  
Vol 154 ◽  
pp. 01077 ◽  
Author(s):  
Abdullah ‘Azzam ◽  
Sri Indrawati
Keyword(s):  
Decision Support ◽  
Decision Support System ◽  
Support System ◽  
Day Care ◽  
Service Industry ◽  
Fuzzy Inference ◽  
Selection Process ◽  
Employee Selection ◽  
Inference System ◽  
The Right

The number of children day care is increasing from year to year. Children day care is categorized as service industry that help parents in caring and educate children. This type of service industry plays a substitute for the family at certain hours, usually during work hours. The common problems in this industry is related to the employee performance. Most of employees have a less understanding about the whole job. Some employees only perform a routine task, i.e. feeding, cleaning and putting the child to sleep. The role in educating children is not performed as well as possible. Therefore, the employee selection is an important process to solve a children day care problem. An effective decision support system is required to optimize the employee selection process. Adaptive neuro fuzzy inference system (ANFIS) is used to develop the decision support system for employee selection process. The data used to build the system is the historical data of employee selection process in children day care. The data shows the characteristic of job applicant that qualified and not qualified. From that data, the system can perform a learning process and give the right decision. The system is able to provide the right decision with an error of 0,00016249. It means that the decision support system that developed using ANFIS can give the right recommendation for employee selection process.

scholarly journals Examining the effect of human resource planning on the performance of public sector organizations

2021 ◽  
Vol 10 (5) ◽  
pp. 72-82
Author(s):  
Chizomam Ubah ◽  
Umar Abbas Ibrahim
Keyword(s):  
Public Sector ◽  
Human Resource ◽  
Selection Process ◽  
Pearson Correlation ◽  
Resource Planning ◽  
Organization Performance ◽  
Human Resource Planning ◽  
Public Sector Organizations ◽  
Recruitment And Selection ◽  
The Right

The study examines the effect human resource planning has on the performance of public sector organizations in Nigeria. The study adopted a cross-sectional survey research design with the collection of primary data using a questionnaire that was administered to 100 employees in the human resource department of the Ministry of Works and housing in Abuja, Nigeria. Correlation analysis using Pearson correlation was employed to determine the relationship between the variables and regression analysis was used to analyze the hypotheses with the aid of the IBM statistical package for social sciences. The result findings revealed that the multiple correlation coefficient indicates a strong correlation between the variables (R= 0.779). and that projected demand for workforce and recruitment and selection account for 60.7% of the total variation in organization performance. Of the two variables used, the recruitment and selection process account for the highest contribution to organization performance. Effective human resource planning in terms of projected demand for workforce and recruitment and selection will enable institutions to attract the right kind of people in the right numbers, improve employees' expertise, talents, and abilities, and keep them in the business. The study recommends that the recruitment and selection process should be open and transparent with little or no political interference to allow for the selection of applicants with the right expertise and skills into the workforce.

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