scholarly journals IMPROVING THE RECRUITMENT PROCESS OF AN INDUSTRIAL ENTERPRISE

2021 ◽  
Vol 8 (4) ◽  
pp. 124-140
Author(s):  
E. Stepanycheva ◽  
L. Yakovleva
Keyword(s):  
Human Resources ◽  
Personnel Selection ◽  
Selection Criteria ◽  
Practical Experience ◽  
Industrial Enterprise ◽  
Valuable Resource ◽  
Recruitment Process ◽  
Recruitment Procedure ◽  
Selection Of

Currently, the staff is the most valuable resource of any organization, so the success of its activities depends on the quality of human resources. One of the fundamental criteria for the quality of human resources is the compliance of personnel competencies (both personal and professional), the requirements of the employer and the content of labor functions implemented within the framework of the position. Such compliance is primarily achieved by organizing a competent approach to the recruitment procedure. Today, many companies seek to independently select employees, which requires certain knowledge in this area. In domestic conditions, in contrast to the established foreign practice, the formation and implementation of the recruitment process is complicated by the lack of practical experience of companies in this area, insufficient elaboration of recruitment mechanisms, the desire to copy foreign experience in this area without taking into account Russian characteristics. The article clarifies the concept of personnel selection, analyzes the process of personnel selection, approaches to personnel selection, criteria and sources of personnel selection that form the preferences of foreign and domestic employers, analyzes the process of personnel selection of an industrial enterprise and suggests ways to improve it.

scholarly journals A REAL PERSONNEL SELECTION PROBLEM USING THE GENERALIZED CHOQUET INTEGRAL METHODOLOGY

2018 ◽  
Vol 6 (2) ◽  
pp. 694-716
Author(s):  
Yavuz ÖZDEMİR ◽  
Kemal Gökhan NALBANT
Keyword(s):  
Human Resources ◽  
Personnel Selection ◽  
Selection Criteria ◽  
Choquet Integral ◽  
Human Resources Management ◽  
Selection Problem ◽  
Resources Management ◽  
Selection For ◽  
Selection Of

The main objective in the selection of personnel is to select the most appropriate candidate for a job. Personnel selection for human resources management is a very important issue.The aim of this paper is to determine the best-performing personnel for promotion using an application of a Multi Criteria Decision Making(MCDM) method, generalized Choquet integral, to a real personnel selection problem of a case study in Turkey and 17 alternatives are ranked according to personnel selection criteria (22 subcriteria are classified under 5 main criteria). The main contribution of this paper is to determine the interdependency among main criteria and subcriteria, the nonlinear relationship among them and the environmental uncertainties while selecting personnel alternatives using the generalized Choquet integral method with the experts’ view. To the authors’ knowledge, this will be the first study which uses the generalized Choquet Integral methodology for human resources. 

scholarly journals A REAL PERSONNEL SELECTION PROBLEM USING THE GENERALIZED CHOQUET INTEGRAL METHODOLOGY

2018 ◽  
Vol 6 (2) ◽  
Author(s):  
Yavuz ÖZDEMİR ◽  
Kemal Gökhan NALBANT
Keyword(s):  
Human Resources ◽  
Personnel Selection ◽  
Selection Criteria ◽  
Choquet Integral ◽  
Human Resources Management ◽  
Selection Problem ◽  
Resources Management ◽  
Selection For ◽  
Selection Of

The main objective in the selection of personnel is to select the most appropriate candidate for a job. Personnel selection for human resources management is a very important issue.The aim of this paper is to determine the best-performing personnel for promotion using an application of a Multi Criteria Decision Making(MCDM) method, generalized Choquet integral, to a real personnel selection problem of a case study in Turkey and 17 alternatives are ranked according to personnel selection criteria (22 subcriteria are classified under 5 main criteria). The main contribution of this paper is to determine the interdependency among main criteria and subcriteria, the nonlinear relationship among them and the environmental uncertainties while selecting personnel alternatives using the generalized Choquet integral method with the experts’ view. To the authors’ knowledge, this will be the first study which uses the generalized Choquet Integral methodology for human resources. 

scholarly journals An MCDM approach for personnel selection using the CoCoSo method

2021 ◽  
Vol 9 (3-4) ◽  
pp. 78-88
Author(s):  
Milica Popović
Keyword(s):  
Human Resources ◽  
Personnel Selection ◽  
Candidate Selection ◽  
Multi Criteria Decision Making ◽  
Private Companies ◽  
Public And Private ◽  
The Right ◽  
Selection Of

Candidate selection has a direct impact on the quality of a company's human resources department, so it's an essential activity for public and private companies alike. Various ways have been created to assist and make it easier for organizations to select the best candidate, specifically the right people to do specific roles. As a result, the purpose of this study is to propose the use of multi-criteria decision-making techniques in personnel selection. Therefore, for the determination of the weights of the criteria will be employed the SWARA method, whereas, for the ranking of the alternatives, i.e. selection of the best candidate, a CoCoSo method will be applied.

scholarly journals AN MCDM APPROACH FOR PERSONNEL SELECTION USING THE COCOSO METHOD

2021 ◽  
Vol 9 (3-4) ◽  
pp. 78-88
Author(s):  
Milica Popović
Keyword(s):  
Human Resources ◽  
Personnel Selection ◽  
Candidate Selection ◽  
Multi Criteria Decision Making ◽  
Private Companies ◽  
Public And Private ◽  
The Right ◽  
Selection Of

Candidate selection has a direct impact on the quality of a company's human resources department, so it's an essential activity for public and private companies alike. Various ways have been created to assist and make it easier for organizations to select the best candidate, specifically the right people to do specific roles. As a result, the purpose of this study is to propose the use of multi-criteria decision-making techniques in personnel selection. Therefore, for the determination of the weights of the criteria will be employed the SWARA method, whereas, for the ranking of the alternatives, i.e. selection of the best candidate, a CoCoSo method will be applied.

scholarly journals Judging good appearance in personnel selection

2018 ◽  
Vol 25 (87) ◽  
pp. 656-675
Author(s):  
Altair dos Santos Paim ◽  
Marcos Emanoel Pereira
Keyword(s):  
Labor Market ◽  
Human Resources ◽  
Random Sample ◽  
Personnel Selection ◽  
Racial Bias ◽  
Selection Process ◽  
Physical Appearance ◽  
Racial Diversity ◽  
Job Applicants ◽  
Selection Of

ABSTRACT Judgement of what one views as good appearance in the selection of job applicants may reveal racial bias in access to the labor market. The purpose of this study is to evaluate the effects of racism in judging physical appearance in personnel selection. The non-random sample was composed of seventy-four (74) participants, of whom forty-two were human resources professionals (57%). The instruments used were an assessment of résumés, a set of prejudice scales, an inventory of racism in the labor market, an indicator of good appearance and a sociodemographic questionnaire. Three hypotheses were tested. Hypothesis 1, which postulated a preference for white candidates was confirmed. Hypothesis 2 was corroborated, because the professionals showed a higher tendency to choose candidates with a fairer complexion. Hypothesis 3, which made reference to good appearance was rejected, because the participants elected hygiene as a further element present in the judgment in selecting candidates. Finally, it is considered that the selection process should be based on the acceptance of racial diversity, a key element for the development of creative and innovative organizations.

Human resources ranking in a cloud-based knowledge sharing framework using the quality control criteria

Kybernetes ◽  
2017 ◽  
Vol 46 (5) ◽  
pp. 876-892 ◽  
Author(s):  
Parisa Fouladi ◽  
Nima Jafari Navimipour
Keyword(s):  
Quality Control ◽  
Human Resources ◽  
Hierarchical Structure ◽  
Simple Method ◽  
Content Type ◽  
Quality Control Criteria ◽  
Control Criteria ◽  
Selection Of

Purpose This paper aims to propose a new method for evaluating the quality and prioritizing of the human resources (HRs) based on trust, reputation, agility, expertise and cost criteria in the expert cloud. To evaluate some quality control (QC) factors, a model based on the SERVQUAL is used. Design/methodology/approach The aim of this paper is to offer a fast and simple method for selecting the HRs by the customers. To achieve this goal, the ranking diagram of different HRs based on the different criteria of QC is provided. By means of this method, the customer can rapidly decide on the selection of the required HRs. By using the proposed method, the scores for various criteria are evaluated. These criteria are used in the ranking of each HR which is obtained based on the evaluation conducted by previous customers and their colleagues. First, customers were asked to select their needed criteria and then by constructing a hierarchical structure, the ranking diagram of different HRs is achieved. Using a ranking system based on evaluating the quality of the model, satisfy the customer needs to be based on the properties of HRs. Also, an analytical hierarchical process-based ranking mechanism is proposed to solve the problem of assigning weights to features for considering the interdependence between them to rank the HRs in the expert cloud. Findings The obtained results showed the applicability of the radar graph using a case study and also numerically obtained results showed that a hierarchical structure increases the quality and speed rating of HR ranking than the previous works. Originality/value The suggested ranking method in this paper allows the optimal selection due to the special needs of any given customer in the expert cloud.

scholarly journals Online based Modernised Recruitment Process for Industries

2019 ◽  
Vol 9 (2S4) ◽  
pp. 245-247
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Internet Technology ◽  
Recruitment Process ◽  
Basic Concepts ◽  
Online Recruitment ◽  
Selection Of

Human Resources are, and thusly selecting, the most significant and imperative factor behind the accomplishment of each little and enormous association. E-recruiting or online recruitment is the selection of the best potential human resource using internet technology. Posting jobs on the company's website or online recruitment website and mobile recruitment has now evolved. This research explores the general basic concepts of e-recruiting, criteria for success, overall benefits and disadvantages.

scholarly journals Quality of Human Resources in Europe Measured by Selected Indicators of Human Potential

2017 ◽  
Vol 20 (1) ◽  
pp. 60-76
Author(s):  
Slavomir Bucher
Keyword(s):  
Human Resources ◽  
Regional Differences ◽  
Spatial Differentiation ◽  
Human Potential ◽  
Regional Differentiation ◽  
Regression Analyses ◽  
Wide Range ◽  
Selection Of

The paper deals with regional differentiation of human resources and its determinants identified by selected indicators of human potential. The selection of correct and relevant indicators has a key role in the identification and measurement of human potential. The aim of the study is to outline causal and determinant relationship (the relation and the level of dependence) in the spatial differentiation of human resources in Europe and approaches to their interpretation. The main purpose of this paper is to analyze the link between human potential and quality or inequality of life and its effect on population from a demographic viewpoint. Methods of correlation and regression analyses were applied. A wide range of the most important and most often used human potential assessment indicators based on a basic systemic classification of human potential will also be presented. Although the first glance the quality of human resources situation in Europe might seem relatively compact, deeper analysis showed that there are quite significant regional differences. Our results show that set of specific condition a constant or moderately growing human capital may aggravate the consequences of population ageing rather than alleviate them. The important results of this study include recognition of the existence of several easily manageable methods and ways of measuring demographic and/or socio-economic solutions to the challenges posed by quality of human resources in Europe.

scholarly journals Selecting optimum railway track using GIS techniques

2018 ◽  
Vol 162 ◽  
pp. 03018 ◽  
Author(s):  
Amjed Al-Hameedawi ◽  
Mohammed Salih ◽  
Haidar Mohammed ◽  
Maher Hassan
Keyword(s):  
Decision Making ◽  
Spatial Data ◽  
Site Selection ◽  
Spatial Model ◽  
Selection Criteria ◽  
Railway Track ◽  
Know How ◽  
Suitable Location ◽  
Selection Of

This paper mainly aims at analysing and selecting the best railway route within the Karbala City. The significance of having suitable locations for railway route is recognized as a crucial element in the pursuit to improve the quality of public transport in general. This paper uses technique based on bridging the gap between all the criteria to determine suitable location for the railway. It was also intended to organize non-spatial data for describing the process. The site selection of railway is the process of finding locations that meet the desired conditions set by the selection criteria. For this issue a professional know-how to deal with data depending on multi criteria is necessary to achieve of the task of decision making. Due to the tangle of the issue, a special effort must be done, to have a good usefulness of site selection. The results of spatial model in this paper shows the best railway track is (Karbala-ALhindya).

scholarly journals Development of a Competency Model for Selection of Human Resources in the Mining and Quarrying Sector in Bulgaria

2019 ◽  
Vol 105 ◽  
pp. 04029
Author(s):  
Milena Tepavicharova ◽  
Lyudmila Dikova ◽  
Vitolds Zahars
Keyword(s):  
Human Resources ◽  
Resource Selection ◽  
Mining Industry ◽  
Competency Model ◽  
Extractive Industries ◽  
The Common ◽  
Personal Skills ◽  
Personal Orientation ◽  
Selection Of

The sophistication of technology, the globalization and the prolongation of active work age in recent decades require continuous adaptation of the workers’ personal skills and professional abilities. This is associated with a number of changes and challenges in the professional development. At present, in the mining industry organizations, the issue of lifelong careers is becoming more and more relevant, requiring a broad set of skills and knowledge. They provide the opportunity for a person to successfully find work, adapt and develop at their workplace, to cope with the professional tasks and to feel satisfaction and receive adequate remuneration for their work. Building a competency model for human resource selection requires targeted actions to improve certain skills and abilities. They represent the common language used by employers and employees, showing the quality of the individual’s social and personal orientation in the organizations. The purpose of this article is to identify the set of competencies and on this basis to create a competent model for the management of the human resources selection in the extractive industries in Bulgaria.

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