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 Effectiveness of Online Recruitment Practice: A Statistical Analysis on Selected Organizations of Bangladesh

2021 ◽  
Vol 9 (2) ◽  
pp. 56-64
Author(s):  
Md Safiqul Islam ◽  
Md Isratul Islam Ayan
Keyword(s):  
Statistical Analysis ◽  
Human Resource Management ◽  
Human Resource ◽  
Survey Questionnaire ◽  
Recruitment Process ◽  
Web Based ◽  
Effectiveness And Efficiency ◽  
Online Recruitment ◽  
Recruitment Practice ◽  
The Right

One of the prime functions of Human Resource Management is Recruitment. A recruitment process that enables a business to attract the right people for the right position. In this era of globalisation, businesses are constantly expanding. Online recruitment typically specifies the use of technological knowledge and web-based capital for inviting, screening, cross-examining and choosing the best candidates. Organisations prefer online-recruitment to reach a diverse pool of candidates with less cost and time to reduce workload. According to Khan et al. (2013), online recruitment brings effectiveness and efficiency for employers in finding the right candidates for the right positions. The main objective of the study is to measure the effectiveness of online recruitment in the context of Bangladesh so that many organisations that haven’t adopted online recruitment can be encouraged. A survey questionnaire was designed to measure the effectiveness of online recruitment from a recruiter’s perspective. 

scholarly journals Penilaian Kompetensi Mengaji Calon Guru Melalui Teknik Analisis Matrik USG di SDIT Baitul Izzah Nganjuk

2020 ◽  
Vol 4 (2) ◽  
pp. 73
Author(s):  
Bagus Rachmad Saputra
Keyword(s):  
Qualitative Research ◽  
Human Resources ◽  
Human Resource ◽  
Prospective Teachers ◽  
Field Studies ◽  
Matrix Analysis ◽  
Research Approach ◽  
Problem Analysis ◽  
Recruitment Process ◽  
Analysis Techniques

This study aims to help schools namely SDIT Baitul Izzah (Baiz) Nganjuk Regency to solve human resource problems by using USG matrix analysis techniques. This research uses a qualitative research approach by conducting field studies directly observing the field, interviewing the principal as a resource person, and conducting documentation studies relating to the recruitment process of new teachers. The results of this study found: (1) the problem of human resources in schools about the prospective teachers recruited lacking the ability to study, (2) USG matrix analysis techniques used to analyze human resource problems in schools, (3) suggestions and solutions to schools to solve the problem of human resources about prospective teachers recruited lacking the competence to read through the results of problem analysis using USG matrix techniques.

scholarly journals Peran Manajemen Sumber Daya Insani: Kajian di Baznas Ponorogo

AL- ADALAH ◽  
2018 ◽  
Vol 14 (1) ◽  
pp. 181
Author(s):  
Ani Dwi Saputro ◽  
Adib Khusnul Rois
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Resource Utilization ◽  
Employee Performance ◽  
Spiritual Maturity ◽  
Personal Integrity ◽  
Recruitment Process ◽  
Management Pattern ◽  
Hr Management

This study examines the management pattern and Human Resource utilization in Baznaz Ponorogo. The goal is to find out how far the principles of HR management are implemented in the agency. The result of the study shows that the pattern of management and human resources utilization in Baznas Ponorogo covers all aspects, from the recruitment process, placement, until the evaluation of employee performance. In every stage of the process, Baznas Ponorogo not only relies on the principle of professionalism but also considers personal integrity and spiritual maturity aspects. Such is done based on the consideration that a job, if done professionally and sincerely, will yield ina higher value and quality.

Automation in Recruitment: A New Frontier

2018 ◽  
Vol 8 (2) ◽  
pp. 118-125 ◽  
Author(s):  
Pooja Gupta ◽  
Semila F. Fernandes ◽  
Manish Jain
Keyword(s):  
Artificial Intelligence ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Workforce Planning ◽  
Process Automation ◽  
Recruitment Process ◽  
Innovative Methods ◽  
New Frontier ◽  
Talent Acquisition

The case is about the urge for improving the processes and utilizing technologies available in market for Human Resource Management Services especially in recruitment. The dilemma in the case is whether the company should opt for automation or not. And if the company is adopting automation to support workforce planning and recruitment functions, is the company ready for the same. The HR industry at large is aware of the challenges faced by the recruitment teams in terms of the various hiring functions involving sales engine, sourcing, interviewing, providing offers, post offer follow-ups and finally joining and induction. To address this challenge, the case touches on instituting a culture change by embracing technology into divisions which are not yet open to adopting innovative methods. The company is looking at incorporating Artificial Intelligence in its various processes. It is also looking at Robot Process Automation to perform standard HR functions in the recruitment process. The company must decide whether to implement automation and if it does, how it should be executed. The case also debates on whether technology would increase the effectiveness of talent acquisition function and bring a change in the administrative HR image or would this automation-led hiring take away the control from the company human resources?

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.

Evaluasi Pengembangan Sumber Daya Manusia: Sebuah Review

2017 ◽  
Vol 23 (1) ◽  
pp. 52-63
Author(s):  
Titik Nurbiyati
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Development Program ◽  
Productivity Improvement ◽  
Participant Satisfaction ◽  
Effective Manner ◽  
Human Labor ◽  
Use Of Knowledge

Human resource management (HRM) is a recognition of the importance of human labor as vital resources that contribute to the goals of the organization, and utilization of multiple functions and activities to ensure that they are used effectively and fairly for the benefit of individuals, organizations, and society. Now human resource management has a unique and timely opportunity to improve productivity. Eventhough, productivity improvement does not means only increase the output. In addition, the evaluation of program responsibles and meets the special needs of employees with efficient cost. It is a very effective manner that very important, as organizations are tempted to cut costs and improve quality in their company. Without evaluation, it is very difficult to demonstrate that the development is the reason for the improvement. Human Resources Development can maintain and support productivity, as well as company isolate of lack of expertise of the human resources for the current job and future. The results are used in evaluating development programs include participant satisfaction with the training and development program development, learning knowledge or skills, the use of knowledge and skills on the job, and the results such as sale, productivity, or the prevention of accidents. Evaluation can also compare costs against benefits that receive development (return on investment).

Penyuluhan Manajemen Sumber Daya Manusia untuk Pengembangan Karang Taruna Kampung Serua Poncol, Sawah Baru, Tangerang Selatan

2020 ◽  
Vol 2 (2) ◽  
pp. 123-127
Author(s):  
Jasmani Jasmani ◽  
Noryani Noryani ◽  
Yossy Wahyu Indrawan ◽  
Reni Hindriari ◽  
Lia Asmalah
Keyword(s):  
Higher Education ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Community Service ◽  
Organizational Goals ◽  
Service Activity ◽  
The Village

Tujuan dari kegiatan pengabdian kepada masyarakat ini adalah untuk memenuhi kewajiban dosen untuk melakukan tridharma perguruan tinggi. Untuk itu sudah menjadi kewajiban bagi dosen berbagi pengetahuan dan wawasan melalui penyuluhan pengembangan manajemen sumber daya manusia agar senantiasa berupaya mencapai tujuan organisasi dengan efektif dan efisien. Dan juga bertujuan Karang Taruna Kampung serua poncol dapat menjalankan fungsi dan perannya secara optimal sehingga mendatangkan manfaat bagi Kampung serua poncol. Pengembangan juga dimaksudkan untuk meningkatkan kualitas sumber daya manusia dalam melaksanakan tugasnya sehingga lebih positif dalam berkontribusi tenaga dan pikiran untuk memajukan Kampung serua poncol.Kata Kunci : Manajemen Sumber Daya ManusiaABSTRACTThe purpose of this community service activity is to fulfill the obligations of lecturers to do tridharma of higher education. For that reason, it has become an obligation for lecturers to share their knowledge and insights through counseling the development of human resource management so that they always strive to achieve organizational goals effectively and efficiently. And also aims at Karang Taruna Kampung Serua Poncol can carry out its functions and roles optimally so that it brings benefits to Kampung Seronc Poncol. The development is also intended to improve the quality of human resources in carrying out their duties so that it is more positive in contributing energy and thoughts to advance the village of all poncol.Keywords: Human Resource Management 

MSDM Pondok Pesantren

2019 ◽  
Vol 4 (4) ◽  
pp. 403-422
Author(s):  
Ahmad Saefulloh ◽  
Fisher Zulkarnaen ◽  
Dewi Sadiah
Keyword(s):  
Data Collection ◽  
Human Resources ◽  
Human Resource ◽  
Human Resources Management ◽  
Resources Management ◽  
Know How ◽  
Highly Educated ◽  
The Times ◽  
And Control ◽  
Descriptive Method

ABSTRAK Penelitian ini bertujuan untuk mengetahui bagaimana implementasi manajemen sumber daya manusia pondok pesantren pagelaran II sumedang, dan mengetahui bagaimana hasil kinerja santri di pondok pesantren pagelaran II sumedang.Metode yang digunakan dalam penelitian ini adalah metode deskriptif, pengumpulan data dilakukan dengan menggunakan teknik observasi, studi dokumentasi dan wawancara.Hasil Penelitian ini menemukan bahwa peran manajemen sumber daya manusia dalam mengoptimalkan kinerja santri di pondok pesantren pagelaran II sumedang yang diawali dengan pengolaan dalam bentuk fungsi perencanaan dan operasional yang baru.Terutama pengrekrutan jajaran assatidz yang berdedikasi dan berpendidikan tinggi masuk ke pondok pesantren pagelaran II. Sehingga keberlangsungan pesantren akan berinovasi dan pengendalian selalu sesuai dengan perkembangan zaman. Sehingga dapat disimpulkan bahwa manajemen sumber daya manusia di pondok pesantren pagelaran II sumedang telah dijalankan dengan baik dan menunjukan keberhasilan dalam upaya menyiapkan insan kamil. ABSTRAK It aims to know how to implementation of human resources management hut pesantren by fire ii, and find out How did santri's performance result in the pesantren pagelaran 2 Sumedang. The method used in this study is a descriptive method, data collection is done using observation techniques, a documentary study and debriefing. This study found that human resource management's role in optimizing santri's performance in pondok pesantren pagelaran 2 Sumedang. That begin with processing in the form of new planning and operational functions. Particularly recruits for the dedicated, highly educated assatidz went into the pagelaran 2 Sumedang. So martial arts have continued to innovate and control always conforms to the development of The Times. So it is inadmissible that the human resources management at pesantren pagelaran 2 sumedang has been well run and show that is successful in preparing for the perfect human being.

The Factors Affecting the Business Expectation of Human Resources in Entertain and Event Management

2020 ◽  
Vol 36 (3) ◽  
Author(s):  
Do Huy Thuong ◽  
Nguyen Thi Phuong Hong
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Professional Knowledge ◽  
Event Management ◽  
Factors Affecting ◽  
Research Results ◽  
Fundamental Knowledge

This research analysizes the factors affecting the business expectations of human resources in entertainment and event management. The research results have showed that of the 5 factors affecting the human resource expectations of businesses in entertainment and event management, the factor “professional knowledge” has the biggest impact on the expectations of the businesses. Next to it are “attitude”, “skill” and “ability”. The factor “fundamental knowledge” has the least influence on the expectations of the businesses.

ANALISIS DETERMINASI PENGHAMBAT PELAPORAN AKUNTANSI SUMBER DAYA MANUSIA

2018 ◽  
Vol 3 (2) ◽  
Author(s):  
Amir Hamzah
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Variable Cost ◽  
Significant Positive Effect ◽  
Microfinance Institutions ◽  
Sample Number ◽  
Human Resource Accounting ◽  
Resource Accounting ◽  
Accounting Report ◽  
Positive Effect

This study aims to analyze the determination of inhibiting reporting of human resource accounting at Shariah microfinance institutions in Kuningan Regency, with the sample number of 70 respondents of shariah microfinance institutions.��������� This study used a qualitative descriptive research method and verification with interview or questionnaire technique. Research data were tested using instrument test, classical assumption test, multiple regression test.��������� The results showed partially variable cost of human resources have a significant positive effect on human resources accounting report, variable measurement of human resources value has a significant positive effect on the human resources accounting report and together show that the variable cost of human resources and measurement value human resources to the accounting reports of human resources.�Keywords: Human Resource Cost, Human Resource Measurement Value, Human Resource Accounting Report

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