scholarly journals Internship: A Realistic Job Preview and Selection Mechanism

2019 ◽  
Vol 8 (10) ◽  
pp. 2595-2602
Keyword(s):  
Information Quality ◽  
Selection Process ◽  
Practical Implication ◽  
Reference Points ◽  
Realistic Job Preview ◽  
General Management ◽  
Discursive Analysis ◽  
Transfer Of Skills ◽  
High Quality Information ◽  
Recruitment And Selection

This paper aims to put forward the benefits and utility of internship programmes for organisations, employers and interning students. It suggests conceptualising internship as a realistic job preview experience for interns. It questions if “being in the situation” gives a new set of relevant reference points for future pragmatic decisions to an intern and the organisation in assessing work environment and benefits attached for self-development. It also underlines the importance of increasing the information quality in an internship programme to improve recruitment image of an organisation and create employability of an intern in the industry, which are mainly affected by the dynamic concepts of economies and employment. Approach: The paper adopts a discursive analysis to present the importance of increasing the information quality in internship programmes and increasing its contribution to recruitment and selection process and employability of individuals. Findings: Information quality in a general management sense emerges as the key to provide deeper meaning and contributes value to the processes created for transfer of skills and knowledge, and add value to the recruitment exercise, especially in nonlinear economies. Practical Implication: High-quality information programmes contribute to employability, career development for the intern and recruitment brand image for the host in the digital age. Originality: The relationship between internship, realistic job preview experience and information quality is one which bear the same cohesive structural functionality and are based on the utility for the emerging demands of the market.

scholarly journals Effects of the Realistic Job Previews on Employees Job Satisfaction and Met Expectations

2016 ◽  
Vol 11 (4) ◽  
pp. 219
Author(s):  
Sarwat Bashir ◽  
Nadeem Ahmed Bashir
Keyword(s):  
Job Satisfaction ◽  
Selection Process ◽  
Realistic Job Preview ◽  
Employee Job Satisfaction ◽  
Realistic Job Previews ◽  
Job Previews ◽  
Recruitment And Selection ◽  
Realistic Information ◽  
Met Expectations

Realistic job preview (RJP) is the presentation of information both positive and negative given to the prospective employee about the job and the organization. The information provided is aimed to give the realistic image of the organization. The role of the information flow is to arrive at a stage where the expectations of the employee and the applicant match. It is being argued that employees who are given RJP’s during the recruitment and selection process have higher job satisfaction. Thus, the aim of this study is to identify the relationships between realistic job previews and employee job satisfaction in the organizations. Job satisfaction has been conceptualized with the expectations of an employee. The survey was conducted by using closed-end structured questionnaires from the employees working in telecommunication and banking sectors in Pakistan. A total of 224 questionnaires were received. Correlation and ANOVA were used to determine the relationship between the variables. The outcome indicates that there is a significant positive relationship between the realistic information provided to the employees at the time of recruitment and job satisfaction.

DESIGN COMPUTER-BASED APPLICATION FOR RECRUITMENT AND SELECTION EMPLOYEE AT PT. INDONUSA TELEMEDIA

CCIT Journal ◽  
2011 ◽  
Vol 4 (2) ◽  
pp. 185-196
Author(s):  
Tri Pujadi
Keyword(s):  
Selection Process ◽  
Computer Based ◽  
Recruitment And Selection

This report contains about one of the applications that used by PT. Indonusa Telemedia. The function of this application to facilitate the recruitment and selection process of the company employee’s candidate. The process becomes more efficient because the application can organize the employee candidate data, interview status (proceed, hire, keep, and reject), and his comments based on the interview. The benefit for the company that uses this application is that they can increase their level of efficiency, such as in time and man labor. The level of efficiency can be increase because this application can sort the employee’s candidate data as the request of the department that request addition of employee and centralizing information in one application database.

Contemporary Employee Recruitment Practices and Areas of Future Research in Indian Railways

Think India ◽  
2019 ◽  
Vol 22 (2) ◽  
pp. 745-763
Author(s):  
Akhila Rao ◽  
Shailashri V. T ◽  
Molly Sanjay Chaudhuri ◽  
Kondru Sudheer Kumar
Keyword(s):  
Selection Process ◽  
Secondary Data ◽  
Manpower Planning ◽  
Future Research ◽  
Technological Advancement ◽  
Employee Recruitment ◽  
Recruitment Practices ◽  
Modern Business ◽  
The Government ◽  
Recruitment And Selection

The modern business milieu is highly competitive due to vast technological advancement which makes employees a vital source of competitive advantage. Precisely, the recruitment process has become a key determinant of an organization’s success and a logistic capital resource to the human resource; thus, the process should be entirely modern. A conventional recruitment and selection process comprises of job analysis, manpower planning, and recruitment and selection. The current study seeks to explore employee recruitment practices and proposes areas of future research in Indian Railways using secondary data. It also gives recommendations on how to improve the recruitment practices in the government-owned Indian Railways. The trends investigated in the study include the applicant tracking software (ATS), use of video resumes, Chatbots, the utilization of social networks, and increased focus on passive candidates.

scholarly journals Professional and Social Adjustment of Women Employees in Higher Education Institutions: A Regional Perspective

2021 ◽  
Vol 2 (1) ◽  
pp. 343-351
Author(s):  
Iram Parveen ◽  
Muhammad Uzair-ul-Hassan ◽  
Humaira Zainib
Keyword(s):  
Higher Education ◽  
Social Adjustment ◽  
Selection Process ◽  
Higher Education Institutions ◽  
Vital Role ◽  
Working Environment ◽  
Women Employees ◽  
Recruitment And Selection ◽  
Promotion Process ◽  
Effect Of Age

To safeguard the rights of women for professional and social adjustment in a society, higher education institutions can play a vital role. This study was designed to find the factors that affect the professional and social adjustment of women employees concerning gender discriminating culture in higher education institutions. Women employees from 4 universities were conveniently taken as a sample of the study. The sample size was (n=160). Inferential statistics; t-test and one-way ANOVA were used. The study concluded that women employees were satisfied with: recruitment and selection process; assignment of wages; workload; leaves rules; promotion process; dealing of head and professional development practices, while, they were not satisfied with: duty hours; career development; decision-making process, existing co-working environment and social adjustment. No effect of age, qualification, designation except experience on professional as well as on social adjustment was significantly observed.

scholarly journals ACADEMIC STAFF SELECTION IN THE SULTANATE OF OMAN – THE CASE OF COLLEGES OF TECHNOLOGY

2020 ◽  
Vol 5 (11) ◽  
pp. 128-145
Author(s):  
Khamis Said Nasser Al Muniri
Keyword(s):  
Selection Process ◽  
Academic Staff ◽  
Inductive Reasoning ◽  
Structured Interviews ◽  
Government Officials ◽  
Main Method ◽  
Colleges Of Technology ◽  
College Of Technology ◽  
Research Findings ◽  
Recruitment And Selection

This paper looks at the academic staff selection practices at the Colleges of Technology in Oman. An inductive reasoning or bottom up approach was used in this research project. The main method of data collection used was semi-structured interviews conducted with selected government officials whose position and experience would enable them to provide useful data on the issues being explore. Some of the main findings of the research was that the interviewers predominantly conducted unstructured interviews and the interviewers had not received any training on how to conduct interviews and carryout the selection process. In addition, the interviewers did not have any standard selection criteria when recruiting academic staff to the college of technology. The research findings will help administrators in Oman to improve the recruitment and selection process of academic Staff.

scholarly journals Accelerating Transformation Program in Indonesian Regional Development Banks: The Importance of High-Quality Information

2018 ◽  
Vol 1 (1) ◽  
pp. 1-25
Author(s):  
Sylvia Fettry ◽  
Hamfri Djajadikerta ◽  
Gery Raphael Lusanjaya
Keyword(s):  
Regional Development ◽  
Financial Reporting ◽  
Information Quality ◽  
Regional Economics ◽  
Data Availability ◽  
Quality Information ◽  
High Quality ◽  
Managerial Implication ◽  
Theoretical Contribution ◽  
High Quality Information

Objective – The role of Indonesia Regional Development Bank (RDB) as an agent of development in each specific operational area is expected to give a significant contribution to regional economics. The Transformation Program in Indonesian RDB started since 2015 is created to optimize the RDB’s role. This study is aimed to gain some description about the level of information quality in Indonesian RDB, to obtain real situation on the implementation of Transformation Program in Indonesian RDB, and to test whether the high-quality information will accelerate the implementation of Transformation Program in Indonesian RDB.Design/methodology – The study was conducted using data from the annual report of Indonesian RDBs and additional in-depth interview with RDB practitioners. The technique of purposive sampling is used in this study with the data availability criteria. The statistic analysis uses multiple regression with t-test and F-test to test the influence of information quality and some control variables on the implementation of Transformation Program in Indonesian RDB. Results – The Indonesian RDBs’ quality of information still cannot be perceived at a high level. The implementation of Transformation Program in Indonesian RDBs has already run in the first phase of foundation building with various obstacles. The high-quality information produced by financial reporting of RDB is proven can accelerate the implementation of Transformation Program in Indonesian RDBs. Research limitations/implications – The theoretical contribution of this study is giving empirical evidence that the information quality accelerates the implementation of Transformation Program in Indonesian RDB. The managerial  implication is that Indonesian RDBs must improve their financial reporting system and create some innovations for the successful Transformation Program. The main limitation of this research is the limited scope of study. It is recommended to make further relevant research on the same issue in a wider context to get more enriched findings.Novelty/Originality – The area of implementation of Transformation Program in Indonesian RDBs has been insufficiently examined currently. Thus, this study contributes to this area by examining whether high-quality information produced by financial reporting will accelerate the implementation of Transformation Program in Indonesian RDB.Keywords Information Quality, Financial Reporting, Banking Transformation.

scholarly journals THE INFLUENCE OF RECRUITMENT AND SELECTION PROCESS ON TECHNICAL EMPLOYEE PERFORMANCE IN PT. TELKOM AKSES NORTH SURABAYA

2020 ◽  
Vol 4 (1) ◽  
pp. 84-93
Author(s):  
Agustiawan Djoko Baruno ◽  
Leny Novita Permatasari
Keyword(s):  
Selection Process ◽  
Employee Performance ◽  
Selection Effect ◽  
Analytical Techniques ◽  
Partial Least Square ◽  
Least Square ◽  
Primary Data ◽  
P Values ◽  
Recruitment And Selection ◽  
Selection Of

This research  aims to  analyze the influence of the process of recruitment and  selection simultaneously as well as partially against employee performance support. In this study using a type of associative methods and quantitative data primary data sources by using the instrument of the questionnaire. The population in this research is the employee technician  PT. Telkom Akses Surabaya Utara as many as 56 respondents.Sampling technique used was saturated samples or often called as well with a sample of the total. Analytical techniques used in this research is the Partial Least Square (PLS) includes test convergen validity, discriminan validity, composite realibility, cronch alpha, R- square, simulan test (test F) and partial test (test T). The results of the analysis explains that the process of recruitment and selection effect simultaneously against the performance of the employee, this is indicated by the value of the count of 40.991 F is greater than F table 4.02 and significance value (S ig) 0.000 smaller than 0.05 and the process of recruitment of influential partially against the performance of the employee, this is shown by the value T calculate of 3.024 is greater than 1.96 table T and value its significance (P values) 0.003 smaller than 0.05. As well as a selection of influential partially against the performance of the employee, this is shown by the value T calculate of 2.856 is greater than 1.96 table T and value its significance (P values) 0.004 smaller than 0.05

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 Recruitment and Selection Process Towards Victory Software Solutions, Chennai

2019 ◽  
Vol 8 (2S8) ◽  
pp. 576-580
Keyword(s):  
Selection Process ◽  
Choice Procedure ◽  
Determination Process ◽  
Recruitment And Selection

The requirement for the venture is to decide the present and future necessities of the association staff arranging and occupation investigation exercises, to comprehend the enlistment and choice procedure in association and to examination of the time the board in the enrollment procedure. This investigation settles on choice in choosing the correct contender for the correct activity, this examination encourages the association to recognize the region of issue and propose approaches to improve the enrollment and determination process

Implementation and normalization process of asynchronous video interviewing practices in the hospitality industry

2018 ◽  
Vol 30 (2) ◽  
pp. 685-701 ◽  
Author(s):  
Cynthia Mejia ◽  
Edwin N. Torres
Keyword(s):  
Hospitality Industry ◽  
Selection Process ◽  
New Technology ◽  
Implementation Process ◽  
Structured Interviews ◽  
Research Attention ◽  
Content Type ◽  
Recruitment And Selection ◽  
The Impact ◽  
Normalization Process

Purpose Asynchronous video interviews (AVIs) enable recruiters and job candidates to conduct and review employment interviews at different points in time, promising improved cost and time efficiencies for all users. This research aims to investigate the implementation and normalization process of AVI in the hospitality industry with the unified theory of acceptance and use of technology (UTAUT) and the normalization process theory (NPT) providing theoretical support. Design/methodology/approach Semi-structured interviews have been conducted with hiring managers from three different hospitality companies, which were in different stages of the implementation process. The data have been recorded, transcribed and coded according to the UTAUT and NPT constructs, revealing emergent themes. Findings Five overarching themes emerged: AVI effort and efficiency expectation; augmentation to the interview process; challenges for the applicant; challenges for the recruiter; and issues with applicant interviewing aesthetics. Additional coding and analysis with NPT identified the following in terms of evaluation of the implementation process: participants’ implementation activities showed a tendency to emanate from cognitive participation (relationship work), leading to coherence (sense-making work), followed by collective action (enactment of work/operational work) and finally reflexive monitoring (appraisal work). Practical implications Findings from this research include recommendations for the best practices integrating AVI into the hospitality employee selection process. Originality/value Given the increased demands on the recruitment and selection of talent in the hospitality industry, several organizations have turned to mechanized HR software platforms. The impact of interview modalities and particularly AVI has received limited research attention, thus this study expanded this new stream of literature. Furthermore, this research is among a nascent stream using NPT to evaluate the implementation and normalization of this new technology.

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