scholarly journals Employee Branding and Talent Acquisition- an Imperative Need

2019 ◽  
Vol 8 (12S2) ◽  
pp. 410-414
Keyword(s):  
Business Enterprise ◽  
Important Stage ◽  
To Come ◽  
Talent Acquisition ◽  
And Task

within the triumphing enterprise age, affiliations want to rehash and to rethink themselves at an important stage and to come to be agiler. advancement of HR the officers proposes a circulate from massive mindset on place of business closer to duty, gaining knowledge of and improvement of marketers and task for capability. The belief driving this examination is to study the affiliation between the worker Branding and expertise Acquisition. The expressive research configuration is used for the present paintings. An top notch inspecting has been used to deliver collectively the facts. The individuals inside the review are 180 HR directors of picked IT groups in Bangalore. The device used for statistics aggregation is a self-specific,self-figured and organized poll. After the assessment, it very well can be presumed that worker Branding decidedly impacts talent Acquisition. The examination famous that in an open ability economic machine, business enterprise emblem is noteworthy in deciding on and maintenance, and protection of excessive functionality experts and should be revolved around gaining knowledge of and administration development, adaptability, prizes and competency systems. A part of the inspiration reliant on the exam is also shown in this paper.

Developing a hard skin

2019 ◽  
Vol 27 (6) ◽  
pp. 16-18
Keyword(s):  
Case Studies ◽  
Design Methodology ◽  
Reading Time ◽  
Cutting Edge ◽  
Content Type ◽  
Important Stage ◽  
Pertinent Information ◽  
Soccer Team ◽  
To Come ◽  
Practical Implications

Purpose of this paper This paper aims to review the latest management developments across the globe and pinpoints practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings An English soccer team manager – known for his colorful language and slightly off-kilter views – once described his team as having great “bouncebackability”. He was describing how, at an important stage of the season, they were able to come back from a defeat to win games. This word is now included in several dictionaries, but at the time it was a completely new word. It was effective because it was instantly understandable and therefore had meaning, even though nobody had heard it before. Practical implications Provides strategic insights and practical thinking that have influenced some of the world’s leading organizations. What is original/value of paper? The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Adoption of artificial intelligence (AI) for talent acquisition in IT/ITeS organizations

2020 ◽  
Vol 27 (9) ◽  
pp. 2599-2629
Author(s):  
Rajasshrie Pillai ◽  
Brijesh Sivathanu
Keyword(s):  
Technology Adoption ◽  
Human Resource ◽  
Relative Advantage ◽  
Human Resource Managers ◽  
Content Type ◽  
Actual Usage ◽  
Resource Managers ◽  
Task Technology Fit ◽  
Talent Acquisition ◽  
And Task

PurposeHuman resource managers are adopting AI technology for conducting various tasks of human resource management, starting from manpower planning till employee exit. AI technology is prominently used for talent acquisition in organizations. This research investigates the adoption of AI technology for talent acquisition.Design/methodology/approachThis study employs Technology-Organization-Environment (TOE) and Task-Technology-Fit (TTF) framework and proposes a model to explore the adoption of AI technology for talent acquisition. The survey was conducted among the 562 human resource managers and talent acquisition managers with a structured questionnaire. The analysis of data was completed using PLS-SEM.FindingsThis research reveals that cost-effectiveness, relative advantage, top management support, HR readiness, competitive pressure and support from AI vendors positively affect AI technology adoption for talent acquisition. Security and privacy issues negatively influence the adoption of AI technology. It is found that task and technology characteristics influence the task technology fit of AI technology for talent acquisition. Adoption and task technology fit of AI technology influence the actual usage of AI technology for talent acquisition. It is revealed that stickiness to traditional talent acquisition methods negatively moderates the association between adoption and actual usage of AI technology for talent acquisition. The proposed model was empirically validated and revealed the predictors of adoption and actual usage of AI technology for talent acquisition.Practical implicationsThis paper provides the predictors of the adoption of AI technology for talent acquisition, which is emerging extensively in the human resource domain. It provides vital insights to the human resource managers to benchmark AI technology required for talent acquisition. Marketers can develop their marketing plan considering the factors of adoption. It would help designers to understand the factors of adoption and design the AI technology algorithms and applications for talent acquisition. It contributes to advance the literature of technology adoption by interweaving it with the human resource domain literature on talent acquisition.Originality/valueThis research uniquely validates the model for the adoption of AI technology for talent acquisition using the TOE and TTF framework. It reveals the factors influencing the adoption and actual usage of AI technology for talent acquisition.

scholarly journals HR Challenges in Big Data

2016 ◽  
Vol 15 (2) ◽  
pp. 49-55
Author(s):  
Pala SuriyaKala ◽  
Ravi Aditya
Keyword(s):  
Big Data ◽  
Driving Force ◽  
Data Analytics ◽  
Performance Metrics ◽  
Data Sets ◽  
Human Capital Management ◽  
The World ◽  
To Come ◽  
And Performance ◽  
Talent Acquisition

Human resources is traditionally an area subject to measured changes but with Big data, data analytics, Human capital Management, Talent acquisition and performance metrics as new trends, there is bound to be a sea change in this function. This paper is conceptual and tries to introspect and outline the challenges that HRM faces in Big Data. Big Data is as one knows the world of enormous generation which is revolutionizing the world with data sets at exabytes. This has been the driving force behind how governments, companies and functions will come to perform in the decades to come. The immense amount of information if properly utilized can lead to efficiency in various fields like never before. But to do this the cloud of suspicion, fear and uncertainty regarding the use of Big Data has to be removed from those who can use it to the benefit of their respective areas of application.HR traditionally has never been very data centric in the analysis of its decisions unlike marketing, finance, etc.

scholarly journals Knowledge and Science in Muslim Theology: Exploratory Study from the Books of Tafsir

IIUC Studies ◽  
2015 ◽  
Vol 9 ◽  
pp. 137-160
Author(s):  
Sohirin Mohammad Solihin
Keyword(s):  
Exploratory Study ◽  
Science And Religion ◽  
Islamic Perspective ◽  
The Status ◽  
To Come ◽  
Qur'anic Exegesis ◽  
And Task ◽  
Divine Guidance

The paper attempts to reveal the relation between science and religion from Islamic perspective by referring to the views of contemporary Qur'anic exegesis. In addition, it also highlights the sources of sciences based on the divine concept. Moreover, it discusses the status and task of Muslim scientists in developing the civilization. The Qur'?n supports the use of intellectualism to come out with the concept of sciences on the basis of divine guidance. There are many directions in the message related to sciences of biology, preservation of ecology, and medicineIIUC Studies Vol.9 December 2012: 137-160

scholarly journals Talent Acquisition and Management in Technology Education

2021 ◽  
pp. 160-165
Author(s):  
Dr Mousumi Bhattacharjee James
Keyword(s):  
Human Resource ◽  
Organizational Management ◽  
Organizational Outcomes ◽  
Constant Change ◽  
Emotional Commitment ◽  
Compensation Packages ◽  
To Come ◽  
The Right ◽  
Talent Acquisition ◽  
Global Platform

At the global platform all organizational establishments, be it the corporate or institutional are experiencing constant change to develop and emerge to be better with each passing fragment of time. The stipulated settings for most organizations presently are globally interconnected, extremely competitive, fast changing and can be anticipated to remain so for a couple of decades to come. This is easier said than done, as Talent acquisition which encompasses the entire process of hiring, sourcing candidates to an ongoing strategy to find specialists, leaders, or future executives for your company, is an extremely tough job. Not only, selecting the best suited recruit as per organizational need, or retaining the talent acquired was imperative, but consistently developing them for their personal and organizational gains could result in extremely well-designed organizational outcomes and even better retention of the skilled human resource. The intense developmental activities carried out at the HRM platform is most commonly responsible for the emotional commitment and multidimensional involvement of the employee in bringing about the positive and consistent growth satisfying the organisational or academic institutional demand, to enable them to survive in the present competitive scenario. Let us not forget that academic institutions also are moving towards corporate like organizational management or else they will not be able to meet survival goals. The ones who are not proactive fail to withstand the storm of competition. To establish such a platform consistent research about, techniques of selection, compensation packages and afterwards retaining and developing the right talent is the toughest challenge faced by any organization. Here in this discussion as we will focus on talent acquisition in technological institutions, we can restrict our expanse and discuss within the limitations of academic technical institutions or the colleges producing engineers of various streams.

Investor-State Dispute Settlement under NAFTA Chapter 11: The Shape of Things to Come?

1998 ◽  
Vol 35 ◽  
pp. 263-290
Author(s):  
J. Anthony VanDuzer
Keyword(s):  
Free Trade Agreement ◽  
Dispute Settlement ◽  
Trade Agreement ◽  
Minimum Standards ◽  
The North ◽  
State Behaviour ◽  
Nafta Chapter 11 ◽  
To Come ◽  
The Right

SummaryRecently, there has been a proliferation of international agreements imposing minimum standards on states in respect of their treatment of foreign investors and allowing investors to initiate dispute settlement proceedings where a state violates these standards. Of greatest significance to Canada is Chapter 11 of the North American Free Trade Agreement, which provides both standards for state behaviour and the right to initiate binding arbitration. Since 1996, four cases have been brought under Chapter 11. This note describes the Chapter 11 process and suggests some of the issues that may arise as it is increasingly resorted to by investors.

Scanning Electron Microscopy-cuticular Lesions on the Roundworm Ascaris Suum

1970 ◽  
Vol 28 ◽  
pp. 114-115
Author(s):  
P. A. Madden ◽  
W. R. Anderson
Keyword(s):  
Electron Microscopy ◽  
Scanning Electron Microscopy ◽  
Freeze Drying ◽  
Room Temperature ◽  
Secondary Electron ◽  
Distilled Water ◽  
Freeze Dried ◽  
Silver Paint ◽  
To Come ◽  
Scanning Electron

The intestinal roundworm of swine is pinkish in color and about the diameter of a lead pencil. Adult worms, taken from parasitized swine, frequently were observed with macroscopic lesions on their cuticule. Those possessing such lesions were rinsed in distilled water, and cylindrical segments of the affected areas were removed. Some of the segments were fixed in buffered formalin before freeze-drying; others were freeze-dried immediately. Initially, specimens were quenched in liquid freon followed by immersion in liquid nitrogen. They were then placed in ampuoles in a freezer at −45C and sublimated by vacuum until dry. After the specimens appeared dry, the freezer was allowed to come to room temperature slowly while the vacuum was maintained. The dried specimens were attached to metal pegs with conductive silver paint and placed in a vacuum evaporator on a rotating tilting stage. They were then coated by evaporating an alloy of 20% palladium and 80% gold to a thickness of approximately 300 A°. The specimens were examined by secondary electron emmission in a scanning electron microscope.

The microstructure change of low-carbon electrical steels by residual aluminum

1989 ◽  
Vol 47 ◽  
pp. 286-287
Author(s):  
C.K. Hou ◽  
C.T. Hu ◽  
Sanboh Lee
Keyword(s):  
Annealing Treatment ◽  
Low Carbon ◽  
Electrical Steels ◽  
Vacuum Degassing ◽  
Spherical Inclusions ◽  
Residual Aluminum ◽  
Average Grain Size ◽  
The Matrix ◽  
Fine Size ◽  
To Come

The fully processed low-carbon electrical steels are generally fabricated through vacuum degassing to reduce the carbon level and to avoid the need for any further decarburization annealing treatment. This investigation was conducted on eighteen heats of such steels with aluminum content ranging from 0.001% to 0.011% which was believed to come from the addition of ferroalloys.The sizes of all the observed grains are less than 24 μm, and gradually decrease as the content of aluminum is increased from 0.001% to 0.007%. For steels with residual aluminum greater than 0. 007%, the average grain size becomes constant and is about 8.8 μm as shown in Fig. 1. When the aluminum is increased, the observed grains are changed from the uniformly coarse and equiaxial shape to the fine size in the region near surfaces and the elongated shape in the central region. SEM and EDAX analysis of large spherical inclusions in the matrix indicate that silicate is the majority compound when the aluminum propotion is less than 0.003%, then the content of aluminum in compound inclusion increases with that in steel.

When Hearing Does Not Mean Understanding: On the Neural Processing of Syntactically Complex Sentences by Listeners With Hearing Loss

2021 ◽  
pp. 1-13
Author(s):  
Margreet Vogelzang ◽  
Christiane M. Thiel ◽  
Stephanie Rosemann ◽  
Jochem W. Rieger ◽  
Esther Ruigendijk
Keyword(s):  
Hearing Loss ◽  
Sentence Processing ◽  
Secondary Task ◽  
Sentence Comprehension ◽  
Inferior Frontal Gyrus ◽  
Normal Hearing ◽  
Cognitive Demands ◽  
Sentence Complexity ◽  
Complex Sentences ◽  
And Task

Purpose Adults with mild-to-moderate age-related hearing loss typically exhibit issues with speech understanding, but their processing of syntactically complex sentences is not well understood. We test the hypothesis that listeners with hearing loss' difficulties with comprehension and processing of syntactically complex sentences are due to the processing of degraded input interfering with the successful processing of complex sentences. Method We performed a neuroimaging study with a sentence comprehension task, varying sentence complexity (through subject–object order and verb–arguments order) and cognitive demands (presence or absence of a secondary task) within subjects. Groups of older subjects with hearing loss ( n = 20) and age-matched normal-hearing controls ( n = 20) were tested. Results The comprehension data show effects of syntactic complexity and hearing ability, with normal-hearing controls outperforming listeners with hearing loss, seemingly more so on syntactically complex sentences. The secondary task did not influence off-line comprehension. The imaging data show effects of group, sentence complexity, and task, with listeners with hearing loss showing decreased activation in typical speech processing areas, such as the inferior frontal gyrus and superior temporal gyrus. No interactions between group, sentence complexity, and task were found in the neuroimaging data. Conclusions The results suggest that listeners with hearing loss process speech differently from their normal-hearing peers, possibly due to the increased demands of processing degraded auditory input. Increased cognitive demands by means of a secondary visual shape processing task influence neural sentence processing, but no evidence was found that it does so in a different way for listeners with hearing loss and normal-hearing listeners.

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