SELECTION AND ADMISSION RULES FOR SERVICE SECTOR EMPLOYEES

2020 ◽  
Author(s):  
Никита Андреевич Мельников ◽  
Елена Александровна Кирсанова
Keyword(s):  
Service Sector ◽  
New Employees ◽  
Successful Employment ◽  
Selection Of

Одним из основных моментов успешного трудоустройства является понимание внутренних процессов и общепринятых стандартов, на основе которых проис-ходит отбор новых кадров. В статье рассмотрены методы и выявлены основные критерии правил отбора новых сотрудников в странах Европы и в России. One of the main points of successful employment is the understanding of internal processes and generally accepted standards based on which new personnel are selected. The article discusses the methods and reveals the main criteria for the selection of new employees in Europe and Russia.

scholarly journals The Business Service Sector in India, Ireland and Poland. A Comparative Analysis

2019 ◽  
Vol 22 (2) ◽  
pp. 159-172
Author(s):  
Arkadiusz Mroczek
Keyword(s):  
Comparative Analysis ◽  
Service Sector ◽  
Operating Conditions ◽  
Business Service ◽  
Literature Study ◽  
Location Factors ◽  
Current Growth ◽  
Characteristic Features ◽  
Selection Of ◽  
Made In

The fast growth of the service sector is one of the characteristic features of the contemporary economy. Amongst other CEE countries, Poland is one of the emerging locations for this sector. The aim of the paper is to examine and compare the business service sector in India, Ireland and Poland. Both India and Ireland are exceptional locations for this industry, so comparing the state and operating conditions in Poland with those countries can be insightful. A literature study is used to determine the motives of companies undertaking offshore investments, upon which a selection of location factors is made. In the empirical part, those factors are analyzed in a descriptive way. This allows us to draw conclusions concerning this sector in Poland. This country, to some extent, possesses selected positive features of both India and Ireland, which explains the current growth of the sector.

scholarly journals Sistem Pendukung Keputusan Penerimaan Pegawai pada Universitas Ekasakti Menggunakan Metode AHP

2019 ◽  
Vol 8 (1) ◽  
pp. 45-54
Author(s):  
M Ilham A Siregar ◽  
Danyl Mallisza ◽  
Wahyuni Yahyan ◽  
Harry Setya Hadi
Keyword(s):  
Decision Making ◽  
Analytical Hierarchy Process ◽  
Selection Process ◽  
Dynamic Logic ◽  
New Employees ◽  
System Method ◽  
New Employee ◽  
Decision Making System ◽  
Hierarchy Process ◽  
Selection Of

Private companies, government agencies and educational institutions are still experiencing difficulties in selecting employees / employees who are in accordance with their needs and experts in their respective fields. With the increasing number of workers who have different abilities, recruiting new employees requires selection of prospective employees at Ekasakti University, because if this is done manually, it will make it difficult for the staff to receive and also be prone to mistakes in decision making. The decision making system method (Decisions Support System) can be used to help the selection of new employee recipients with the AHP Method. Selection of new employee admissions by the AHP (Analytical Hierarchy Process) method can help solve the case of selecting employee recruitment. The model of applying dynamic logic applied in the AHP (Analytical Hierarchy Process) has the advantage that the selection process provides very flexible results

An examination of ecopreneurs’ incentives through a combination between institutional and resource-based approach

2018 ◽  
Vol 29 (2) ◽  
pp. 195-215 ◽  
Author(s):  
Ioannis E. Nikolaou ◽  
Konstantinos P. Tsagarakis ◽  
Kyriaki Tasopoulou
Keyword(s):  
Environmental Sustainability ◽  
Service Sector ◽  
Research Question ◽  
Critical Role ◽  
Sample Selection ◽  
Future Research ◽  
Key Factors ◽  
Policy Makers ◽  
Content Type ◽  
Selection Of

Purpose The purpose of this paper is to address two research questions: which are the key factors that stimulate entrepreneurs to invest in ecopreneurship, and how ecopreneurhsip contributes to environmental sustainability. Design/methodology/approach To answer these questions, a framework has been developed to identify the incentives that lead entrepreneurs to invest in firms in the ecopreneurship through institutional and resource-based thinking. Findings From a survey of 91 Greek firms from the green service sector, it is shown that some specific institutional and resource-based view factors play a critical role in green entrepreneurs’ decisions, as well as some certain environmental practices that are frequently used by entrepreneurs to address environmental issues. Research limitations/implications First, the answer of the second research question through data collected by a questionnaire survey may be faced with skepticism by some authors, as it could be seen that entrepreneurs and managers of firms could have overstated their company's environmental activities. Second, although the sample selection of 91 firms is a representative sample (response rate 12.35 percent) of the total population of Greek green firms (761) and equal to other relative studies, a higher number of firms and a wider variety of green entrepreneurship ventures is necessary in future research. Practical implications The findings are useful for scholars, practitioners and policy makers since it provide information regarding the behavior of green entrepreneurs. Originality/value The paper analyze the types of green entrepreneurs in relation to the different features and strategies which are emerged from two theories, such as institutional and resource-based theory.

scholarly journals SISTEM PENDUKUNG KEPUTUSAN PENERIMAAN KARYAWAN DENGAN METODE AHP TOPSIS (Studi Kasus: PT. Global Retailindo Pratama)

2019 ◽  
Vol 2 (1) ◽  
pp. 1-9
Author(s):  
Putu Praba Santika ◽  
I Putu Susila Handika
Keyword(s):  
Selection Process ◽  
Topsis Method ◽  
Digital Form ◽  
Ahp Method ◽  
New Employees ◽  
Second Stage ◽  
Time And Energy ◽  
Hierarchy Process ◽  
Decision Support Method ◽  
Selection Of

To get good employees, a good selection process is needed. From the results of the interview, PT. Global Retailindo Pratama uses four criteria for the selection of new employees, education, intelligence, experience, and interviews. All prospective employees must take an exam to measure the criteria of education and intelligence and also have to send a photocopy of proof of their experience. The first stage selection is done to determine the prospective applicants who will take part in the interview. The second stage is conducted to determine the prospective employees who are accepted. The process of assessment and selection is still done by humans, so it takes a lot of time and energy. This problem can be solved by providing an information system for submitting applications and conducting examinations online. All documents are sent in digital form, also automaticlly checking answers from prospective employees. To select prospective employees, a method is needed that can recommend potential prospective employees based on specified criteria. The TOPSIS method is a decision support method that can provide recommendations in accordance with the criteria. The disadvantage of the TOPSIS method is that it requires weighting in the ranking process. The Analytical Hierarchy Process (AHP) method can be used to determine the criteria weight. Combining AHP and TOPSIS methods can produce more objective ranking results. Combining the AHP and TOPSIS methods can produce better recommendations.

scholarly journals The Methodological Recommendations for Improving the Management of Enterprise Competitiveness in the Service Sector

2021 ◽  
Vol 9 (524) ◽  
pp. 243-249
Author(s):  
S. M. Osypenko ◽  
◽  
T. V. Romanchyk ◽  
O. M. Tesnikov ◽  
I. O. Kuruch ◽  
...  
Keyword(s):  
Service Sector ◽  
Practical Implementation ◽  
Economic Management ◽  
Managerial Decisions ◽  
The Difference ◽  
The Competitiveness Of Enterprises ◽  
Analysis Determination ◽  
Selection Of ◽  
Integral Indicator

The relevance of the problem of managing the competitiveness of service sector enterprises in modern conditions of economic management is determined. In a contentual form, the task of managing the competitiveness of enterprises is formulated and a scheme of its implementation is proposed, which includes the following stages: formation of factors that determine competitiveness; substantiation of the competitiveness indicator and its model; computing the competitiveness indicator and its subsequent factor analysis; determination of reserves for growth of the competitiveness index; formation of the task of increasing competitiveness; formation of a list of measures for implementing the task; selection of measures for the implementation; implementation of measures, control and regulation. The procedure for computing the integral indicator of competitiveness, which includes groups of indicators that determine the state of the enterprise and the competitiveness of its products, as well as indicators within each group, is considered. The methodology of economic analysis of the level of competitiveness of the enterprise is proposed, which allows to conduct an overall assessment of its competitive position compared to competitors; determine the influence of factors on the difference in their position from the position of competitors; calculate the reserves of growth of the competitiveness indicator and develop measures for their implementation. In accordance with the competitive strategy of the enterprise and the task of increasing the competitiveness indicator on the basis of the use of the provisions of the theory of economic efficiency, a list of measures is substantiated, the practical implementation of which will allow to perform the task with a minimum amount of resources. Operational control over the implementation of measures and their impact on the competitiveness indicator is envisaged in order to make corrective managerial decisions in a timely manner.

scholarly journals Maturity Assesment: A Case of Micro and Small Service Enterprises

2017 ◽  
Vol 13 (16) ◽  
pp. 49 ◽  
Author(s):  
Blanca, Carballo-Mendivil ◽  
Alejandro, Arellano-Gonzalez ◽  
Nidia Josefina, Ríos-Vazquez
Keyword(s):  
Service Sector ◽  
Business Processes ◽  
Support Systems ◽  
Quantitative Approach ◽  
Information Support ◽  
Level Of Service ◽  
Maturity Level ◽  
The North ◽  
Selection Of ◽  
Purchasing Process

High percentages of Micro and Small-sized enterprises (MSEs) perish in their initials years of business. That is why various efforts have been made to know their operation and improve it. However those proposals of improvement are mostly based in reductionist diagnostics that limit the understanding of their business processes. This paper presents an integral diagnostic of MSEs, specifically in the service sector in the north of Mexico, through which the maturity level of its processes is determined. The design was descriptive exploratory with a quantitative approach. A rubric-type instrument was applied, which was designed to perform an integral diagnosis and measure the maturity level of the processes in 140 companies. The results indicate that the maturity levels of the business processes in the service sector are mostly craft-like. The elements with the lowest maturity levels include service assessment as part of management, the capacity to design new services/processes, evaluation and selection of suppliers, and improvements to the purchasing process that can assure an appropriate level of service. The need to implement improvement projects in areas related to planning, monitoring, control and information support systems were also detected. The main contribution of this work is having defined the service sector of the municipality where the organizations under study are located, which will help entrepreneurs in the sector, to improve their knowledge on the area in which they operate; researchers decide to make more contributions to the sector; and clients obtain information about the business they purchase from.

scholarly journals PRACTICE OF THE PSYCHOLOGIST IN THE RECRUITMENT AND SELECTION OF ORGANIZATIONS

2021 ◽  
pp. 16-17
Author(s):  
Juliana Silva da Costa ◽  
Gisele Almeida de Lima ◽  
Júlio Cesar Pinto de Souza
Keyword(s):  
Quality Of Life ◽  
Well Being ◽  
Qualitative Approach ◽  
Google Scholar ◽  
Organizational Goals ◽  
New Employees ◽  
Recruitment And Selection ◽  
Scientific Platform ◽  
Selection Of

The participation of the organizational psychologist defines the quality and productivity of the organization,becoming an important member of the company's human capital.The objective of this article is to demonstrate the importance of the psychologist in the recruitment and selection of employees of organizations, developing it with a qualitative approach in a bibliographical research. The scientific platform of Google Scholar, Scielo, MedLine and Capes Periodicals was used to survey sources of queries,limiting the search to books,academic papers and scientific articles produced in the last 5 years. The following keywords were also used: psychologist; recruitment and selection; organizations.The results indicate that the organizational psychologist has the important task of guiding their leaders to manage people in line with organizational goals,as much as current employees offer an improvement in the company's quality of life,well-being and the comfort of capital human,but also actively participating in the processes of recruitment and selection of new employees so that they are aligned with the objectives proposed by the organization, always seeking to generate results within the organization and maintain a balanced behavioral environment that is pleasant to all employees.

SMALL BUSINESS WITHOUT UTII: SELECTION OF SPECIAL TAX REGIME FOR INDIVIDUAL ENTREPRENEURS, EMPLOYEES IN THE FIELD OF SERVICES

2020 ◽  
Vol 3 (3) ◽  
pp. 16-22
Author(s):  
Yu. A. TOPCHI ◽  
◽  
D. A. MESHKOVA ◽  
Keyword(s):  
Comparative Analysis ◽  
Small Business ◽  
Russian Federation ◽  
Income Tax ◽  
Optimal Taxation ◽  
Service Sector ◽  
Single Tax ◽  
The Russian Federation ◽  
Taxation System ◽  
Selection Of

The article examines the question of choosing the optimal taxation regime in the service sector in con-nection with the abolition from January 1, 2021 of the Chapter 26.3 of the Tax Code of the Russian Federation governing the system of single tax on imputed income. Based on the example of an individual entrepreneur representing hairdressing and cosmetic services, calculations have been made and a comparative analysis of the fiscal burden that has arisen in the case of applying a simplified taxation system, patent system or the transition to payment of professional income tax has been carried out. Corresponding calculations were per-formed under the conditions of 2020 in force in the Moscow region.

TOPSIS Method on Selection of New Employees’ Acceptance

2020 ◽  
Author(s):  
Diena Rauda Ramdania ◽  
Khaerul Manaf ◽  
Fikri Rahmat Junaedi ◽  
Ah. Fathonih ◽  
Ana Hadiana
Keyword(s):  
Topsis Method ◽  
New Employees ◽  
Selection Of

scholarly journals SELEKSI KARYAWAN PADA POSISI ASSISTANT SUPERINTENDENT

2018 ◽  
Vol 1 (2) ◽  
pp. 72
Author(s):  
Rislisa Rislisa ◽  
Mukhaira El Akmal
Keyword(s):  
Human Resources ◽  
Community Service ◽  
Selection Process ◽  
Group Discussion ◽  
Test Method ◽  
New Employees ◽  
Whole Process ◽  
Assistant Superintendent ◽  
The Right ◽  
Selection Of

All organization or company needs human resources in carrying out every function of activity. The need of human resources is very important because in gaining superior human resources cannot be obtained easily; it takes a way to get the right labor to fill a certain position by selection. It is hoped that by doing this process, we will get reliable human resources, which are needed to meet the needs of the organization in the present and future. Selection activities are conducted in the framework of community service activities. The target of community service is to accompany the company so that prospective new employees who follow the selection process at the psychological test stage can complete all the test stages. The selection of superintendent assistant positions is done by the Psychology Test Method (to reveal aspects of intelligence, work attitude, and personality), Leaderless Group Discussion (LGD), and Psychological Interview. This test was followed by 203 participants. As a result of the whole process, 136 participants were graduated. Key words:selection, employees, assistant superintendent.

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