scholarly journals The Potential of the ePortfolio as a Recruitment Tool: From the Perspective of HR Directors

2020 ◽  
Vol 14 (03) ◽  
pp. 95
Author(s):  
Monika Ciesielkiewicz ◽  
Claire Bonilla ◽  
Carlos Olave López de Ayala
Keyword(s):  
Human Resources ◽  
Job Search ◽  
Selection Process ◽  
Business Sector ◽  
Academic World ◽  
Search Tool ◽  
Research Findings ◽  
The Difference ◽  
Recruitment And Selection ◽  
Recruitment Tool

<p class="0abstract">In this paper, the authors explore the potential of the electronic portfolio (ePortfolio) as a recruitment tool, in particular whether Human Resources directors would be willing to use it during the recruitment and selection process. The ePortfolio presents, documents, reflects on, and fosters students’ skills, credentials, certificates and diverse formal and informal experiences in a structured and well-organized manner. Because the ePortfolio is, by nature, flexible and adaptable, an ePortfolio developed with the help of professors over the course of a students' studies can easily be incorporated into professional networking platforms as a job search tool and showcase the skills required for a successful applicant. It is often said that the difference between what is taught in the academic world and the practical skills that are required by the business sector make it difficult for students to access the labor market. The ePortfolio may help to reconcile both worlds. In order to examine whether Human Resources directors are willing to use an ePortfolio as a recruitment tool, a survey was carried out among fifty-two Human Resources directors. The research findings reveal that an educational ePortfolio can count on significant approval in the business sector. This research study is relevant as it provides valuable information on this topic and it is the only one to date, conducted among HR directors in the context of Spanish-speaking countries.</p>

Education for employability: the ePortfolio from school principals’ perspective

2019 ◽  
Vol 27 (1) ◽  
pp. 46-56 ◽  
Author(s):  
Monika Ciesielkiewicz
Keyword(s):  
Human Resources ◽  
Job Search ◽  
Design Methodology ◽  
School Principals ◽  
Educational Institutions ◽  
Content Type ◽  
Higher Education System ◽  
Approval Rating ◽  
Search Tool ◽  
Research Findings

Purpose The purpose of this paper is to explore the question of whether the school principals would use an educational ePortfolio for recruiting purposes. Design/methodology/approach To examine whether the school principals are willing to use the educational ePortfolio for recruiting purposes, a survey was carried out among 35 school principals. The final version of the survey was audited by a panel of four experts on education and instructional technology, and a board member of the Spanish Association of Human Resources Directors (AEDRH) to ensure the clarity, relevance and validity of the items in the survey. Findings The information collected from this study provides a better understanding of the perception and approval rating of ePortfolios as a job search tool in the education sector. The research findings reveal that an educational ePortfolio can count with a significant approval among school principals in the Spanish context. The insight gained from this study might encourage leaders of educational institutions to adapt ePortfolios and foster their implementation into curriculum as a part of the higher education system. Originality/value This study is relevant and contributes to advancing knowledge in the field as it is the only research on this topic, up to now, conducted in the context of Spanish-speaking countries.

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.

Investigating Barriers That May Influence the Implementation and Use of E-HRM Tools in the Organization

2021 ◽  
pp. 350-370
Author(s):  
Hamid Agahi ◽  
Sarist Gulthawatvichai
Keyword(s):  
Human Resource ◽  
Selection Process ◽  
Business Sector ◽  
Human Resource Managers ◽  
Structured Interviews ◽  
Resource Managers ◽  
Recruitment And Selection ◽  
Study Participants ◽  
Selection Of

Human resource managers (HRMs) can use electronic-human resource management (E-HRMs) tools to improve human resources practices, including recruitment and selection of employees. Grounded in the theoretical framework of a unified theory of acceptance (UTAUT), this present qualitative case study investigated the potential barriers that influence the implementation and use of E-HRMs in Thailand's business sector. Human resource professionals from the business sector, including hotels in Thailand, were the study participants. Semi-structured interviews with open-ended questions were used as data collection instruments. Qualitative data collected was analyzed using thematic content analysis. The challenges impact the recruitment and selection process by making the employment process complex and poor selection of employees. HRMs should support E-HRMs as the advanced technologies to improve recruitment and selection of competent employees. In conclusion, E-HRMs are effective information systems that support electronic recruitment and selection of qualified employees.

scholarly journals Challenges and priorities in talent management during the global pandemic caused by COVID-19

2021 ◽  
Vol 5 (2) ◽  
pp. 94-103
Author(s):  
Luba Tomcikova ◽  
Nella Svetozarovova ◽  
Jana Coculova
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Slovak Republic ◽  
Selection Process ◽  
Talent Management ◽  
The Past ◽  
Significant Relationships ◽  
Global Pandemic ◽  
Human Resources Managers ◽  
Recruitment And Selection

The paper deals with the talent management issue as one of the effective human resource management practices during the global pandemic caused by COVID-19 and points to the main challenges and priorities in the research area. Talent management has undergone a dynamic development in recent years. It has recently become a frequently discussed concept among business and academics alike and one of the priorities of the modern management of all companies. The paper also presents the results of research carried out on a sample of 137 human resources managers. Respondents who participated in the questionnaire survey are human resources managers in companies operating in the Slovak Republic at national and international markets. Data were collected using the online questionnaire. For the research, two research hypotheses were established. The hypotheses aimed to determine whether there are statistically significant relationships between the scale of talent recruitment and selection process over the past year; the change in the management and organizational style of the company during the COVID-19 pandemic; the existence of the statistically significant relationship between the budget allocated to talent management and headhunting practices over the last year. The hypotheses were verified using correlation analysis and the methods of inductive statistics. Testing the statistically significant relationships verified hypothesis H1. It confirmed the existence of statistically significant relationships between the scale of the talent recruitment and selection process over the past year and the change in management and organization of the company during the COVID-19 pandemic. The hypothesis H2 was rejected. It stated the absence of statistically significant relationships between the budget for talent management in the organization during the COVID-19 pandemic and the competition for qualified talent for the last year. The questionnaire survey results pointed how human resources managers in companies operating in the Slovak Republic perceive the situation associated with the current COVID-19 pandemic. The findings identified the pandemic impact on talent management and how human resources managers see human resource management's future and priorities.

scholarly journals ROTATIVIDADE: PERCEPÇÃO DOS COLABORADORES SOBRE AS CAUSAS DE DEMISSÃO VOLUNTÁRIA

2018 ◽  
Vol 7 (2) ◽  
pp. 110
Author(s):  
Keila Araújo de Lima ◽  
Gabrielle Silva Araújo ◽  
Antônio Roberto Xavier ◽  
Vitória Maria Serafim da Silva
Keyword(s):  
Content Analysis ◽  
Human Resources ◽  
Organizational Climate ◽  
Selection Process ◽  
Training And Development ◽  
Qualitative Approach ◽  
Analysis Technique ◽  
Recursos Humanos ◽  
Recruitment And Selection ◽  
The City

O desligamento de colaboradores pode gerar um alto custo com variáveis que poderiam ser evitadas, como: gasto com admissões e demissões, processo seletivo, contratação, treinamento e pagamento de encargos (BORGES E RAMOS, 2007). Além disso, a empresa pode sofrer por falta de mão-de-obra, não alcançar as metas de produção e gerar excesso de serviço para os demais funcionários. A partir dessa conjuntura se reconhece a importância de reter talentos para ser mais competitivo e evitar prejuízos. Em face ao exposto, se questiona: Qual a percepção dos colaboradores sobre as causas que os levaram à demissão voluntária na cidade de Sobral - Ceará? Para a resolução desta questão, tem-se como objetivo geral: analisar a percepção dos colaboradores sobre as causas que implicam na demissão voluntária em Sobral-Ceará. A pesquisa possui natureza descritiva, de abordagem qualitativa. Para coleta de dados, realizou-se entrevista aberta semiestruturada. Participaram da entrevista quatro ex-colaboradores de empresas sobralenses, denominados: E1 (ex-supervisor de manutenção), E2 (ex-analista de RH), E3 (ex-assistente de RH) e E4 (ex-analista de RH). Para o tratamento usou-se a técnica de análise de conteúdo, considerando as categorias: Recrutamento e Seleção, Treinamento e Desenvolvimento, Gestão Inapropriada de Recursos Humanos, Clima Organizacional e Concorrência. O estudo mostrou-se importante para entender os motivos que refletem no desligamento voluntário, como também, em quais pontos as empresas sobralenses devem rever seu desempenho. ROTATIVITY: COLLABORATORS 'PERCEPTION OF THE CAUSES OF VOLUNTARY RESIGNATION ABSTRACT The dismissal of employees can generate a high cost with variables that could be avoided, such as: expenses with admissions and dismissals, selection process, contracting, training and payment of charges (BORGES AND RAMOS, 2007). In addition, the company may suffer from lack of labor, fail to meet production targets and generate excess service for other employees. From this juncture it is recognized the importance of retaining talent to be more competitive and avoid losses. In view of the above, it is questioned: What is the perception of employees about the causes that led them to voluntary dismissal in the city of Sobral - Ceará? To solve this question, the general objective is to analyze the employees' perception of the causes that imply voluntary dismissal in Sobral-Ceará. The research is descriptive in nature, with a qualitative approach. For data collection, a semi-structured open interview was conducted. Four ex-employees from Sobral companies, E1 (former maintenance supervisor), E2 (former HR analyst), E3 (former HR assistant) and E4 (former HR analyst) participated in the interview. For the treatment, the content analysis technique was used, considering the categories: Recruitment and Selection, Training and Development, Inappropriate Management of Human Resources, Organizational Climate and Competition. The study was important to understand the reasons that reflect on voluntary disengagement, but also, at what points should Sobral companies review their performance.

scholarly journals PROFILING THE TEXAS A&M HORTICULTURE JOB OPPORTUNITIES NEWSLETTER: CONTENT, READERSHIP, AND PERCEIVED VALUE

HortScience ◽  
1996 ◽  
Vol 31 (5) ◽  
pp. 754c-754
Author(s):  
Michael A. Arnold ◽  
Christine D. Townsend
Keyword(s):  
Job Search ◽  
Work Experience ◽  
Perceived Value ◽  
Original Position ◽  
Advanced Degree ◽  
Private Industry ◽  
Grade Point ◽  
Job Opportunities ◽  
Search Tool ◽  
Recruitment Tool

A sample of individual and institutional recipients of a monthly horticultural job opportunities newsletter and firms/organizations listing positions in the newsletter were surveyed to determine the perceived value of the newsletter as a job search tool and recruitment tool, respectively. Survey information was also used to develop a profile of the individuals and organizations using the newsletter. Original position descriptions on which the briefer newsletter listings were based were used to develop a profile of the industry segment, degree/experience requirements, geographic location, and starting salaries/benefits of positions listed between Jan. 1993 and Dec. 1994. While the newsletter generated contact between prospective employees and employers, only 20% of the prospective employees received job offers by responding to newsletter listings. Individual recipients valued the newsletter as a job search tool more than institutional recipients, or private industry as a recruitment tool. Starting salaries of listed positions were comparable to those previously reported in industry and academic surveys. Foreign language skills and previous work experience were more frequently requested than above minimum grade point averages or completion of government/industry certification programs. Landscape-related disciplines constituted the majority of BS/BA positions listed, where advanced degree positions were more evenly distributed over horticulture-related disciplines.

scholarly journals The Opportunity Presented by Technological Innovation to Attract Valuable Human Resources

2019 ◽  
Vol 11 (20) ◽  
pp. 5785 ◽  
Author(s):  
José-Luis Rodríguez-Sánchez ◽  
Antonio Montero-Navarro ◽  
Rocío Gallego-Losada
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Technological Innovation ◽  
New Technologies ◽  
Selection Process ◽  
Geographical Location ◽  
Sustainable Competitive Advantage ◽  
Hr Management ◽  
Recruitment And Selection

Technological innovation fostered by the use of the Internet and social networks in the business context requires the modification of the human resources (HR) management process to use the opportunities to obtain a sustainable competitive advantage. This paper analyzes the opportunities provided by technological innovation, which allows for the development of a new e-recruitment and selection process to access and attract valuable HR regardless of their geographical location. Adapting the traditional selection process, companies can incorporate new 2.0 selection techniques that generate an extraordinary improvement opportunity in human resource management. Given the need for members of the human resources department to master new technologies in order to maximize the benefits of e-recruitment and selection, the aim of this work is to carry out a case study in a leading company in the mechanical engineering sector. To this end, we will start by reviewing the literature. Then, the work offers a model of HR management considering the influence of technological innovation on the attraction of valuable human resources, integrating the previous theoretical contributions of experts in the field. Based on the observation of the case study, the results show the main factors, human resource practices, and management results and behaviors undertaken by a multinational company. The case study allows researchers to learn from professionals and business leaders and presents a roadmap that can be used to manage e-recruitment and selection.

scholarly journals Case Study of Recruitment and Selection of Employees in the Family Businesses of Tasikmalaya

2018 ◽  
Vol 1 (2) ◽  
pp. 139
Author(s):  
Dedi Rianto Rahadi ◽  
Pandu Cakranegara ◽  
Genoveva Claudia
Keyword(s):  
Human Resources ◽  
Performance Appraisal ◽  
Selection Process ◽  
Resource Planning ◽  
The Family ◽  
Medium Enterprise ◽  
Negative Impacts ◽  
Recruitment And Selection ◽  
High Level ◽  
Relationship Factors

<p>Human resource planning within a company includes policies such as recruitment and selection, compensation, performance appraisal, career development, and training and development. Recruitment and selection process becomes the main factor to do professional human resources. The purpose of this research is to know how the concept of recruitment and selection model on family business in small and medium enterprise sector. The object of research is small and medium business in Tasikmalaya city in handicraft sector. The research method used qualitative and data collection through triangulation method where researchers examine the interrelated phenomena from different perspectives. The results showed that family emotional relationship factors often affect the recruitment and selection process of employees. Moreover, Incompetent recruitment and selection models will threaten the performance and even the existence of the company. The poor management of human resources in the family company will have negative impacts such as the outbreak of conflict, the unfavourable working situation, the development of various intrigues, and the high level of employee turnover will ultimately impact on the performance of the company.</p>

scholarly journals Proses dan Hasil Rekrutmen Sumber Daya Manusia pada BumDes Rancabango Garut

2021 ◽  
Vol 2 (2) ◽  
pp. 117-127
Author(s):  
Nunik Lestari ◽  
Santy Setiawan ◽  
Yuliana Gunawan ◽  
Tan Kwang En ◽  
Se Tin ◽  
...  
Keyword(s):  
Human Resources ◽  
Selection Process ◽  
Recruitment Process ◽  
Management And Development ◽  
Recruitment And Selection ◽  
Management Staff

Abstrak Krisis sumber daya manusia menjadi salah satu penyebab utama pembangunan desa kurang berkembang terutama dalam pengelolaan dan pengembangan BUMDes. Banyak usaha yang dikelola BUMDes tidak berjalan atau bahkan terhenti dikarenakan permasalahan pengurus BUMDes. Oleh karena itu, diperlukan proses rekrumen dan seleksi sumber daya manusia secara profesional agar memperoleh SDM yang berkualitas untuk mengelola BUMDes. Proses rekrutmen dilakukan secara internal sehingga menghasilkan dua belas calon pengurus BUMDes untuk diseleksi lebih lanjut melalui tes dan wawancara. Hasil rekrumen menetapkan tiga orang pelamar sebagai ketua, sekretaris dan bendahara BUMDes, serta tujuh orang pelamar menjadi anggota BUMDEs, sedangkan dua pelamar tidak masuk kedalam kepengurusan BUMDes. Kata Kunci: proses, hasil, rekrutmen, SDM, dan BUMDes, Rancabango.   Abstract Human resources crisis is one of the main cause of underdeveloped villages in Indonesia, especially in BUMDes' management and development. Many businesses managed by BUMDes are not running well or even go bankrupt due to BUMDes' management staff problems. Therefore, it needs a professional human resources recruitment and selection process in order to obtain quality human resources to manage BUMDes. The recruitment process is carried out internally to bring forth twelve BUMDes management candidates for further selection process through tests and interviews. The result of the recruitment assigned three applicants as a chairman, secretary and treasurer of BUMDes, seven applicants appointed as BUMDEs' members, while two other applicants were not accepted into BUMDes’ structure. Keywords: process, result, recruitment, human resources, BUMDes Rancabango.

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.

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