Human Resource Management in Modern Society

2021 ◽  
Vol 110 ◽  
pp. 25-30
Author(s):  
Petronela Cristina Simion ◽  
Mirona Ana Maria Popescu ◽  
Iustina Cristina Costea-Marcu ◽  
Iuliana Grecu
Keyword(s):  
Human Resources ◽  
Selection Process ◽  
Human Resources Management ◽  
Modern Society ◽  
Machine Learning Algorithms ◽  
Recruitment Process ◽  
Healthy Environment ◽  
Search And Selection ◽  
The Right ◽  
High Level

Recruitment is one of the main pillars for the proper functioning of a healthy environment, which meets its objectives and is a process coordinated by the human resources department, together with the respective managers for each position. The recruitment process consists in promoting vacancies using the most appropriate channels, means and tools to maximize the attraction rate of the most suitable candidates, as addressability and accessibility within the target group of potential applicants to meet almost all the conditions. and the criteria set out in the profile of the ideal candidate. There is an acute need for skills in a labor market that demands competitiveness as soon as possible. The most important thing that managers and leaders do in an organization is to hire the right people for the right job. At present, the recruitment process has become very dynamic and is constantly changing. We are currently facing an impressive increase in the use of technology and automation in almost every aspect of the recruitment industry. Undoubtedly, the automation of the recruitment process and the integration of artificial intelligence and machine learning algorithms in these systems has brought a number of benefits and changed the way candidates are selected. The authors of the article aim to conduct a bibliographic research to illustrate the current state of human resources management and the methods adopted in its optimization. The latest trends in this field are researched and the main challenges that appear are exposed. There are presented the means used to maintain employees within the organizations and increase their productivity. The collected data are interpreted and a model of systematization of the recruitment process is proposed using process modeling, for an easier implementation. In conclusion, it is found that the role of recruiters will change through the adoption on a larger scale of solutions to automate the process of search and selection of candidates. Although the benefits of recruiting automation could outweigh the arguments against it, it is prudent for recruiters to combine technology with the human factor in the selection process of the right candidate. The most important strategic challenge in HR for companies is to maintain a high level of employee involvement, which is difficult to achieve only through technology.

MANAJEMEN REKRUTMEN TENAGA PENDIDIK DI MTs DARUSSALAM MUARA TEMBESI

2021 ◽  
Vol 5 (1) ◽  
pp. 17-22
Author(s):  
Ririn Fadillah ◽  
Mahmud MY ◽  
Riftiyanti Savitri
Keyword(s):  
Data Collection ◽  
Human Resources ◽  
Qualitative Methods ◽  
Recruitment Process ◽  
Job Description ◽  
Academic Fields ◽  
Education Personnel ◽  
The Right ◽  
Job Specification

This research aims to describe the management of recruitment of educators in MTs Darussalam Muara Tembesi. This study uses qualitative methods. Data collection techniques using observations, interviews, and documentation. The results showed that the procurement of well-managed education personnel includes several activities, first, establishing the number of teachers needed. Second, the determination of quality and placement of teachers according to the needs based on job description and job specification. Third, determine the number of teachers received according to the needs of madrasah based on the right man in the right place and the right man in the right job. Fourth, establish teacher welfare and career development so that teachers are always motivated to improve their skills in academic and non-academic fields. A well-managed recruitment process can produce qualified human resources in MTs Darussalam Muara Tembesi.

scholarly journals Green candidate selection for organizational environmental management

2019 ◽  
Vol 41 (7) ◽  
pp. 1081-1096 ◽  
Author(s):  
Peter Adjei-Bamfo ◽  
Bernard Bempong ◽  
Jane Osei ◽  
Simonov Kusi-Sarpong
Keyword(s):  
Environmental Management ◽  
Local Government ◽  
Human Resources ◽  
Developing Economies ◽  
Selection Process ◽  
Human Resources Management ◽  
Evaluation Framework ◽  
Candidate Selection ◽  
Content Type ◽  
Resources Management

Purpose The purpose of this paper is to propose a new typological environmentally sustainable human resources management evaluation framework to aid green candidate selection process for environmental management in developing economy local government agencies. Design/methodology/approach Presenting the narrative of developing economies local government context, this paper conducts an extensive review of relevant literature on green human resources management (GHRM) and green recruitment and selection. Findings Drawing on Siyambalapitiya et al. (2018) and the resource-based theory (RBT), the paper proposes and discusses an evaluation framework for guiding organizations’ green candidate selection process. The framework comprises of seven stages which begins with “training recruiters on green candidate assessment” to “making selection decision and inducting selected candidate” on organization’s environmental management policies and practices, and its green values. Research limitations/implications Application of the proposed framework has implications for enhancing organizations’ efficiency, reducing cost, eliminating environment waste, as well as fostering green culture among employees. This paper also extends the strand of RBT by explaining how organizations could assess and select job applicants with significant intangible capability such as environmental management skills, knowledge and values to foster its competitive urge and sustainability. Originality/value This paper makes two main contribution to the GHRM literature. First, the paper proposes a new typological environmentally sustainable human resources management evaluation framework. Secondly, the paper focuses the framework on developing economies and local government organizations context, something that is currently non-existent.

Pushing the Right Buttons?

2013 ◽  
Vol 4 (3) ◽  
pp. 16-37 ◽  
Author(s):  
Anthony Lewis ◽  
Brychan Thomas ◽  
Gwenllian Marged Sanders
Keyword(s):  
Social Media ◽  
Human Resources ◽  
Human Resources Management ◽  
Secondary Data ◽  
Recruitment Strategy ◽  
Resources Management ◽  
Professional Perspective ◽  
Stakeholder Perspective ◽  
Multi Stakeholder ◽  
The Right

This paper explores effects and issues associated with Social Media and Recruitment and whether it is effective as an innovative e-entrepreneurship method of attracting appropriate employees for enterprises from a multi stakeholder perspective. Human Resources Management professionals have been using different methods of Social Media in their recruitment strategies with varying degrees of success. By examining social media and its effect this can support the development of a more effective Human Resources Recruitment strategy. Additionally increased communication channels might enable the development of a more positive internal enterprise culture. The research was conducted using both primary and secondary data. Professionals, recruiters and employees have been questioned on their views of Social Media from a personal and a professional perspective through a variety of methods including focus groups and questionnaires. This paper provides a framework that can be used by enterprises in order to create their own Social Media recruitment cycle.

Psychometric sifting to efficiently select the right service employees

2014 ◽  
Vol 24 (5) ◽  
pp. 418-433 ◽  
Author(s):  
John E.G. Bateson ◽  
Jochen Wirtz ◽  
Eugene Burke ◽  
Carly Vaughan
Keyword(s):  
Customer Orientation ◽  
Selection Process ◽  
Traditional Approach ◽  
Real Life ◽  
Operational Efficiency ◽  
Service Firms ◽  
Recruitment Process ◽  
Content Type ◽  
Service Employees ◽  
The Right

Purpose – Service employees in subordinate service roles are crucial for operational efficiency and service quality. However, the stressful nature of these roles, inappropriate hire selection, and the proliferation of job boards have created massive recruitment problems for HR departments. The purpose of this paper is to highlights the growing costs of recruiting the right candidates for service roles while offering an alternative approach to recruitment that is more efficient and effective than the traditional approach. Design/methodology/approach – The study offers empirical evidence of five instances in which the use of psychometric sifting procedures reduced recruitment costs, while improving the quality of the resultant hires. Findings – By standing the traditional recruitment process “on its head” and using psychometric tests at the start of the selection process, the recruitment process can be significantly improved. Such tests efficiently weed out unsuitable candidates before they even enter the recruitment process, leaving a smaller, better-qualified pool for possible recruitment. Practical implications – Firms can safely use the psychometric sifts to select applicants according to their operational efficiency, customer orientation, and overall performance. This paper illustrates the use of both traditional questionnaire measures and situational judgment tests to remove unsuitable applicants at the start of the selection process. A real-life case study suggests that such an approach increases the hiring success rate from 6:1 to 2:1. In the opening of a new supermarket by a UK group, this process saved 73,000 hours of managers’ time, representing $1.8 million savings in opening costs. Originality/value – The paper offers a viable cost-saving alternative to a growing problem for HR departments in service firms and provides directions for further research.

Attracting the Right Employees?

2018 ◽  
pp. 194-220
Author(s):  
Anthony Lewis ◽  
Brychan Celfyn Thomas ◽  
Gwenllian Marged Sanders
Keyword(s):  
Social Media ◽  
Human Resources ◽  
Human Resources Management ◽  
Secondary Data ◽  
Recruitment Strategy ◽  
Recruitment Strategies ◽  
Professional Perspective ◽  
Stakeholder Perspective ◽  
Multi Stakeholder ◽  
The Right

This chapter investigates effects and issues associated with social media and recruitment and whether it is effective as an innovative e-entrepreneurship method of attracting the right employees for enterprises from a multi stakeholder perspective. Human resources management professionals have been using different methods of social media in their recruitment strategies with varying degrees of success. By examining social media and its effect, this can support the development of a more effective human resources recruitment strategy. Additionally, increased communication channels might enable the development of a more positive internal enterprise culture. The study was conducted using both primary and secondary data. Professionals, recruiters, and employees have been questioned on their views of Social Media from a personal and a professional perspective through a variety of methods including focus groups and questionnaires. This chapter provides a framework that can be used by enterprises in order to create their own social media recruitment cycle.

Recruitment Trends in the Contemporary Era

2018 ◽  
pp. 24-37
Author(s):  
Anu Chhabra ◽  
Vandana Ahuja
Keyword(s):  
Life Cycle ◽  
Cost Effectiveness ◽  
Human Resources ◽  
Recruitment Process ◽  
Time Duration ◽  
Simple Process ◽  
The Right ◽  
The Cost ◽  
Open Position

Recruitment is the process of identifying and hiring the right talent for a job in an organization, within a timeframe and by incurring the least expenses. The life cycle of the recruitment process starts from identification of an open position which needs to be filled to the candidate joining the organisation formally. On hearing the word recruitment, what flashes in an individual's mind is the process the HR group would follow to choose a candidate, get him interviewed, cross levels, offer, joining formalities completion, and to integrate the new joinee with the organization's philosophy. But, over a period, this process has evolved and it has transformed its existence from a simple process to a much more organized and digitally equipped one. The importance of a recruitment service though has remained the same, that is, the candidate should have the right skills, right knowledge, aptitude, and most importantly, attitude. But what has been the focus of improvement of the Human resources is the time duration and the cost effectiveness.

Education and human resources management in high‐tech organisations in China

2010 ◽  
Vol 2 (2) ◽  
pp. 186-198 ◽  
Author(s):  
Serena Rovai
Keyword(s):  
Human Resources ◽  
Selection Process ◽  
Human Resources Management ◽  
Chinese Higher Education ◽  
High Tech ◽  
Related Factors ◽  
Content Type ◽  
Highly Educated ◽  
Personal Skills ◽  
Foreign Corporations

PurposeAt present, in the increasingly global markets, one of the main challenges to international business is how to effectively manage human resources across cultural boundaries. In particular, high‐tech MNCs demand a specific pool of talented individuals with specific technical expertise and personal skills to be adapted to operate in an international arena. That is especially true in the case of China, which has attracted a significant variety of foreign investments from diverse countries and whose people management policies and managerial staff technical and personal skills are reported in some cases to be at a primary stage. The purpose of this paper is to explore the educational context development in China and its related influence on the recruitment and selection process in Western high‐tech MNCs in the People's Republic of China (PRC).Design/methodology/approachThis is a research paper based on multiple case studies and direct face‐to‐face interviews.FindingsChina needs highly trained and highly educated individuals who can work in a dynamic domestic and global marketplace. Under the centrally planned system, the curricula in different universities are not associated to diversification in response to China changing economic needs and scenario. In most of the Chinese universities, many of the disciplines are very narrowly defined because these institutions are responsible for the job assignment of graduates. Despite the unprecedented growth of Chinese higher education thanks to the recent government reforms, the educational system in China still needs to be further restructured in its curricula to provide a sufficient number of qualified managers but however it will take time.Originality/valueNowadays, China needs highly trained and highly educated talents who can work in a domestic highly globalised marketplace. The underlying study will provide insight into those education related factors and their impact on the labour market in China with a specific focus on the search for appropriate technomanagement talents. The paper also provides insights into those educational factors, which produce satisfactory and less‐satisfactory results in recruitment of local talents in foreign technology companies. It also suggests the need for further research in the talent management area and education in PRC in relation to the current lack of data. Recommendations for the possible integration of appropriate educational projects aiming at developing highly talented individuals into those foreign corporations are provided.

scholarly journals The mediating effect of psychological ownership on human resources management bundle and job satisfaction ownership On Human Resources Management Bundle And Job Satisfaction Ownership

2019 ◽  
Vol 22 (2) ◽  
Author(s):  
Yolanda Masnita
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Human Resources Management ◽  
Mediating Effect ◽  
Psychological Ownership ◽  
Company Performance ◽  
Resources Management ◽  
Bank Employees ◽  
The Right

AMO (ability, motivation, and opportunity) is one of the measurements used in Human Resource Management and for explaining the Innovation of Human Resources Management Bundle (IHRMB) that can affect job satisfaction and welfare. It explained that if a skilled, motivated employees will have the opportunity to contribute by using their knowledge and competencies. They  will feel having a maximum job satisfaction. This study tries to examine the role of psychological ownership for organizations (PO-O) in mediating the effect of IHRMB on the Job Satisfaction of bank employees (bankers) who work in BUKU Banks 1-4 categories. With a purposive sampling of inclusion criteria, a questionnaire was given to 100 bankers, testing the hypothesis with SEM. The results show that IHRMB affects PO-O and Job Satisfaction. The IHRMB is prepared at the end of the year to be able to have the right strategy for employees the following  year, in addition to being a connector between the owner of the company to employees through a collection of innovations summarized in the IHRMB as well as providing opportunities for employees to be able to provide ideas that will support the company's progress. PO-O does not mediate the effect of IHRMB on Job Satisfaction, because IHRMB is a control tool for Management and company owners to review overall company performance.

scholarly journals RECRUITMENT MANAGEMENT FOR MEMBERS OF ARABIC LEARNING IN ARABIC LANGUAGE STUDENT ASSOCIATION

2020 ◽  
Vol 7 (2) ◽  
pp. 219-234
Author(s):  
Muhamad Rizal Falaqi ◽  
Ahmad Fahmi Arif Ahda ◽  
Danial Hilmi
Keyword(s):  
Learning Process ◽  
Selection Process ◽  
Arabic Language ◽  
Qualitative Approach ◽  
Time Constraints ◽  
Recruitment Process ◽  
Recruitment And Selection ◽  
The Right ◽  
Student Association

We steered this research to explore the recruitment and selection management of members based on interests applied by the selection team in the Arabic language student association. This research was a case study with a qualitative approach. The data were collected by interview, documentation, and observation. The results revealed that students who took part in the selection were classified based on their interests or skills through interviews and tests conducted by the selection team. However, the selection team experienced 2 obstacles: 1) time constraints during the selection process, 2) obstacles after the recruitment process. The first obstacle was when some students did not know what interests they have and the second one was when the members lost their motivation and commitment to learn. These obstacles affect other members and the learning process in the Arabic language student association. Therefore, the right recruitment process will attract more members that meet the qualifications and influence the student association. Then, in turn, it will make students more creative, explore themselves, become generation of achievers.

scholarly journals Prospects for the Existence of a Cashless Society and the Role of Cash in the Global Financial System

2019 ◽  
pp. 27-37
Author(s):  
S. Zadvornykh
Keyword(s):  
Financial System ◽  
Modern Society ◽  
Electronic Systems ◽  
Payment Systems ◽  
Electronic Money ◽  
The People ◽  
Cash Payment ◽  
The Government ◽  
The Right ◽  
High Level

Modern society is determined not only with a high level of development, but also a lot of social and economic problems. In the last years more and more popular became the meaning, that a lot of these problems could be solved with the canceling of cash. Experts and usual people are thinking that a new society will be more fair and transparent with less of criminal, drugs, economic fraud, unmotivated preference for individual categories, where everybody is paying less of tax and where is a high level of wealth protection. But in the real situation seems not so optimistic. In Life privacy. Canceling of cash mean total control against all financial operations of each person, their interests and tastes by banks and government. Besides that, using most mobile payment systems need geolocation – as result everybody will be all the time trecked in all senses of this word. In psychological sphere using electronic money will increase money spendings because using cash is combined with the feeling of pain, when people are spending them and e-money are for most of people something not so important, especially for young people (like money in PC game). In social shpere the cashless society will make problems for disabled people, people with mental problems and also can influence dementia by older people. Criminal. even if we will live in the cashless society with the modern trends, the level of financial fraud will reduce maximal on 15%, and P. Schmidt considered, that all the criminals will find another way for their activity. Besides that e-money and society are stimulating the growth of cybercrime and it is always growing and the companies, who had lost against cybercrime had spent more money for investigation of that cases, then they have lost. Unemployment. First of all, the system of cash circulation is huge. A lot of people are creation, designing, proofing, printing, gathering, retailing cash and also working each day in banks, cashier’s offices, shops and so on. Also many companies are producing stuff combined with cash. From wallets to cash machines. All these brunches will not exist anymore and all the people will lose their jobs. Economy. One of the main reasons to cancel cash was that in the cashless society will be impossible to set a negative rate and with the same it will be less of economic crises. But german economists have studied and proofed that it is possible and in this situation it will be more difficult to combat the crisis and cost much more for the government and people because all existing financial instruments that the government can use to fix situation are created only for cash and are working with it. Technical. Electronic systems could be crushed. Besides of that in case of wore or other conflicts people can ruin Internet connection all over the country and inhabitants will lose everything and have no possibility even get home. In general, e-payments are part of our life and they are very comfortable nowadays. But the canceling of cash will make more problems for people and organizations. This means that this could not be the right choice in the nearest future. Keywords financial system; cash; payment systems; cybercrime; banks; sociology; taxes; offshore zones.

Sign in / Sign up

Export Citation Format

Share Document