scholarly journals Recruitment and selection process of higher education sector and its impact on organizational outcomes

2016 ◽  
Vol 5 (4) ◽  
pp. 79
Author(s):  
Ayesha Yaseen
Keyword(s):  
Higher Education ◽  
Effective Teachers ◽  
Selection Process ◽  
Secondary Data ◽  
Organizational Outcomes ◽  
Education Sector ◽  
Political Factors ◽  
Selection Processes ◽  
Recruitment And Selection ◽  
University Lecturers

This research examines the recruitment and selection practices followed in Higher Education Institutions (HEIs). Today education is the corner stone of societal reforms in Pakistan and effective teachers are the backbone of educational reforms. HEIs need significant developmental measures and this paper will provide recommendations to improve the recruitment and selection process promoting the competent and talented teachers so that higher education sector can play its part in economic growth. The research methodology applied is exploratory. This research based on primary as well as secondary data collected from newly hired university lecturers, Managerial staff, internet and online journals and research papers. Data analysis has been done with the help of SPSS software. Research concluded that recruitment and selection process of HEIs adopt systematic system but there is a room for improvement. At times this process is influenced by political factors. This research will help in promoting active constructive researches on education sector as well as the fair and corruption less recruitment and selection processes of HEIs. 

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 The selection process of teacher candidate in Austria and Turkey

2015 ◽  
Vol 5 (1) ◽  
pp. 113-132
Author(s):  
Mehmet Canbulat ◽  
Ayşe Nur Kutluca Canbulat
Keyword(s):  
Higher Education ◽  
Teacher Candidates ◽  
Selection Process ◽  
Personal Characteristics ◽  
Teaching Profession ◽  
Upper Austria ◽  
Selection Processes ◽  
The Individual ◽  
Placement Center ◽  
Do So

The aim of this study is to analyze the selection process of teacher candidates in Turkey and Austria education systems. In the study, the Upper Austria Higher Education documents on the selection processes were examined and the teacher candidates' selection processes were observed. For the Turkish side, the higher education selection handbooks by Student Selection and Placement Center (OSYM) were examined and 96 teacher candidates were interviewed. According to the findings, in Austria's teacher education system, the students should volunteer to be a teacher and also must fulfill compliance of the profession. In Turkey, on the other hand, the teacher candidates were selected according to the central examination results conducted by ÖSYM. While scores are taken into account in the areas such as mathematics, social sciences, science, geometry, etc., the evaluation related to the individual reasons for seeking this profession, individuals' eligibility of the teaching profession and personal characteristics are not considered in this selection process. The interview results revealed that while some of the candidates were willing to become a teacher, others reported obligation to do so and some stated that they accidently selected to be a teacher.

Marketization and Educational Institutions

2020 ◽  
Author(s):  
Pedro Nuno Teixeira
Keyword(s):  
Higher Education ◽  
Education Sector ◽  
Social Effects ◽  
Educational Institutions ◽  
Market Forces ◽  
Educational Organizations ◽  
Political Factors ◽  
Economic Organizations ◽  
Competitive Forces ◽  
The Way

The way education is perceived socially and politically has changed significantly over the last half century. The growing pervasiveness of economic analysis in education has contributed significantly, among other societal and political factors, to a reformulation in the way educational organizations are conceived, particularly due to the economic and social effects of their activity. One of the major dimensions of that change has been the strengthening of a discourse that emphasized the advantages of market and competitive forces over public regulation and of privatization and quasi-private rationales over public ones. Despite significant social and political resistances, the education sector has been experiencing a growing influence of market and competitive forces, and this is particularly visible in the higher education sector. Hence, several policy developments have led to the strengthening of market forces and competition in higher education. This encompasses changes in the contextual conditions through which market forces have been strengthened and the subsequent impact of marketization, competition, and privatization policies at the institutional level. However, this faces resistance, not least due to the peculiarities of educational sectors and institutions, that begs reflection about the potential and limitations of approaching education institutions as economic organizations.

scholarly journals Graduate Unemployment in Ethiopia: the ‘Red Flag’ and Its Implications

2019 ◽  
Vol 5 (1) ◽  
Author(s):  
Nigusse Weldemariam Reda ◽  
Mulugeta Tsegai Gebre-Eyesus
Keyword(s):  
Higher Education ◽  
Education Reform ◽  
Secondary Data ◽  
Higher Education Reform ◽  
Education Sector ◽  
Market Demand ◽  
The Past ◽  
Red Flag ◽  
Graduate Unemployment ◽  
Central Statistics

The Ethiopian higher education sector has experienced a remarkable expansion in the past two decades. However, the accompanying trend of growing graduate unemployment appears to have been overlooked. This article examines graduate unemployment in Ethiopia using secondary data extracted from surveys conducted by the country’s Central Statistics Agency. While these statistics indicate that overall unemployment has decreased in Ethiopia, the percentage of graduate unemployment relative to total unemployment has increased. Moreover, unemployment among female graduates as compared to unemployed females is rising. It is thus timely for Ethiopia to undertake higher education reform aimed at aligning the expansion of the sector with market demand. Le secteur de l’enseignement supérieur en Ethiopie connaît un développement remarquable depuis deux décennies. Cela va cependant de pair avec un phénomène croissant de chômage chez les étudiants diplômés qui semble avoir été largement négligé. Cet article étudie le chômage chez les étudiants diplômés en Ethiopie, à partir de données secondaires qui proviennent d’enquêtes réalisées par l’Agence Centrale de Statistique (Central Statistics Agency) d’Ethiopie. Ces statistiques indiquent que, bien que le taux de chômage en Ethiopie ait baissé de façon globale, le pourcentage d’étudiants diplômés au chômage par rapport au nombre total de chômeurs a augmenté. De plus, le chômage chez les femmes diplômées connaît une augmentation par rapport au chômage chez les femmes de façon générale.

scholarly journals The role of interviewers in job effective recruitment and selection processes

2015 ◽  
Vol 4 (1) ◽  
pp. 224-229
Author(s):  
Kola Odeku
Keyword(s):  
Selection Process ◽  
Selection Processes ◽  
Unethical Practices ◽  
Mind Set ◽  
Recruitment And Selection

Interview processes are dynamic and sometimes very sensitive and as such, they need to be managed effectively and efficiently by evaluating applicants equally without showing favour or prejudice prior, during and until all processes have been completed. A lot of interview processes for purposes of appointment selections have been tainted with unethical practices where the panellists, who took part in the processes, displayed various forms of partisanship, prejudices and so on. Sometimes, a selector may have premeditated negative mind set towards an applicant which may be evidenced during the interview. This may impact on the reasoning and judgements of the selector and the panellists, thus influencing the decisions of the selector. A brilliant and well performed applicant may be found unqualified Ineffective selection and recruitment processes are increasingly affecting employers by denting their cooperate image and sometimes being subjected to vicious legal battles in courts. This article examines the problems associated with prejudices and unethical practices during selection processes particularly by the recruiters and selectors. It points out that panellists must be properly scrutinised before they are appointed to be part of any selection process and that they should disclose any interest, prejudices, bias and so on that could affect the outcome of the process. It is argued that any member of the panel who is found to have compromised his or her position in any selection processes should be punitively sanctioned.

PENGARUH REKRUTMEN DAN SELEKSI TERHADAP KINERJA KARYAWAN PADA PD. SINARMAS PEMATANGSIANTAR

2020 ◽  
Vol 2 (1) ◽  
pp. 65-84
Author(s):  
Syafrizal Al-Fatih ◽  
Pinondang Nainggolan ◽  
Resna Napitu
Keyword(s):  
Selection Process ◽  
Employee Performance ◽  
Hypothesis Test ◽  
Secondary Data ◽  
T Test ◽  
Data Sources ◽  
Primary Data ◽  
Performance Variables ◽  
Selection Variable ◽  
Recruitment And Selection

ABSTRAK  PENGARUH REKRUTMEN DAN SELEKSI TERHADAP KINERJA KARYAWAN PADA PD. SINARMAS PEMATANGSIANTAR  Tujuan dari penelitian ini adalah untuk mengetahui seberapa besar pengaruh proses rekrutmen dan seleksi terhadap kinerja pegawai pada PD. Sinarmas Pematangsiantar. Data yang digunakan dalam penelitian ini adalah data primer dan data sekunder. Data primer adalah data yang diolah dari hasil pengisian kuesioner yang telah diedarkan ke seluruh karyawan, dalam hal ini pimpinan cabang pada PD. Sinarmas Pematangsiantar dan staf perusahaan yang berjumlah 32 orang mulai dari administrasi, marketing dan kolektor yang sesuai dengan kebutuhan dalam penelitian ini. Sedangkan data sekunder diperoleh dari sumber data yang diperoleh dengan cara membaca, mempelajari dan memahami melalui media lain yang bersumber dari literatur dan buku-buku. Hasil penelitian ini menunjukkan bahwa rekrutmen dan seleksi dalam uji hipotesis secara parsial (uji t) bahwa variabel rekrutmen (X1) berpengaruh signifikan terhadap kinerja karyawan (Y) dimana thitung > ttabel dan signifikan 0,001 < 0,05, begitu juga dengan variabel seleksi (X2) berpengaruh signifikan terhadap kinerja karyawan (Y) dimana thitung > ttabel dan signifikan 0,025 < 0,05. Selanjutnya dengan uji bersama (uji F) bahwa secara bersama variabel rekrutmen (X1) dan seleksi (X2) berpengaruh signifikan terhadap kinerja karyawan (Y) dengan Fhitung > Ftabel atau signifikan 0,000 < 0,05. Dalam uji determinasi (R2) menyatakan bahwa variabel rekrutmen dan seleksi mempengaruhi variabel kinerja karyawan sebesar 71,4%. Kata Kunci: Rekrutmen, Seleksi, Kinerja Karyawan.   ABSTRACT  EFFECT OF RECRUITMENT AND SELECTION ON EMPLOYEE PERFORMANCE IN PD. SINARMAS PEMATANGSIANTAR  The purpose of this study was to determine how much influence the recruitment and selection process on employee performance in PD. Sinarmas Pematangsiantar. The data used in this study are primary data and secondary data. Primary data is data that is processed from the results of filling out a questionnaire that has been circulated to all employees, in this case the branch leadership at PD. Sinarmas Pematangsiantar and company staff totaling 32 people ranging from administration, marketing and collectors according to the needs in this study. While secondary data obtained from data sources obtained by reading, studying and understanding through other media sourced from literature and books. The results of this study indicate that recruitment and selection in the partial hypothesis test (t test) that the recruitment variable (X1) has a significant effect on employee performance (Y) where tcount > ttable and significant 0.001 < 0.05, as well as the selection variable (X2 ) significantly influence employee performance (Y) where tcount > ttable and significant 0.025 < 0.05. Furthermore, with the joint test (F test) that the recruitment variable (X1) and selection (X2) together had a significant effect on employee performance (Y) with Fcount> Ftable or significant 0,000 < 0.05. In the determination test (R2) states that the recruitment and selection variables affect employee performance variables by 71.4%. Keywords: Recruitment, Selection, Employee Performance.

scholarly journals PERANAN EMOTIONAL INTELLIGENCE DAN SELF EFFICACY TERHADAP HARDINESS PADA PESERTA ORIENTASI PERSIAPAN KERJA

2019 ◽  
Vol 3 (2) ◽  
pp. 465
Author(s):  
Sufarita Sufarita ◽  
Riana Sahrani ◽  
Rahmah Hastuti
Keyword(s):  
Emotional Intelligence ◽  
Self Efficacy ◽  
Quantitative Method ◽  
Selection Process ◽  
Stressful Situation ◽  
Process Sequence ◽  
Employment Preparation ◽  
Selection Processes ◽  
Regular Selection ◽  
Recruitment And Selection

Pada umumnya untuk memperoleh pekerjaan individu melalui rangkaian proses rekrutmen dan seleksi. Salah satu bagian dari rangkaian proses tersebut di Perusahaan X dilakukan orientasi persiapan kerja (OPK). Tahapan OPK ini dapat menjadi situasi yang penuh tekanan bagi para peserta. Untuk dapat berhasil menghadapi tekanan tersebut, individu harus memiliki hardiness yang tinggi. Dua hal yang dapat mempengaruhi hardiness individu adalah emotional intelligence dan self-efficacy. Penelitian ini bertujuan untuk mengetahui peranan emotional intelligence dan self-efficacy terhadap hardiness pada peserta OPK. Partisipan penelitian merupakan peserta OPK dengan karakteristik mengikuti proses seleksi reguler sebanyak 368 partisipan. Penelitian ini menggunakan metode kuantitatif dengan multiregression analysis. Hasil analisis data menunjukkan bahwa emotional intelligence dan self-efficacy secara bersama-sama berperan terhadap hardiness sebesar 25,9% serta secara terpisah emotional intelligence berperan terhadap hardiness sebesar 22,2% dan self-efficacy berperan terhadap hardiness sebesar 21,8%. Berdasarkan penelitian ini disimpulkan bahwa emotional intelligence dan self-efficacy memiliki peranan terhadap hardiness pada peserta OPK. As part of job hiring, individuals must complete a series of recruitment and selection processes. One part of the process sequence is an employment preparation program (EPP). This stage of EPP can be a stressful situation for the participants. To be able to successfully deal with these pressures, individuals must have high hardiness. Two things that could affect individual hardiness are emotional intelligence and self-efficacy. This study aims to determine the contribution of emotional intelligence and self-efficacy on the hardiness of Participants of EPP. The research participants were participants in the EPP who are recruited by the regular selection process instead of a pro hire program or master’s scholarship. This study uses a quantitative method with multi-regression analysis. The results of data analysis showed that emotional intelligence and self-efficacy had a role on hardiness, (22,2% and 21,8%) respectively.  It could be seen that emotional intelligence had a greater role on hardiness than self-efficacy of hardiness. Based on this study it was concluded that if emotional intelligence and self-efficacy of participants of EPP has a role on their hardiness.

scholarly journals Improving Diversity in Pediatric Residency Selection: Using an Equity Framework to Implement Holistic Review

2021 ◽  
Vol 13 (2) ◽  
pp. 195-200
Author(s):  
Jyothi Marbin ◽  
Glenn Rosenbluth ◽  
Rachel Brim ◽  
Edward Cruz ◽  
Alma Martinez ◽  
...  
Keyword(s):  
San Francisco ◽  
Selection Process ◽  
Mitigation Strategies ◽  
Effective Strategies ◽  
Pediatric Residency ◽  
Selection Processes ◽  
Holistic Review ◽  
Residency Selection ◽  
Recruitment And Selection ◽  
Residency Application

ABSTRACT Background Many programs struggle to recruit, select, and match a diverse class of residents, and the most effective strategies for holistic review of applications to enhance diversity are not clear. Objective We determined if holistic pediatric residency application review guided by frameworks that assess for bias along structural, interpersonal, and individual levels would increase the number of matched residents from racial and ethnic groups that are underrepresented in medicine (UiM). Methods Between 2017 and 2020, University of California San Francisco Pediatrics Department identified structural, interpersonal, and individual biases in existing selection processes and developed mitigation strategies in each area. Interventions included creating a shared mental model of desirable qualities in residents, employing a new scoring rubric, intentional inclusion of UiM faculty and trainees in the selection process, and requiring anti-bias training for everyone involved with recruitment and selection. Results Since implementing these changes, the percentage of entering interns who self-identify as UIM increased from 11% in 2015 to 45% (OR 6.8, P = .008) in 2019 and to 35% (OR 4.6, P = .035) in 2020. Conclusions Using an equity framework to guide implementation of a pediatric residency program's holistic review of applications increased the numbers of matched UiM residents over a 3-year period.

scholarly journals ANALISIS PELAKSANAAN REKRUTMEN DAN SELEKSI CALON KARYAWAN BARU DI RSIA KENDANGSARI MERR SURABAYA

2019 ◽  
Vol 3 (2) ◽  
pp. 107-119
Author(s):  
Anis Fitri Aulia
Keyword(s):  
Career Development ◽  
Qualitative Data ◽  
Selection Process ◽  
Employee Performance ◽  
Secondary Data ◽  
Primary Data ◽  
Recruitment Method ◽  
Recruitment Methods ◽  
Recruitment And Selection ◽  
Selection Of

Recruitment and selection are the most important part in the formation of quality human resources. The effectiveness of recruitment and selection will determine the success of employee performance in the future. The aim of this study was to learn the implementation of recruitment and selection of prospective employees at RSIA Kendangsari Merr Surabaya. The method of this study is observational by using qualitative data in the form of primary data and secondary data. The results of this study found that the recruitment method in RSIA Kendangsari Merr consists of promotion, rotation, job posting, advertising, websites, employee recommendations, labor department, labor placement agencies, and job training programs. While the selection process in RSIA Kendangsari Merr consists of administrative selection, written tests, interview tests, psychological tests, credentials, health checks, and work agreements for a 3-month trial period. The conclusion of this study that all recruitment methods in RSIA Kendangsari Merr Surabaya are in accordance with the internal and external methods of recruitment methods, and the selection process is in accordance with the rules of the selection stages. Recommendation for RSIA Kendangsari Merr is to provide additional recruitment method, it is job bidding. Job bidding can be applied at RSIA Kendangsari Merr Surabaya by offering job positions to employees who are competent with career development to meet certain specifications required. Besides being beneficial for motivation and career development of HR, it also minimizes the costs of recruitment and selection sourced from external organizations.

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