OPPORTUNITIES FOR IMPROVEMENT OF SOCIALISATION AND ON-BOARDING OF NEW EMPLOYEES IN A COMPANY

2018 ◽  
Author(s):  
Solveiga Blumberga
Keyword(s):  
New Employees ◽  
A Company

MOTIVATION FATIGUE AS A THREAT TO INNOVATION: BYPASSING THE PRODUCTIVITY DILEMMA IN R&D BY CYCLIC PRODUCTION

2016 ◽  
Vol 20 (02) ◽  
pp. 1650018
Author(s):  
JAN MATTSSON ◽  
HELGE HELMERSSON ◽  
KATARINA STETLER
Keyword(s):  
Value Creation ◽  
Automotive Industry ◽  
Knowledge Creation ◽  
Product Information ◽  
Work Situation ◽  
New Employees ◽  
Innovation Activities ◽  
Cyclic Production ◽  
A Company ◽  
Productivity Dilemma

What do employees need in order to be innovative? In this paper, we explored how employees with different lengths of tenure within the research and development (R&D) department of a company in the automotive industry answer this question. We found that the needs vary depending on the length of the employee’s tenure. New employees view innovation as an organisational work issue and employees with longer tenure seek the support of management in changing the work situation themselves in a way that will enhance innovation. In contrast, employees who have been with the company over 10 years show signs of resignation and blame management for the problems around innovation that they experience. However, one opinion that all groups of different tenures share is that there is not enough time to engage in innovation activities. To address some of these different needs, we suggest viewing productivity as a cycle of two outcomes: product information and knowledge creation. When one is low, the other peaks, and vice versa. This view of dual value creation in R&D is one way to bypass the productivity dilemma.

scholarly journals Knowledge Management System Pada PT. Central Bearing Sentosa Pekanbaru

2018 ◽  
Vol 4 (1) ◽  
pp. 20
Author(s):  
Risnal Diansyah ◽  
Edo Arribe
Keyword(s):  
Information Technology ◽  
Knowledge Management ◽  
Management System ◽  
High Flow ◽  
Knowledge Management System ◽  
Adaptation Process ◽  
Discussion Forums ◽  
New Employees ◽  
The City ◽  
A Company

Utilization of information technology can answer to the challenge of using knowledge management into the Knowledge Management System (KMS) application. One method that can be used to build KMS is Zack & Meyer Model combined with Nonaka & Takeuchi Model. The stages of the Zack & Meyer model are Acquire, Refine, Store, Distributed, and Present. As for the Nonaka & Takeuchi Model consist of Socialization, Externalization, Combination, and Internalization. PT. Central Bearing Sentosa (CBS) is a company that has many branches and one of them is in the city of Pekanbaru. The high flow of employee going in and out into the company makes PT. CBS requires strategies to help new employees adaptation process. In this case, the steps in the Zack & Meyer model are applied to PT. CBS. The goal is to get the application features relevant to the existing state in PT. CBS. Based on research conducted, the results obtained shows that the KMS built on PT. CBS has a set of features that consist of discussion forums, knowledge sharing, online meetings, messaging, libraries, wikis, and marketing maps

scholarly journals Rancang Bangun Sistem Informasi Recruitment Berbasis Web Bagi Karyawan Baru

2021 ◽  
Vol 7 (2) ◽  
pp. 201-208
Author(s):  
Abdul Hamid Arribathi ◽  
Lisda Anggraeni ◽  
Riska Putri Gestiarie
Keyword(s):  
Programming Language ◽  
Swot Analysis ◽  
New Employees ◽  
Employee Recruitment ◽  
Database Server ◽  
Recruitment System ◽  
A Company ◽  
Server System

n processing employee recruitment data, it still uses a manual system so that the company experiences several problems in searching for applicant files. So we need a system that can handle the recruitment of new employees that can support the performance of a company. In this study, researchers used SWOT analysis, PHP (Hypertext Preprocessor) was used for the programming language, while the software used for the database server system was MySQL, and XAMPP. With this employee recruitment system, it can make it easier for applicants to be able to directly access the application files on the website, as well as make it easier for HRD in the process of selecting new employees.

scholarly journals SISTEM INFORMASI PENERIMAAN PEGAWAI BARU BERBASIS WEBSITE PADA PT. JAMKRIDA KALIMANTAN TENGAH

2020 ◽  
Vol 14 (1) ◽  
pp. 105-111
Author(s):  
Monica Cinthya ◽  
Licantik Licantik ◽  
Ariesta Lestari
Keyword(s):  
Selection Process ◽  
Test System ◽  
Web Based ◽  
New Employees ◽  
Employee Recruitment ◽  
File Storage ◽  
Online Test ◽  
Manual Methods ◽  
Recruitment System ◽  
A Company

The process of employee’s recruitment at PT. Jamkrida still uses the manual  methods in terms of registration, selection and announcement the result. These process is tme consuming and could be very expensive. Therefore a new system is needed to manage the recruitment process of new employees at PT. Jamkrida Kalimantan Tengah. Through this system the registration and selection process can be done well, precisely and quickly. Employee Recruitment System of PT. Jamkrida Kalimantan Tengah can be used as a solution in handling the process of hiring new employees in a company. The testing method performed on this website is a blackbox. From the tests conducted it can be concluded that the existence of a new web-based employee recruitment information system or e-recruitment company, is very helpful in the process of recruiting applicants, such as the committee can process applicant data quickly because applicant data will be accommodated in a database so that applicant data does not accumulate in file storage cabinets, as well as to process and search applicants' data can be done easily, with the online test system it can be easily and quickly to make corrections to answers because it is done by the system.

scholarly journals Voluntary employee attrition. Descriptive and predictive analysis

2019 ◽  
Vol 1 (1) ◽  
pp. 145-161
Author(s):  
Raluca-Dana Căplescu ◽  
Miruna Ilie ◽  
Vasile Alecsandru Strat
Keyword(s):  
Negative Impact ◽  
Cohort Analysis ◽  
Retention Rates ◽  
New Employees ◽  
Advantages And Disadvantages ◽  
Employee Attrition ◽  
Single Method ◽  
Hr Strategy ◽  
A Company ◽  
Timely Delivery

Abstract Voluntary attrition represents the percent of employees voluntarily leaving a company. Counteracting this phenomenon with hiring new employees has a great negative impact on the company for several reasons. Firstly, it hinders timely delivery of current projects and, consequently, damages reputation and diminishes client portfolio. Secondly, it increases costs by generating the need for many recruitment specialists. Thus, adapting the HR strategy is essential, especially as increasingly more Millennials enter the labor market. The present paper aims at presenting options for studying voluntary attrition and the situations when they can be used. We indicate both descriptive methods (turnover and retention rates, cohort analysis), in order to present tools that any HR manager can easily employ, and predictive methods (logistic regression, survival analysis), which are more accurate and provide more actionable insight towards minimizing attrition, but require data and skills. The results are presented comparatively, highlighting the advantages and disadvantages of each category. Most literature focuses on a single method, thus the main contribution of this article is that it compares several methods, allowing for an informed decision of the HR specialist, depending on the company’s resources, personnel qualification and specific context.

scholarly journals Sistem Pendukung Keputusan Seleksi Calon Karyawan Baru PT. Dawam Prima Perkasa Menggunakan Metode Aras Berbasis Web

2020 ◽  
pp. 107
Author(s):  
Saifur Rohman Cholil ◽  
Enggar Satrio Prisiswo
Keyword(s):  
Decision Support ◽  
Decision Support System ◽  
Support System ◽  
Rank Correlation ◽  
Spearman Rank Correlation ◽  
New Employees ◽  
Spearman Rank ◽  
System Method ◽  
Selection Test ◽  
A Company

Employees are one of the supporting factors for a company, because by having qualified employees, according to the qualifications and criteria needed by the company, then the company can develop and move forward in the future. No exception, PT. Dawam Prima Perkasa who is in need of new employees who are suitable to work in the company. However, PT. Dawam Prima Perkasa is faced with a problem where the large number of prospective employees who take the selection test will cause the number of incoming files to be adjusted to the criteria owned by the company and require a lot of time, making it prone to file errors. To minimize the occurrence of errors and the length of time used, a Decision Support System was created to determine the best prospective employees who will work in the company. The Decision Support System Method used is the Additive Ratio Assessment (ARAS). This research has gone through the process of validating the Spearman rank correlation and the value is 0.950. Based on these results, the ARAS method can be used in selecting prospective new employees at PT. Dawam prima Perkasa.

scholarly journals FATORES DE ROTATIVIDADE EM UMA EMPRESA DO SEGMENTO METALOMECÂNICO

2020 ◽  
Vol 9 (2) ◽  
pp. 168-186
Author(s):  
Gabriela Aver ◽  
Daniel Hank Miri ◽  
Cassiane Chais ◽  
Juliana Matte ◽  
Paula Patricia Ganzer ◽  
...  
Keyword(s):  
Rio Grande ◽  
Rio Grande Do Sul ◽  
New Employees ◽  
Healthy Relationships ◽  
Leadership Motivation ◽  
Research Theme ◽  
Recursos Humanos ◽  
Main Determinants ◽  
A Company ◽  
Determining Factor

Com a crise econômica dos últimos anos no país, notaram-se constantes mudanças no mundo do trabalho como o aumento de candidatos em busca de recolocação profissional e a queda de vagas ofertadas pelas empresas. Nesse cenário, o setor de Recursos Humanos exerce um papel fundamental dentro das empresas, pois precisa utilizar técnicas para selecionar candidatos que atendam ao perfil do cargo e a demanda da empresa em que, se inicia o processo de contratação de novos funcionários. Diante disso, este estudo tem como tema de pesquisa a rotatividade em uma empresa do segmento metalomecânico de Caxias do Sul-Rio Grande do Sul com vistas a analisar os principais fatores determinantes da rotatividade. Assim, a pesquisa, realizada por meio de uma survey aplicada a 90 funcionários de uma empresa de grande porte do segmento metalomecânico, demonstrou que os mesmos consideram o ambiente de trabalho o fator determinante para a ocorrência da rotatividade na empresa. Evidenciou-se, ainda, que, a fim de mudar o quadro de insatisfação, a empresa precisa buscar alternativas para a união das equipes de trabalho, conscientizar as pessoas do quão importante é manter relacionamentos saudáveis com os colegas e, criar um senso comum de cooperação, coleguismo e respeito ao próximo. Palavras-chave: Liderança. Motivação. Rotatividade.   Abstract: With the economic crisis of the last few years in the country, constant changes in the world of work have been noticed, such as the increase of candidates in search of professional relocation and the decrease of vacancies offered by companies. In this scenario, the Human Resources sector plays a fundamental role within organizations, as it needs to use techniques to select candidates that meet the profile of the position and the demand of the company in which the process of hiring new employees begins. Therefore, this study has as its research theme the turnover in a company in the metal-mechanic segment of Caxias do Sul-Rio Grande do Sul in order to analyze the main determinants of turnover. Thus, the survey, carried out through a survey applied to 90 employees of a large company in the metal-mechanic segment, showed that they consider the work environment the determining factor for the occurrence of turnover in the company. It was also evident that, in order to change the situation of dissatisfaction, the organization needs to seek alternatives for the union of work teams, make people aware of how important it is to maintain healthy relationships with colleagues and create a common sense of cooperation, collegiality and respect for others. Keywords: Leadership. Motivation. Rotativity.

scholarly journals RANCANG BANGUN SISTEM PENDUKUNG KEPUTUSAN PENERIMAAN KARYAWAN BARU DENGAN MENGGUNAKAN METODE SIMPLE ADDITIVE WEIGHTING (SAW) BERBASIS WEB DI LOSE STORE

2019 ◽  
Vol 2 (2) ◽  
Author(s):  
Hengki Rusdianto
Keyword(s):  
Human Resources ◽  
Selection Process ◽  
Test Results ◽  
Recruitment Process ◽  
Systematic Method ◽  
New Employees ◽  
New Employee ◽  
Speed Up ◽  
Simple Additive Weighting ◽  
A Company

Recruitment is an important thing for the company, in acquiring prospective new employees to occupy a position. Most companies, recruitment process is still not done by a professional. This happens because there is no systematic method to assess the feasibility of prospective new employees. Recruitment decision support system applications are built using the Simple Additive Weighting (SAW) method. This method was chosen because it can determine the weight values for each attribute, and then proceed with the ranking process that will select the best alternative from several alternatives. In this case, the alternative is entitled to be accepted as a new employee in accordance with the criteria specified. Based on test results, a system built to simplify and speed up the selection process for recruitment, and assist Human Resources Department (HRD) managers in decision-making to determine a new employee at a company.

Formation of the company’s image by means of visual communications

2021 ◽  
Vol 5 (3) ◽  
pp. 140-145
Author(s):  
A. S. Gaiduchenko ◽  
Keyword(s):  
Brand Image ◽  
Visual Communications ◽  
New Employees ◽  
A Company ◽  
Over Time

The study examined the relevance of forming a brand image using visual communications. It has been proven over time that, thanks to the brand image, a company can function stably, develop, maintain partnerships and even stay afloat in the event of a crisis. The attractive appearance of the company serves as the basis for attracting new employees and expanding the client base

scholarly journals Importance of Motivation and Work Pay of Young Employees in the Value Creation Chain of a Business Company: Assessment of Changes in and Formation of Expectations

2017 ◽  
Vol 15 (2) ◽  
pp. 211-226
Author(s):  
Laura Pilukienė
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Work Productivity ◽  
Special Focus ◽  
Successful Operation ◽  
New Employees ◽  
Resources Management ◽  
Quality Of Products ◽  
A Company

As business companies compete in the market and seek to acquire a competitive advantage, one of the most important factors is well-motivated employees who are satisfied with their job. The success of companies operating in various sectors is determined by the quality of products, while the quality is ensured by qualified employees having appropriate skills and knowledge, whose work should be appreciated by monetary work pay established based on reasonable and clear criteria as well as other means of motivation. The process of human resources management in a business company places an ever-growing importance on the development of competences of employees, strengthening of cooperation, empowerment of employees as well as their work pay and motivation in order to achieve an employee’s work quality and productivity, satisfaction of customer needs and successful operation of a company. In the process of the company’s human resources management, special focus should be given to the satisfaction of the expectations and needs of new employees (who are usually young and inexperienced) as well as their integration, which ensures the generation of new and creative ideas in the company and, at the same time, high quality of products and work productivity.

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