Recruitment and selection of human resources and organizational creativity in small and medium-sized enterprises

In modern business conditions, human resources have become the most important resource of enterprises, and many authors point out that this is especially true for SMEs, in which, due to their specificity, human resources create a competitive advantage of the company and affect its survival and development. SMEs are faced with a strong, global competition of large enterprises and in order to survive and grow in the market, they must find specific strengths within themselves, develop and use them. Creativity is one of the most powerful tools that enable SMEs competitiveness, survival and development in the market. The basic objective of this research is to determine whether there is a correlation between recruitment and selection of human resources and organizational creativity in SMEs. The survey was conducted in SMEs in the Federation of B&H in 2019. An original questionnaire was created for the research, which collected the opinion of top managers on the recruitment and selection of human resources and organizational creativity in small and medium-sized enterprises. Data have been analysed using IBM SPSS Statistic 25.0. From the statistical procedures, the following were used: Shapiro-Wilk's test, Pearson's coefficient of correlation, Mann-Whitney U test and t-test for independent samples. The results of the survey showed that there is a correlation between the recruitment and selection of human resources and organizational creativity in SMEs and that there are differences in the correlation between the recruitment and selection of human resources and organizational creativity in the enterprises in terms of their size.

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Correlation of Recruitment and Selection of Human Resources and the Performance of Small and Medium Enterprises

Naše gospodarstvo/Our economy ◽

10.2478/ngoe-2019-0016 ◽

2019 ◽

Vol 65 (4) ◽

pp. 14-26 ◽

Cited By ~ 1

Author(s):

Iva Klepić

Keyword(s):

Data Analysis ◽

Human Resources ◽

Balanced Scorecard ◽

Small And Medium Enterprises ◽

Pearson Correlation ◽

The Balanced Scorecard ◽

Top Managers ◽

Recruitment And Selection ◽

Medium Enterprises ◽

Selection Of

AbstractHuman resources are the most significant resource of a company; this is especially true for small and medium enterprises (SMEs) in which they create the company’s competitive advantage because of their uniqueness. Human resources manage other resources and are responsible for the efficiency and success of the organization. The main goal of this research is to determine whether and to what extent the recruitment and selection of human resources are in correlation with the performance of SMEs. The research was conducted in SMEs in the Herzegovina Region in the Federation of Bosnia and Herzegovina in April 2019. An original questionnaire was created for the survey, within which top managers views on recruitment and selection of human resources were collected as well as the four-perspective performance of the business based on the Balanced Scorecard model. SPSS 20.0 was used for data analysis. Descriptive measurements used for data analysis include mean, standard deviation, and mode. The Kolmogorov-Smirnov test was used to test distribution normality. To test the correlation of variables and to determine the significance of differences, the Pearson correlation coefficient and t-test for independent samples were used. The level of significance was set to p = 0.05. The research results showed the correlation between the studied variables and the correlation of recruitment and selection of human resources and the performance of SMEs viewed from all four perspectives. A limitation of the research is the sample size and the sampling method. The results can be applied in the human resource management of SMEs.

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Organizational commitment of employees as a result of job satisfaction

Trendovi u poslovanju ◽

10.5937/trendpos2101017i ◽

2021 ◽

Vol 9 (1) ◽

pp. 16-24

Author(s):

Đurđijana Ilić-Koderman

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Human Resources ◽

Organizational Behavior ◽

Valuable Resource ◽

Organizational Goals ◽

Modern Business ◽

Business Conditions ◽

To Come ◽

Relationship Of

In modern business conditions, human resources are the most valuable resource that enables the realization and maintenance of the competitive advantage of the organization. Given this statement, it is not surprising why in recent decades in professional and academic circles there is a growing interest in researching issues of how to improve, retain and motivate employees to invest their maximum efforts in achieving organizational goals. As companies are both capital and labor intensive, it is easy to come to the conclusion that depending on the degree of motivation and commitment of employees to the realization of organizational goals, the realization of the above-mentioned imperative also depends on it. In other words, the degree to which employees identify with their organization depends on how motivated they will be to achieve its goals and to participate in improving its efficiency. This means that organizational commitment is becoming one of the key determinants of the success of 21st century organizations. Generally speaking, job satisfaction is an attitude that manifests in the workplace as individual behavior of the employee and can have an impact on the organization and organizational behavior. Job satisfaction encourages employees to increase performance and commitment to the organization, while reducing absenteeism and increasing interest in the profession, and it is of immeasurable importance to pay attention to the cause-and-effect relationship of job satisfaction and organizational commitment.

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Organizational culture in Serbia in relation to the characteristics of organization: Empirical reserch

Industrija ◽

10.5937/industrija48-29810 ◽

2020 ◽

Vol 48 (4) ◽

pp. 23-45

Author(s):

Snežana Kirin ◽

Gordana Gavrić ◽

Sandra Kirin

Keyword(s):

Organizational Culture ◽

Cultural Transformation ◽

Paradigm Change ◽

Term Survival ◽

External Focus ◽

Organizational Stability ◽

Survival And Development ◽

Modern Business ◽

Business Conditions ◽

The One

In modern business conditions, organizational culture is recognized as a powerful tool for long-term survival and development of the organization. The purpose of this paper was to research whether and in what way the characteristics of organizations - such as its size, ownership structure, activity, domestic or foreign - influence the organizational culture. Because of continuous and rapid changes and enormous competition, which are features of modern business, the Denison model of organizational culture was chosen because it emphasizes the need for balance between requirements for organizational stability (factors of mission and consistency) and requirements for its adaptability (factors of involvement and adaptability). The survey covered a sample of 1,000 employees and the data was statistically processed using the one-way ANOVA method. The obtained results show the influence of organizational characteristics on its ability to balance the internal and external focus of the organization, its stability, and its ability to change. Likewise, there should be a certain organizational cultural transformation as a response to the paradigm change in wider environment should be a certain organizational cultural transformation as a response to the paradigm change in wider environment.

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Recruitment and Selection

Financial Forum ◽

10.18282/ff.v9i3.1275 ◽

2020 ◽

Vol 9 (3) ◽

pp. 153

Author(s):

Jiawen Liang

Keyword(s):

Human Resources ◽

Economic Globalization ◽

Scientific Methods ◽

Maximum Extent ◽

Survival And Development ◽

Recruitment And Selection

<p>With the deepening of economic globalization, the essential competition between enterprises is the competition of talents. And how to attract and retain competitive talents has become the key of the survival and development of enterprises. Recruitment is an important way for an enterprise to obtain excellent human resources. Only by acquiring and cultivating the appropriate human resources of the enterprise firstly, and then adopting scientific methods, can the goal of organization be achieved to the maximum extent. Thus, it can be seen easily that the success or failure of recruitment affect the efficiency of enterprise operation and even the survival and development of the enterprise. This article tries to analyze the characteristics of recruitment.</p>

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Promotion of the Military Profession, Recruitment and Selection of Candidates. Conceptual Delimitations

International conference KNOWLEDGE-BASED ORGANIZATION ◽

10.2478/kbo-2019-0036 ◽

2019 ◽

Vol 25 (1) ◽

pp. 225-229

Author(s):

Aurelia Teodora Drăghici ◽

Adina Eleonora Spînu

Keyword(s):

Labor Market ◽

Human Resources ◽

Military Service ◽

Voluntary Service ◽

Compulsory Military Service ◽

Military Profession ◽

The One ◽

Recruitment And Selection ◽

The Military ◽

Selection Of

Abstract Romania’s security interests and objectives, the army missions in the current geopolitical context and Romania’s obligations as a member of NATO have imposed the continuation of the process of quantitative and qualitative restructuring of the human resources and determined the decision to renounce compulsory military service in favor of the one based on volunteering, starting with the first of January of 2007. The transition from the army based on compulsory military service to the one based on voluntary service imposed the repositioning of the military profession on the Romanian labor market, especially in relation to the competition represented by other similar institutions.

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FEATURES OF ACCOUNTING OF CERTAIN FINANCIAL INSTRUMENTS ON THE EXAMPLE OF FORWARD CONTRACTS

International scientific journal Internauka Series Economical Sciences ◽

10.25313/2520-2294-2021-11-7707 ◽

2018 ◽

Author(s):

Nataliia Pryimak ◽

Keyword(s):

Stable Operation ◽

Financial Assets ◽

Financial Instruments ◽

Forward Contracts ◽

Domestic Legislation ◽

Forward Contract ◽

Theoretical Generalization ◽

Modern Business ◽

Business Conditions ◽

Selection Of

In modern business conditions, in particular, during the pandemic caused by the COVID-19 virus, companies are looking for financial instruments that will ensure their stable operation for a long period of their operation. One of the types of financial instruments used in the daily activities of grain traders is the conclusion of forward contracts. This in turn gives the buyer a guarantee that in the future he will be able to buy the product at a fixed price, which is specified in the forward contract, and the seller gives a guarantee that his product will be sold. The purpose of the article is to highlight the features of accounting for certain financial instruments, including forward contracts. The materials of the study are: 1) domestic legislation on the organization and methods of accounting for financial instruments, including forward contracts; 2) works of domestic authors conducting their scientific and practical research in the field of accounting for financial instruments, in particular forward contracts; 3) Scopus database for bibliometric analysis regarding the selection of the authors' publication activity on the accounting of financial instruments using VOSviewer software. During the research such methods as theoretical generalization, formalization and analysis, logical generalization of results were used. Practical recommendations are given on the choice of accounting policy as an element of it as a date of recognition of financial assets acquired as a result of systematic operations. Correspondence of accounts on reflection in the journal of the account of economic operations of the enterprise on display of performance of the forward contract with their corresponding documentation on a numerical example is offered. Further research is proposed to focus on the peculiarities of accounting for futures transactions, which are a type of financial instrument.

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Recruitment and Selection of Human Resources in the Romanian Organizations

Solutions for Business, Culture and Religion in Eastern Europe and Beyond ◽

10.1007/978-3-319-63369-5_8 ◽

2017 ◽

pp. 99-113

Author(s):

Alexandra Florina Beiu

Keyword(s):

Human Resources ◽

Recruitment And Selection ◽

Selection Of

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Contemporary Employee Recruitment Practices and Areas of Future Research in Indian Railways

Think India ◽

10.26643/think-india.v22i2.8878 ◽

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.

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