existence of tourism higher education under the ministry of tourism and creative economy (PTNP) toward Indonesia’s golden generation 2045

The purpose of this study was to analyze and determine the strategy of Tourism Higher Education (PTNP) operated by the Ministry of Tourism and Creative Economy Republic of Indonesia towards vision Indonesia’s Golden Generation 2045. This research is a policy research to solve social problems that aims to identify the implementation of adaptation, innovation, and collaboration strategy. The results of this study indicated that Tourism Higher Education (PTNP) in the face of two main trends, namely globalization and pandemic COVID-19. The winning strategy of Tourism Higher Education (PTNP) were, 1) Adaption strategy, by provided facilities and support the lecturer and faculty members to use hightech and also strictly discipline with CHSE standard to protect the spread of COVID-19 pandemic. 2) Innovation strategy, by using hightech in education and curriculum designed to facilitate long distance learning as well as the development of big data for personnel, finance, logistics and students so that it will facilitate access to information and strategic decision making. 3) Collaboration strategy, by sharing utilization and industry expert on training and education as well as job recruitment and internship program.

Constructions of the ideal elite employee: A content analysis of job advertisements for positions in the Norwegian upper class

Previous research has shown that the upper class has a high degree of self-recruitment. Simultaneously, research on job recruitment suggests that there has been an increase in the importance of ‘soft skills’. This article investigates the connection between these two phenomena by looking at elite employers’ constructions of ‘the ideal employee’ and how this may contribute to class reproduction. By analysing 150 advertisement texts linked to positions in the upper class and fractions within it (the cultural, professional and economic upper classes), it explores which qualifications and characteristics are required. The analysis indicates that ‘soft skills’ play a substantial role in recruitment in all upper-class fractions, suggesting that ‘hard skills’ do not suffice to achieve an upper-class position. Indeed, the fact that many of the personal characteristics are linked to modes of being typical of an upper-class habitus makes it harder for people from lower in the class structure to match the description of the ‘ideal candidate’. Furthermore, this article finds the following three distinct employee types: the authoritative leader is idealized in the economic fraction, the dedicated worker in the professional fraction and the coaching leader in the cultural fraction. This article also points to examples of gender stereotyping that may function as contributing factors in reproducing occupational segregation.

Effect of Power Message on Employee Response and Job Recruitment in the Hospitality Industry

In the hospitality sector, it is often believed that giving more power to customers (e.g., “the customer is king”) would enhance the service quality, customer satisfaction, and organizational performance. However, it can cause a backlash by excessively elevating the level of the customers’ perceived power, which could result in their power abuse against the employees. Based on the organizational support theory, this research argues that balancing the level of power between the customers and the employees (vs. shifting the power to the customers) can be more effective for improving the perceptions of both the current and the potential employees. The argument is empirically supported by the findings from three studies, which showed that adopting a power-balancing message positively affects the current employees’ perceived organizational support and motivates them to feel obliged to give back to the organization and also potential job applicants’ organizational attraction and the job pursuit intention.

The Threats of Artificial Intelligence Scale (TAI)

In recent years Artificial Intelligence (AI) has gained much popularity, with the scientific community as well as with the public. Often, AI is ascribed many positive impacts for different social domains such as medicine and the economy. On the other side, there is also growing concern about its precarious impact on society and individuals, respectively. Several opinion polls frequently query the public fear of autonomous robots and artificial intelligence, a phenomenon coming also into scholarly focus. As potential threat perceptions arguably vary with regard to the reach and consequences of AI functionalities and the domain of application, research still lacks necessary precision of a respective measurement that allows for wide-spread research applicability. We propose a fine-grained scale to measure threat perceptions of AI that accounts for four functional classes of AI systems and is applicable to various domains of AI applications. Using a standardized questionnaire in a survey study (N = 891), we evaluate the scale over three distinct AI domains (medical treatment, job recruitment, and loan origination). The data support the dimensional structure of the proposed Threats of AI (TAI) scale as well as the internal consistency and factoral validity of the indicators. Implications of the results and the empirical application of the scale are discussed in detail. Recommendations for further empirical use of the TAI scale are provided.

Antologiens sentrale begreper og perspektiver

This chapter provides an overview of key concepts and theoretical perspectives used in the anthology and points out fundamental challenges in the practice of professional welfare. ‘Competence’ and ‘knowledge’ often have different meanings, and there is a need for increased awareness of the understanding of these concepts. This chapter highlights how the managerial discretion, learning, system blindness, power executing and paradoxes may cause tensions and how these in turn may inhibit the realization of required changes. Internal or external job recruitment may have an impact on managers’ freedom to act. To raise the quality and competence within the professional welfare services, it is necessary to be aware of the unique and multi-faceted challenges in the field.

The Relationship Between Lengthy Job Recruitment Process and NEET: A Study on Bangladesh Public Service Commission Respect to Selected Year’s BCS Exams

The NEETs indicator has become very popular in recent years and is increasingly used by individual researchers, governments, international organizations, and so on. It refers to the percentage of youth those who are not in employment, education, or training. In Bangladesh, the NEET percentage is higher than the other Asia-Pacific countries. This paper has addressed the relationship between the Lengthy Job Recruitment Process and NEET rate in Bangladesh's respect to BCS Exam Taken by the Bangladesh Public Service Commission. The study has applied a descriptive research design with a quantitative approach to determine the extent of each factor in the analysis. Data was collected from secondary sources like- ILOSTAT, News-portal, and BPSC annual reports for the years of 2010, 13, 16, and 17. Data were analyzed by using descriptive analysis (means and standard deviation, correlation analysis (Pearson Correlation), and simple linear regression analysis. The study found that lengthy job recruitment processing time has significant effects (P-value 0.068 at 0.10 significant levels) on NEET rate in Bangladesh with respect to selected year’s BCS exams taken by the Bangladesh Public Service Commission. The coefficient of determination (Adjusted R2=0.869) showed that 86.90% of the success recorded in the NEET rate changes in Bangladesh accounted for lengthy job recruitment processing time taken by the Bangladesh Public Service Commission with respect to selected year’s BCS exams.

Perceptions about Job Recruitment and Job Placement of Teachers Having B. Ed (Hons) Qualification

The excellence in teaching and learning in academia depends on teachers’ abilities and process of recruitment. The current study planned to investigate teachers’ perceptions about job recruitment and job placement of B. Ed (hons) qualified teachers. The objectives were to explore teachers’ perceptions about job placement and job recruitment and to explore the distinction in male and female teachers’ opinions about the job placement and job recruitment. The sample comprised of 50 teachers who had B. Ed. (Hons) qualification and now working in education department. The self-developed instrument, Job Placement and Recruitment Survey was used. The data were analyzed using SPSS. Frequency analysis and t-test were applied. The results revealed that most teachers were willing and claimed that they sure that govt. has fair recruitment policy of teaching jobs. While 40% teachers denied that govt. has fair recruitment policy of teaching jobs. About 61% teachers told that they passed their recruitment test while preparing their exams through the courses they studied during training. 72% teachers perceived that subjects they studied during training helped them during recruitment exams. No difference was found between gender of teachers about their job recruitment and job placement.