Sistem Pendukung Keputusan Penerimaan Pegawai PT. Andalusia Nur Ramadhan dengan Metode Simple Additive Weighting

The purpose of the hiring decision support system is to assist and speed up the decision-making process. There are so many methods that companies can apply in determining employee acceptance to rank prospective employees according to the results of the assessment, examples of methods that can be used are the SAW method or Simple Additive Weighting using the Java Netbeans application and the MySQL database. This research produces a system that can assist in providing decision support for hiring employees. So as to help the main director to determine and select employees who are accepted by the company PT. Andalusia Nur Ramadhan.

Use of ePortfolios for making hiring decisions: a comparison of the results from representatives of large and small businesses

PurposeThe purpose of the study was to determine if representatives of small and large businesses in New Jersey believe portfolios would be valuable for evaluating applicants as part of the hiring process and whether portfolios would help applicants in the hiring process.Design/methodology/approachRepresentatives from 109 small and 71 large businesses in New Jersey were surveyed about using portfolios in the hiring process.FindingsRepresentatives from both small and large businesses believe that the submission of a portfolio of exemplary work may help the applicant and the employer in the hiring process.Research limitations/implicationsThe study limitations are that the respondents had different definitions of ePortfolio, it was a convenience survey, and the researchers used two sets of data. For future research, conducting a study in a major region of the world would be a significant contribution to learning about the views of business representatives globally regarding the use of ePortfolios in the hiring decision process.Practical implicationsThe authors recommend that educational institutions encourage students to create portfolios as part of their career preparation to gain an edge as applicants in the job market. EPortfolios are an emerging tool to help employers in the hiring decision process.Social implicationsEPortfolios would provide evidence of the employee's fit to the position, thus eliminating a mismatch of the employee's skill set and qualifications to the job. The ePortfolio aids the employer in seeing the candidate's skills for the position.Originality/valueThis paper adds to the limited research about the emergence of ePortfolios having a role in human resource decision making.

MARGIN OF SAFETY OF HIRING DECISION OF AGRICULTURAL MACHINERY SERVICES BY RICE FARMERS IN ALNAJAF AL-ASHRAF PROVINCE

The main objective of this study is to compute margin of safety of hiring decision of agricultural machinery services in Iraq. A cost-volume-profit analysis by using breakeven point technique has been followed to find out the margin of safety by using cross- section data in rice production farms in Alnajaf province. Results showed that the break-even point for different types of original agricultural field machinery were 427, 6.5, and 221 hours for tractor and machinery of soil preparation, farm sprayer, and combine harvester, respectively, while the values of break-even point for different types of used agricultural field machinery were 309, 10, and 319 hours for tractor, farm sprayer, and combine harvester, in that order. Results also pointed out that the negative sign of safety margin of areas of all machineries indicated that there are losses faced by small scale farmers in case of ownership these machineries, and the minimum lose amounted about $ 316116 for original tractor, $ 52611 for used tractor, $ 220.5 for original farm sprayer, $ 88 for used farm sprayer, $ 664664 for original combine harvester and $ 584650 for used combine harvester. The study recommended that it is useful for small scale farmers in Alnajaf province to continue hiring various agricultural machinery services rather than purchase them due to the absence of safety margin of holding areas. Therefore machine stations of agricultural machineries services maybe developed by Iraqi government in the study region to provide these services to the farmers with supported prices.

The Ginevra de’ Benci Effect: Competence, Morality, and Attractiveness Inferred From Faces Predict Hiring Decisions for Women

The present study examined the role of morality, competence, and attractiveness as perceived from faces in predicting hiring decisions for men and women. Results showed that for both female and male applicants, facial competence significantly predicted the hiring decision directly and indirectly, through the mediation of the overall impression. Decisions concerning female applicants were, however, significantly predicted by multiple dimensions—that is, facial morality, facial competence, and attractiveness—with the mediation of the overall impression. Facial competence was the only significant predictor of impression and, in turn, hiring decision about men. These findings resonate the motto Virtutem forma decorat, “Beauty adorns virtue,” painted by Leonardo da Vinci on the reverse side of the portrait of Ginevra de’ Benci, and suggest that women’s chances of getting a job are less than those of men whenever they do not show a moral and competent and attractive face.

Absorption of foreign knowledge: the impact of immigrants on firm productivity

What role do immigrants play in firms’ ability to absorb and apply foreign knowledge? Based on a matched employer–employee dataset from Danish manufacturing firms over the period 2001–2011, this study examines the impact of foreign knowledge accessible by firms’ immigrant employees on firm-level total factor productivity (TFP). We construct various firm-specific absorbable foreign knowledge measures that link firms’ immigrant employees to the technological knowledge base of their country of origin. The empirical results suggest that firms employing immigrant employees have higher firm-level TFP outcomes and a higher probability of new firm-level patent applications. The average productivity gain associated with the hiring of one immigrant employee is about 1.5% in the year following the firm’s hiring decision. Additional results show that the estimated productivity increase varies with the level of education and the occupational positions of the immigrant employees. The results are robust to the inclusion of a large range of firm-specific controls and various sensitivity checks.

When the Dark Shines: The Role of Dark Personality Traits in Leadership Role Occupancy and Hiring Decisions in a Collectivistic Culture

Two studies investigated the role of the Dark Triad traits (i.e., narcissism, psychopathy, and Machiavellianism), conscientiousness, and intelligence on leadership role occupancy and hiring decisions in Indonesian culture, which is a collectivist culture. Study 1 used generalized linear model to examine two groups of participants with (i.e., school principals) and without (i.e., teachers) significant leadership responsibilities by controlling for participant grouping by school. The results indicated that, in comparison with teachers, school principals had significantly higher narcissism and conscientiousness and lower psychopathy and intelligence. In Study 2, video recordings of simulated job interviews of 133 undergraduates were evaluated by 133 professional recruiters. Interviewee narcissism was the only significant positive predictor for hiring decision. Both studies provide consistent evidence that narcissism is a significant positive factor in both leadership role occupancy and hiring decision in a collectivist culture.

Hiring Ethics

When hiring for an open position, the branch manager of Intermountain Trust Bancorp was challenged with an ethical dilemma he was not anticipating. An internal applicant challenged the hiring manager's ethical values by insisting that their friendship and other external employment factors be taken into consideration in the hiring decision. This is a classic case of a candidate using undue influence1 to manipulate a colleague and gain employment. In what started as a routine decision, the manager was faced with an unforeseen ethical quagmire. This case describes a real situation that had local impact on the stakeholders of a regional bank, and provides a true example of the types of difficult situations that can affect candidate selection in hiring decisions.

Public Opinion on Criminal Records and Employment: A Test of Competing Theoretical Models

Much prior research has examined the sources of individuals’ attitudes toward the application of punishment via the justice system. Some findings from this literature suggest that punitive attitudes are expressive, retributive, and closely connected to racial resentment. Other research, however, emphasizes that these sentiments are instrumental, utilitarian, and associated with the management of perceived risk. To date, little research has explored public attitudes regarding employment as a reentry barrier, and it is unclear which of these perspectives is more salient for understanding support for employers’ use of criminal records in hiring decision-making. Using survey data on a national sample of American adults ( N = 1,202), the current study finds stronger support for an instrumental model than an expressive model.

Getting the Job in Advertising: Hiring Decision Makers’ Perceived Value of Student-Run Communications Agency Experience for Recent Graduates

Student-run communications agencies on university campuses provide the opportunity for communications students to apply classroom learning to real client projects with actual budgets. Students have direct contact with marketing and communication professionals who hold the students accountable for their work and results. This research looks at the level of understanding and perceived value of these student-run agencies among hiring decision makers at professional communications firms. The research shows these decision makers value the experience students gain from this kind of agency work, including understanding agency operations and culture, interacting with clients, producing actual creative work, and being held accountable for results. Further, students experience the challenges associated with driving projects from start to completion while working with people of different backgrounds and skill sets. Overall, student agency experience provides students with valuable professional skills and a meaningful point of difference versus other candidates when competing for jobs.

Connecting Employers and Workers: Can Recommendations from the Public Employment Service Act as a Substitute for Social Contacts?

This article investigates how employers value recommendations from the public employment service (PES) compared to recommendations from a social contact for their hiring decision. The importance of social contacts in the labour market creates inequality by putting those with a weak social network at a disadvantage. It is therefore important to know if public agencies acting as labour market intermediaries (LMI) can compensate for this disadvantage. This question is investigated by means of a factorial survey experiment conducted among Swiss human resources professionals. The results demonstrate that employers value recommendations from social contacts as well as the PES. However, the latter is not able to fully substitute for the effect of social networks.