A Study on Employees Opinion Towards Recruitment Procedure at Kotak Life Insurance In Madurai District

Due to rising trend of enterprise eco-system, there is a need for more agile Human Resource Management (HRM) changing entire HR landscape. The requirements of client organizations are changing with each passing day which requires day-today solutions from providers of Human Resource Management (HRM) services. The focus of e-HRM is to provide readymade solutions as per changing business requirements in addition to challenges faced due to cut- throat competition by organizations viz. workforce diversity, gender inequality, talent acquisition & retention, effective HR utilization. The current paper studies fast growing bank and its changing business needs and thereafter emergence of e-HRM as solution-provider to its fast changing business needs. The research study is qualitative in nature.

THE COMPANY's PERSONNEL RECRUITMENT SYSTEM: THEORY AND PRACTICE

The definition and essence of hiring personnel, the process of searching, selecting and hiring employees are revealed. A comparative analysis of the points of view of different authors on the recruitment procedure is carried out. The historical foreign experience of different countries in the field of recruitment formation is considered. It is indicated what makes the process more efficient, the need for the correct choice of technologies and selection methods, their adaptation is noted. The main focus is on the process of forming the hiring procedure, its features and objectives. The main goal is considered - to find a person who meets the characteristics and criteria for the vacant position. The technology of hiring personnel of the enterprise is highlighted, which consists of a set of repeatedly reproducible and interrelated procedures, as a result of which a pre-programmed result is guaranteed to be obtained. The necessity of the correct organization of the recruitment procedure is emphasized, the purpose of which is to reduce the turnover of personnel at the enterprise, save time on the search, selection and hiring of candidates, as well as saving the organization's money. The analysis of statistical data of a specific organization is carried out before and after the introduction of the recruitment procedure. Reasonable conclusions are drawn about the need to develop a competent recruitment procedure for the successful development of the enterprise.

How Inclusive Is Inclusive? A Critical Analysis of an Agribusiness Initiative in Kenya

Inclusive agribusiness considers social and environmental goals in global value chains in agribusiness. However, not all small-scale farmers may be able to benefit from such arrangements. To find out about possible reasons for exclusion, this study investigates an agribusiness initiative in coastal Kenya employing organic contract farming by applying a mixed-methods research design based on household sampling of the recruitment procedure, as well as interviews with the farmers and company representatives. The findings suggest that sustainability standards may impede small-scale farmers’ participation in agribusiness. Specifically, the implementation of organic certification, essential for the functionality of the company business models, contributes most to small-scale farmer exclusion. Companies, clients, and, most importantly, certifiers should be aware of this problem and look for appropriate measures to overcome this unwanted effect of standard-setting in inclusive businesses.

Impact of E-Recruitment on the Effectiveness of Human Resource Department in Private HEIs in Pakistan

This study aims to expound on the concept of “E-Recruitment” and its impact on the “HR department effectiveness” in the private higher education institutions of Karachi, Pakistan. The core objectives of the research study are to determine the level of effectiveness and relationship between E-Recruitment and the HR department of private HEI’s of Karachi. A worklist can be found on industrial sectors, service sectors in the context of e-recruitment, but the research gap on educational institutions particularly Private HEI’s is still there. An in-depth literature review is discussed. The research methodology briefs that, this study was both an Explanatory and Exploratory design in nature. 2 self-developed questionnaires were utilized. Using SPSS version 25.0, the researchers performed several tests including descriptive statistics, reliability test, KMO, Bartlett’s test, Pearson Correlation, and Multiple Regression tests. The results have proved that there is a strong positive relationship between independent and dependent variables and the relationship between them is accepted at a 5% significance level. Also, it was evidenced from interviews that E-recruitment is a cost-beneficial method, has a greater geographical reach, shortened recruitment procedures, provides reliability in the recruitment procedure, and also facilitates the selection process of the HR department.

Social Media in the Employee Recruitment Process

Satisfying the need for human resources in the organization, results from the employment plan. When it turns out that there is a vacancy in a particular position, either newly created or already existing, the recruitment procedure begins. A very important element in the recruitment of employees is the selection, which is understood as a series of actions taken to fill the vacant positions with suitable employees. The company can carry out the entire recruitment process on its own, by its Social Media in the Employee Recruitment Process own specialists, as well as may use the help of employment offices or personnel consulting. The current reality of the global economy gives many opportunities for both employees and employers. One of these opportunities is the recruitment through social media. Communication medium in the form of the Internet, defines new standards of information transfer. Candidates have the opportunity to exchange views about the company and the proposed position, while employers can learn through social networking sites something about potential candidates.

A Platform for Health Record Management of the Conscripts in the Hellenic Navy

eMass project aims to digitalize the medical examination procedure of recruitment phase of conscripts in the Hellenic Navy. eMass integrates recruits’ Electronic Health Record (EHR), while allows a pre-screening test, through portable telemedicine equipment. The data will be exploited to assess the individual’s cardiovascular risk through appropriate digital tools and algorithms. The eMass digital platform, will be accessible to health experts involved in the recruitment procedure for further assessment and processing. Recruits’ personal data is stored in the database encrypted using Advanced Encryption Standard (AES). eMass solution contributes to beneficial management and medical data analysis, preventing inessential physical or medical examinations minimizing danger of possible errors and reducing time-consuming processes. Moreover, eMass exploits Electronic Health Record data through a machine-learning based cardiovascular risk assessment tool.

IMPROVING THE RECRUITMENT PROCESS OF AN INDUSTRIAL ENTERPRISE

Currently, the staff is the most valuable resource of any organization, so the success of its activities depends on the quality of human resources. One of the fundamental criteria for the quality of human resources is the compliance of personnel competencies (both personal and professional), the requirements of the employer and the content of labor functions implemented within the framework of the position. Such compliance is primarily achieved by organizing a competent approach to the recruitment procedure. Today, many companies seek to independently select employees, which requires certain knowledge in this area. In domestic conditions, in contrast to the established foreign practice, the formation and implementation of the recruitment process is complicated by the lack of practical experience of companies in this area, insufficient elaboration of recruitment mechanisms, the desire to copy foreign experience in this area without taking into account Russian characteristics. The article clarifies the concept of personnel selection, analyzes the process of personnel selection, approaches to personnel selection, criteria and sources of personnel selection that form the preferences of foreign and domestic employers, analyzes the process of personnel selection of an industrial enterprise and suggests ways to improve it.

The Effectiveness of Information Organization and Authority Control

Information organization is a process of describing information sources and access points making the easy access to materials. Practicing authority control when organizing information is vital to guide proper information searching which is needed in the modern web era. The development of information organization is discussed from the period of Panizi, Cutter, Lubetzky and development of AACR up to RDA, FRBR model. Evolution of authority control education was also presented. The main purpose of this chapter is to share best practices followed at OUSL library and to emphasize its effectiveness among LIS professionals and LIS educators who are in the field. The chapter emphasizes the effectiveness of practicing subject analysis and authority control and how it is done by the library professionals, maintaining three authority files. Finally, the author emphasizes the necessity of curriculum changes at Master's level and changes needed for recruitment procedure of academic librarians. Compilation of national subject heading list (NSAC) is also emphasized and recommended.

Protection of jobseekers participating in job announcements and advertisements, and the right to an effective remedy in the general employment regime

Public job announcements and advertisements are instruments which provide for exercising the constitutional principle that all available jobs must be accessible to everyone under equal conditions. The application of this principle is most closely connected with the effective exercise of freedom of work and the right to work. For this reason, recruitment procedure cannot be beyond the scope of control which enables immediate elimination of irregularities in this procedure. In that context, this article discusses the issue of the right of participants in public announcements or job advertisements to an effective legal remedy, not only via the right to judicial and extrajudicial remedies, but also via the right to object or appeal, as the means to achieve internal protection of rights. In the Republic of Serbia, this issue is particularly delicate because the Labour Act does not recognize the two-instance internal procedure, while judicial protection of the rights of jobseekers has not been directly regulated, with the exception of protection against discrimination, and protection of workers whose employment was previously terminated due to redundancy, resulting in their employment priority when hiring for the same jobs. This legal solution is accompanied by a number of open questions, especially as the participants in public announcements and job advertisements procedures in special employment regimes enjoy the two instance internal protection in the same situation, which calls into question the effective application of the principle of equality before the law. Therefore, the article formulates proposals de lege ferenda to create conditions for effective exercise of the right to work, freedom of work, and protection against discrimination in a procedure in which a worker seeks to acquire a status that will provide him with the means of subsistence as well as an opportunity to develop his personality through work.

Ewolucja statusu prawnego inspektora pracy — uwarunkowania historyczne i ocena stanu obecnego

EVOLUTION OF THE LEGAL STATUS OF LABOUR — HISTORICAL ASPECTS AND ASSESSMENT OF THE CURRENT STATEIn the period before the Second World War labour inspectors had public-law status, and their employment was regulated by the Act on the State Civil Service of 1922. Contemporary employment relations of labour inspectors are regulated by the Act on the National Labour Inspectorate of 2007 PiP and the Labour Code. Labour inspectors are employees, employed at the first stage on the basis of an employment contract. The target basis for the employment inspectors is a nomination and in the case of managerial positions, appointment. The establishment of an employment relationship with labour inspectors as well as its content deviate in many respects from a contractual employment relationship regulated by the provisions of the Labour Code. Public-law elements can be found in the employment of a state labour inspector — non-contractual employment basis, special obligations and restrictions related to a public office. The Act of 2007 does not regulate the recruitment procedure for the position of labour inspectors, which is contrary to the constitution.