Mempersiapkan Dokumen Lamaran Kerja Dan Wawancara Kerja Bagi Siswa-Siswi Sekolah Menengah Kejuruan

The Training with the topic of Preparing Job Application Documents and Job Interview for Vocational High School Students played important role for the graduated students empowered by Bulir Padi to apply for job and get jobs according to their competencies. Due to the Covid-19 pandemic the training was carried out using zoom application. It was on July, 14, 2020. The training was presented by the team of FEB UAJ. The methods used in the process were lecturing, simulation and discussion. The material in the first session was Motivation. Session two was themed with How To Compose A Professional Curriculum Vitae, and the third session was Tips for Successfully Facing Job Interviews. The evaluation showed that although the training was in short it fairly succeeded in developing more confidence of the participants to prepare themselves to enter the world of work. This was shown by numerous students who asked questions, gave comments and were engaged during job interview simulation session.

You are not worth the risk: The ethics of statistical discrimination in organisational selection of applicants

<p>Your job application is rejected unseen because you ticked a box admitting you smoke. The employer screened out applicants who ticked the 'smoker' box, because she had read empirical studies that suggest smokers, as a group, are a higher productivity risk than non-smokers. What distinctive ethical concerns inhere in the organisational practice of discriminating against applicants on the basis of group risk statistics? I argue that risk-focussed statistical discrimination is morally undesirable due to the lack of respect for applicants as unique autonomous agents. However, I argue further that the decision-making context affects the morality of this discrimination. Other things being equal, the morality of statistical discrimination varies depending on the purpose of the organisation, the level of detail in the discrimination, and whether the discrimination is transparent to applicants and includes some benefit for applicants. Because organisations may have good reason to use risk-focussed statistical discrimination when assessing applicants, I present some recommendations for decision-makers to mitigate the lack of respect for applicants as individual agents. Organisational decision-makers can focus on the extent to which the statistical data they use comprise i) factors that feature efforts and achievements of the applicant; ii) dynamic rather than static factors; and iii) data drawn from the applicant’s own history and actions over time.</p>

You are not worth the risk: The ethics of statistical discrimination in organisational selection of applicants

<p>Your job application is rejected unseen because you ticked a box admitting you smoke. The employer screened out applicants who ticked the 'smoker' box, because she had read empirical studies that suggest smokers, as a group, are a higher productivity risk than non-smokers. What distinctive ethical concerns inhere in the organisational practice of discriminating against applicants on the basis of group risk statistics? I argue that risk-focussed statistical discrimination is morally undesirable due to the lack of respect for applicants as unique autonomous agents. However, I argue further that the decision-making context affects the morality of this discrimination. Other things being equal, the morality of statistical discrimination varies depending on the purpose of the organisation, the level of detail in the discrimination, and whether the discrimination is transparent to applicants and includes some benefit for applicants. Because organisations may have good reason to use risk-focussed statistical discrimination when assessing applicants, I present some recommendations for decision-makers to mitigate the lack of respect for applicants as individual agents. Organisational decision-makers can focus on the extent to which the statistical data they use comprise i) factors that feature efforts and achievements of the applicant; ii) dynamic rather than static factors; and iii) data drawn from the applicant’s own history and actions over time.</p>

Pelatihan Tata Cara dan Etika Melamar Kerja Dalam Bahasa Inggris Bagi Siswa SMAN 1 Batulayar Kabupaten Lombok Barat

The purpose of community service activities is to increase insight into ethics and procedures for applying for jobs in English which will be needed for students at SMAN 1 Batulayar in particular, to enter the world of work after graduating from school. During the pre-test before the implementation of the service activities, it was found that almost 90% of the 20 grade 3 students at SMAN 1 Batulayar did not know the ethics and procedures for applying for jobs in English. So it can be said that this activity is very useful for students. The method used in this service is the diffusion of knowledge and the practice of implementing ethics and procedures for applying for jobs in English. The result of this service activity is that the third grade students participating in this activity become more enthusiastic and more confident in learning conversation and vocabulary related to job interviews in English. Moreover, our team also provides a pocket book in the form of summaries of several interviews and how to write a job application letter in English which they can learn whenever they want. This can be seen from the post test results after this service activity was carried out, namely an increase from 20 students who did not understand everything, almost 90%, namely 18 students understood ethics and procedures for applying for jobs in English.

Peningkatan Kemampuan Menulis Surat Lamaran Pekerjaan Melalui Model Pembelajaran Think-Pair-Share

The purpose of the study was to find out how the ability to write job application letters for class XII students of SMK Negeri 2 Depok City in 2019-2020 and to find out whether cooperative learning with the Think-Pair-Share model could improve the ability to write cover letters for class XII students of SMK Negeri 2 Depok City. This study uses classroom action research (action research) in two rounds (cycles). Each round consists of four stages, namely: planning, activities and observations, reflection, and revision. The target of this research is Class XII Computer Network Engineering (TKJ) SMK Negeri 2 Depok City in 2019-2020. The data obtained in the form of subjective test results and observation sheets of teaching and learning activities. The results show, class XII students of TKJ SMK Negeri 2 Depok City in 2019-2020 are able to write job applications. This can be seen from the average score of students' ability to write job application letters and student learning completeness in cycle I and cycle II has increased. The average score of students' ability to write job application letters in the first cycle was 72.77 and learning completeness reached 64.70%. The average score of students' ability to write job application letters in cycle II was 78.38 and learning completeness reached 85.29%. The application of the Think-Pair-Share model of cooperative learning has a positive influence on Teaching and Learning Activities (KBM). Think-Pair-Share model of cooperative learning can improve student learning outcomes. This is indicated by the average student answers stating that students are interested and interested in the Think-Pair-Share cooperative learning method so that they become motivated to learn. Keywords: Writing Ability, Cooperative Learning, Think-Pair-Share Learning Model

AI-Enabled E-Recruitment Services Make Job Searching, Application Submission, and Employee Selection More Interactive

Personnel recruitment and selection is changing rapidly with the adoption of artificial intelligence (AI) tools. This chapter looks at how job applicants perceive AI in recruitment. The results show that AI tools encourage a larger number of quality application submissions and for two reasons. First, AI entrains a perception of a novel approach to job searching. Second, AI is perceived to be able to interactively tailor the application experience to what the individual applicant expects and has to offer. These perceptions increase the likelihood the user will submit a job application and so improves the size and quality of the pool from which to recruit personnel.

Forgivingness among Meranao Students in Southern Philippines

People have the tendencies to be involved or engaged in transgression. While some may be forgiving and move forward, others hold grudges, resentment, or feel remorse. In the context of social, behavioral science, this is worth investigating. Thus, this study aimed at analyzing the indicatives of forgivingness in a transgression-related act and if these are associated with Gender and age. The main instrument used is the Transgression Narrative Test of Forgivingness (TNTF) which is a tool to measure forgivingness of the Meranao living in Lanao del Sur, Philippines. The respondents were the 150 Meranao Students (senior high and college students). This study employed a quantitative design that described, compared and correlated variables. Findings indicated that Meranao students are most forgiving towards scenarios in which a transgressor causes a friend to fail in the submission of a job application and least forgiving towards a scenario where a transgressor causes one of the family members to die. Meranaos’ age range from 15 to 25 shows no difference in forgivingness between men and women. Results showed a very weak association in age groups. Future researchers may use other situational scales and tools to identify further results and use comprehensive age groups (young, middle-age, and old adult) examining respondents’ forgivingness and its significant differences.

Harnessing the potential of extracurricular opportunities to enhance graduate employability in higher education

This paper addresses the emerging theme in the literature that graduates often do not demonstrate the relevant skills to employers in job applications, interviews and in the workplace, and that HEIs should harness the potential of extra-curricular opportunities to enhance employability (Tchibozo, 2007; Griffiths et al., 2017). This study reports on a survey which was distributed to students in voluntary committee roles at one university to garner information around students’ ability to identify the skills gained in their roles that are transferable as employability skills. The students’ level of confidence and readiness to articulate these skills during the job application process was then explored. Results suggest that, while students feel as though they are confident and ready to draw on skills developed in extra-curricular voluntary roles, questions could be raised as to whether their ability to identify and articulate them accurately reflects their level of confidence. Therefore, a workshop and resource have been created as part of the project to help students be able to recognise and articulate the employability skills gained.