RECRUITMENT APP – A CUSTOM APPLICATION ON SALESFORCE.COM

Cloud Computing is one of the upcoming Internet based technology. It is been considered as the next generation computing model for its advantages. It is the latest computational model after distributed computing, parallel processing and grid computing. To be effective they need to tap all available sources of supply, both internal and external. The system has facilities where prospective candidates can upload their CV’s and other academic achievements. Earlier recruitment was done manually and it was all at a time-consuming work. Now it is all possible in a fraction of second. Better recruitment and selection strategies result in improved organizational outcomes. With reference to this context, the research paper entitled Recruitment and Selection has been prepared to put a light on Recruitment and Selection process.

Can I show my skills? Affective responses to artificial intelligence in the recruitment process

Companies increasingly use artificial intelligence (AI) and algorithmic decision-making (ADM) for their recruitment and selection process for cost and efficiency reasons. However, there are concerns about the applicant’s affective response to AI systems in recruitment, and knowledge about the affective responses to the selection process is still limited, especially when AI supports different selection process stages (i.e., preselection, telephone interview, and video interview). Drawing on the affective response model, we propose that affective responses (i.e., opportunity to perform, emotional creepiness) mediate the relationships between an increasing AI-based selection process and organizational attractiveness. In particular, by using a scenario-based between-subject design with German employees (N = 160), we investigate whether and how AI-support during a complete recruitment process diminishes the opportunity to perform and increases emotional creepiness during the process. Moreover, we examine the influence of opportunity to perform and emotional creepiness on organizational attractiveness. We found that AI-support at later stages of the selection process (i.e., telephone and video interview) decreased the opportunity to perform and increased emotional creepiness. In turn, the opportunity to perform and emotional creepiness mediated the association of AI-support in telephone/video interviews on organizational attractiveness. However, we did not find negative affective responses to AI-support earlier stage of the selection process (i.e., during preselection). As we offer evidence for possible adverse reactions to the usage of AI in selection processes, this study provides important practical and theoretical implications.

Influence of Green Recruitment and Selection on Sustainability of Selected Tea Factories in Kericho Highlands Region, Kenya

The focus of this study was to assess the influence of green recruitment and selection on the sustainability of selected tea factories in Kericho Highlands region, Kenya. The study was anchored on human capital theory. It adopted a correlational research design, with a targeted population of 915 respondents drawn from tea factories in the Kericho highlands region. A sample size of 278 respondents was determined scientifically using the Yamane taro formula. Primary data was collected using a structured questionnaire. The validity of the research was checked together with the supervisors and subject experts, while instrument reliability was determined through Cronbach's alpha coefficient, where a coefficient of 0.7987 was obtained. Descriptive statistics and regression analysis was used to analyse data. The findings established a significant positive relationship between green recruitment and selection and the sustainability of the tea factories. The study concluded that green recruitment and selection influenced the sustainability of the factories.

High-performance work practices lecturers’ performance connection: Does working condition matter?

Poor performance of lecturers in Nigerian Polytechnics warrants independent research on lecturers’ job performance, given that the poor performance has seriously affected educational development in the country. Substantial evidence from the extant literature has highlighted that high-performance work practices are significant predictors and drivers of enhanced performance. Also, the functionality of high-performance work practices is context-dependent. Therefore, the current study investigates the effect of high-performance work practices (recruitment and selection, training and development, and employee involvement) on lecturers’ performance in the context of Nigerian polytechnics. It also examines the moderating role of working conditions in the high-performance work practices’ relationship with lecturers’ performance. Data were obtained from 539 academics in the North-west Nigerian polytechnics. The overall findings indicate that training and development and employee involvement are significant predictors of enhanced lecturers’ performance, and working condition strengthens the recruitment and selection–performance connection and employee involvement–performance relationship. This implies that the link between HR practices and enhanced performance could be affected by the environment within which organizations operate. The present study focused mainly on teaching staff from the polytechnics located in the north-central geopolitical zone of Nigeria. Thus, other geopolitical zones and non-teaching staff from various polytechnics could be studied further by future studies.

The Future of Workforce Planning

This chapter examines the future of workforce planning in contemporary work organisations. Workforce planning is regarded as one of the essential human resource management (HRM) activities in recent times. The reason is that it gives indication on areas of needs and serves as the pillar for all HRM activities such as job analysis, recruitment and selection, training and development, remuneration/rewards, and promotion. A review of empirical literature reveals that workforce planning has a strong relationship with organisational performance as well as productivity. This chapter submits that HR metrics and workforce analytics can be used as a tool to improve organisational outcomes. To boost human activity, intelligence apps and analytics or cognitive analytics robotics could be adopted to improve HR's value to the business.

Benefits of New Principal Preparation Program in Indonesia

This study aimed to examine the benefits of a new principal preparation program (PPP) in Indonesia in this decentralization era. A qualitative interpretive approach was employed. The participants consisted of eight principals of public schools in Yogyakarta who graduated from the new PPP. Data were collected through semistructured interviews and document analysis. Data were then analyzed using the grounded theory method which included open coding and analytic induction. The trustworthiness criteria were used to ensure the quality of the data. The findings showed that the principals who graduated from the PPP felt the benefits of the recruitment and selection system which was standardized and rigorous. Also, the training for the prospective principals helped them to develop their managerial competencies, leadership skills, and self-confidence. Keywords: principal preparation program, school principal

An Evaluation of the Relationship Between Human Resource Practices and Service Quality: An Empirical Investigation in the Canadian Hotel Industry

Human resource (HR) practices have been recognised as a key function in enhancing organisational productivity and competitive advantage. It has been noted that most studies that are based on the relationship between HR practices and performance indicators (e.g., service quality) in hotels hide an important element that tells hoteliers which factors to concentrate on in cases of poor performance. Our study aimed to examine the influence of HR practices on service quality in the Canadian hotel industry. This study seeks to investigate how HR practices (recruitment and selection, training, rewards and incentives, and internal career opportunities) help to improve the service quality. We used a qualitative method by establishing three sets of semi-structured interviews to obtain data from the top to the bottom of the hierarchy within hotels. We found that HR practices help in delivering high service quality. A key contribution of this study that it offers a workable definition of service quality and then a robust model for the relationship between HR practices and service quality that contributes to enhance knowledge of the causal relationship between them. In addition, our study contributes by identifying which HR practices a hotel could adopt to gain a service quality advantage in the marketplace. The data gathered for the proposed study may limit the findings' applicability to independent hotels that are not affiliated with international hotel chains. However, because of the low number of empirical research and the need to get a deeper knowledge of the link between HR practices and service quality, generalisation of the findings from the current descriptive-qualitative study is not a concern. Further research may include some control and context variables (e.g., hotel ownership type, position level, gender) that we did not include in this investigation. In addition, in the future, we recommend using mixed method (quantitative and qualitative) in order to come up with more generalisable results.

Influence of Legal Framework on Recruitment and Selection in Service State Corporations in Kenya

Retaining quality workers is challenging as a result of recent phenomena such as skills shortages, employee mobility and the expected retirement of baby boomers in the near future. These phenomena negatively affect organizations’ ability to create and maintain their competitive advantage in the labour market. Hiring the right persons requires legislation like employment equity which must be fulfilled and the survival of an organization usually depends on the caliber of its employees. The purpose of this study was therefore to determine the influence legal framework has on recruitment and selection in service oriented State Corporation in Kenya. The study employed a descriptive cross sectional type of research design that enabled investigation of the various factors that influence recruitment and selection. The target sample was 154 executives of Service State Corporation in Kenya. A stratified random sampling technique was used to achieve desired representation. Data was collected using structured questionnaires. To analyze the collected data, descriptive and inferential statistics were used. Statistical software used was SPSS version 20. Regression analysis between legal framework and recruitment and selection revealed a coefficient of determination (R squared) of 0.733, implying that legal framework accounts for 73.3% of the variation in recruitment and selection of employees in Service State Corporation in Kenya. The findings also revealed a positive and significant relationship between legal framework and recruitment and selection in Service State Corporations in Kenya (β=.872, p=.000<.05). The study concludes that legal framework has significant positive influence on recruitment and selection, then proper measured should be put in place on improving legal framework for proper recruitment and selection process to take place. The study recommends that the Kenyan government should enact policies that promote recruitment and selection which would in turn promote employee retention. The policy makers should enact polices that promote talent management aspects in state corporations in Kenya in order to ensure sustainable employee retention a good leadership and competitive advantage. Keywords: Legal Framework, Government policy and practice, Rules and regulations, Acts of parliaments, Recruitment and selection