Importance of ICT in Human Resources Management and Evaluation in Terms of Events

Electronic human resources management is the use of information technologies for human resources applications that enable easy interaction between employees and employers. Therefore, through electronic human resources management, information about recruitment, performance management, strategic orientation, and education is provided. Competitive business environments have made institutions and organizations to take into account innovations and superiorities to survive. In this context, one of the biggest obstacles that the human resources department has to overcome is the rapidly changing technological environment. The possibilities of technology for human resources management are infinite. In principle, all human resources processes are supported by technology. One of the areas where communication and information technology can be used effectively is events. This chapter describes how communication and information technology can be used effectively when planning and managing human resources in event organizations.

Artificial Intelligence in HRM

Artificial intelligence's ability to enhance the applicant and employee involvement by automating routine, low-value responsibilities, and freeing up time to concentrate on the more planned, innovative work that teams need and want to do has been a burning topic in the research world for years. The technology may lead to improved recruitment, performance evaluations, training, and career management approaches. This literature review looks at artificial intelligence in HRM in terms of recruitment, performance measurement, training and coaching, and career management operations. It allows HR departments to enhance the applicant and employee experience by automating low-value, routine activities, allowing resources to concentrate on more strategic, disruptive work.

Early experience with an opt-in research register - Scottish Health Research Register (SHARE): a multi-method evaluation of participant recruitment performance

Background Recruiting participants to a clinical study is a resource-intensive process with a high failure rate. The Scottish Health Research Register (SHARE) provides recruitment support service which helps researchers recruit participants by searching patients’ Electronic Health Records (EHRs). The current study aims to evaluate the performance of SHARE in participant recruitment. Methods Recruitment projects eligible for evaluation were those that were conducted for clinical trials or observational studies and finished before 2020. For analysis of recruitment data, projects with incomplete data were excluded. For each project we calculated, from SHARE records, 1) the fraction of the participants recruited through SHARE as a percentage of the number requested by researchers (percentage fulfilled), 2) the percentage of the potential candidates provided by SHARE to researchers that were actually recruited (percentage provided and recruited), 3) the percentage of the participants recruited through SHARE of all the potentially eligible candidates identified by searching registrants’ EHRs (percentage identified and recruited). Research teams of the eligible projects were invited to participate in an anonymised online survey. Two metrics were derived from research teams’ responses, including a) the fraction of the recruited over the study target number of participants (percentage fulfilled), and b) the percentage of the participants recruited through SHARE among the candidates received from SHARE (percentage provided and recruited). Results Forty-four projects were eligible for inclusion. Recruitment data for 24 projects were available (20 excluded because of missingness or incompleteness). Survey invites were sent to all the eligible research teams and received 12 responses. Analysis of recruitment data shows the overall percentage fulfilled was 34.2% (interquartile 13.3–45.1%), the percentage provided and recruited 29.3% (interquartile 20.6–52.4%) and percentage identified and recruited 4.9% (interquartile 2.6–10.2%). Based on the data reported by researchers, percentage fulfilled was 31.7% (interquartile 5.8–59.6%) and percentage provided and recruited was 20.2% (interquartile 8.2–31.0%). Conclusions SHARE may be a valuable resource for recruiting participants for some clinical studies. Potential improvements are to expand the registrant base and to incorporate more data generated during patients’ different health care encounters into the candidate-searching step.

ARTIKEL REKRUTMEN APARATUR DESA TERHADAP PENINGKATAN KINERJA PEMERINTAH DI DESA ANALUTUR, KECAMATAN BABAT TIMUR KABUPATEN MALUKU BARAT DAYA

ABSTRACTThe Village Government apparatus of Analutur, Southwest Maluku Regency is not excellent, and one of the influencing factors is that the Village Apparatus Recruitment is not carried out properly. By using associative research methods that link recruitment and performance. Data were collected by conducting structured interviews, observations, literature study, and distributing a list of questions to 50 respondents. then analyzed quantitatively (Product Moment Correlation Statistical Analysis). The results show that the correlation between apparatus recruitment and government performance in Analutur Village, Southwest Maluku Regency is 0.857. Based on the coefficient of determination, it is proven that recruitment contributes to performance by 62.2% and the remaining 37.8% is determined by other variables which are constant. Furthermore, a significant test was carried out using t-count at a confidence level of 0.05%. And the result is t-count of 8.888> t-table 1.68, which means that the hypothesis is accepted. Keywords: Apparatus Recruitment, Performance and Village Improvement

Importance of ICT in Human Resources Management and Evaluation in Terms of Events

Electronic human resources management is the use of information technologies for human resources applications that enable easy interaction between employees and employers. Therefore, through electronic human resources management, information about recruitment, performance management, strategic orientation, and education is provided. Competitive business environments have made institutions and organizations to take into account innovations and superiorities to survive. In this context, one of the biggest obstacles that the human resources department has to overcome is the rapidly changing technological environment. The possibilities of technology for human resources management are infinite. In principle, all human resources processes are supported by technology. One of the areas where communication and information technology can be used effectively is events. This chapter describes how communication and information technology can be used effectively when planning and managing human resources in event organizations.

Applications and recruitment performance of web-based respondent-driven sampling: a scoping review (Preprint)

BACKGROUND Web-based respondent-driven sampling (webRDS) is a novel sampling method for the recruitment of participants for generating population estimates, studying social network characteristics and delivering health interventions. However, the application, barriers and facilitators, and recruitment performance of webRDS have not yet been systematically investigated. OBJECTIVE Our objectives were to provide an overview of published research using webRDS, and to investigate factors related to webRDS recruitment performance. METHODS We conducted a scoping review on webRDS studies published between 2000 and 2019. We used Moore et al.’s (2015) ‘process evaluation of complex interventions framework’ to gain insights into how webRDS was implemented, what mechanisms of impact drove recruitment, what the role of context was, and how these components together influenced webRDS recruitment performance. RESULTS We included 18 studies from 8 countries, including both high and low-middle income countries, where 12 studies used webRDS for making population estimates, 3 for studying social network characteristics, and 3 for delivering health-related interventions. Studies used webRDS to recruit between 19 and 3448 participants from a variety of target populations. Studies differed greatly in the numbers of seeds recruited, the proportion of successfully recruiting participants, the numbers of recruitment waves, the types of incentives offered to participants, and the duration of data collection. Studies that recruited relatively more seeds, through online platforms, and with less rigorous selection procedures, reported relatively low percentages of successfully recruiting seeds. Studies that did not offer at least one guaranteed material incentive reported relatively fewer waves and lower percentages of successfully recruiting participants. The time of data collection was shortest in studies with university students. CONCLUSIONS WebRDS can be successfully applied to recruit individuals for making population estimates, studying social network characteristics, and delivering health interventions. In general, seed and peer-recruitment may be enhanced by rigorously selecting and motivating seeds, offering at least one guaranteed material incentive, and facilitating adequate recruitment options in regards to target populations’ online connectedness and communication behavior. Potential trade-offs should be taken into account when implementing webRDS. Examples are recruiting many seeds and less opportunities for rigorous seed selection procedures, as well as issues around online rather than physical participation, such as risks of system cheaters through repeat participation. CLINICALTRIAL

The role of HR in leadership development

Purpose Business environments have become more complex, dynamic, and uncertain in the past few decades. To navigate this complexity, organizations need to enhance their competitiveness, improve performance, and build leadership. Though leadership contributes to strategic advantage, the challenge for human resources (HR) to build the next generation of leaders remains. This has sparked the need for practitioners to understand the role of HR in enhancing leadership capability. Design/methodology/approach Using qualitative analysis and practitioner insights, this paper contributes to the understanding of the role of HR in leadership development. Findings The study proposes the HR PACE model for the role of HR in leadership development. Practical implications This study has potentially significant implications for HR, leadership development scholars, and practitioners while designing and implementing leadership development in organizations. Originality/value While empirical studies on how HR practices of recruitment, performance management, training, and development impact organizations exist, there are rare studies assessing the role of HR in leadership development. This study examines the role of HR in leadership development.

Editorial: Seed Science and Technology. Volume 47 Issue 3 (2019)

Seed viability and germination are central topics for Seed Science and Technology, especially regarding useful and/or threatened plants, such as medicinal and crop species. Both seed viability and germination may be affected by various factors, including phytopathogens, environmental conditions and age of the seeds. Therefore, on one hand there is a constant need to monitor seed quality and on the other to prevent pests and improve recruitment performance. These topics are addressed in this issue through new user-friendly techniques or existing protocols, which may include inter-disciplinary approaches combining molecular, ecological and agronomic skills.