Objective and bias-free measures of candidate motivation during job applications

Society suffers from biases and discrimination, a longstanding dilemma that stems from ungrounded, subjective judgments. Especially unequal opportunities in labor remain a persistent challenge, despite the recent inauguration of top-down diplomatic measures. Here we propose a solution by using an objective approach to the measurement of nonverbal behaviors of job candidates that trained for a job assessment. First, we implemented and developed artificial intelligence, computer vision, and unbiased machine learning software to automatically detect facial muscle activity and emotional expressions to predict the candidates’ self-reported motivation levels. The motivation judgments by our model outperformed recruiters’ unreliable, invalid, and sometimes biased judgments. These findings mark the necessity and usefulness of novel, bias-free, and scientific approaches to candidate and employee screening and selection procedures in recruitment and human resources.

Job Assessment Through Bioelectrical Measures: A Neuromanagement Perspective

During recruitment, human resource departments face two challenges: finding the right people for the job and attracting talent. Therefore, the hiring process requires both the ability to communicate a good company brand image and to understand the characteristics and potential of candidates. In this study, we used a neuroscientific approach to measure the experience of candidates during a job interview. The experiment involved 30 participants that individually took part in a job interview lasting 40 min. During the experiment, their engagement and stress levels were measured in real-time with skin conductance and electroencephalographic (EEG) data. From the results, we identified both the most stressful phases (the second and the fourth parts, relating to the explanation of the job and remuneration) and the most engaging phases (the first and the third phases, relating to the presentation of the company and the explanation of the career process) of the interview, suggesting implications for the assessment process. This study is a contribution to the field of neuromanagement, as a neuroscientific approach was applied to management issues in light of work and organizational psychology.

Optimization of the Turnaround Time and Quality of Production-Screening Tests in Offshore Fields – Some Case Studies

Production-screening test (PST) is performed on a reservoir drill-in fluid (RDIF) prior to running any component of the lower completion assembly that is vulnerable to plugging. This is applicable in open-hole completions in which wire-wrapped production screens are deployed. The key objective of a PST is to reduce the risk of plugging key completion components, such as production screens, during subsequent flow back. Hence, a PST increases the chance of preserving well productivity (or injectivity), ultimate recovery and project economics. However, conducting and achieving PST-quality RDIF in offshore fields can be cumbersome, time-consuming, and expensive, yet the quality is not guaranteed. This paper presents the formulation, implementation, and results of a simple strategy to reduce the turnaround time and costs of achieving PST-quality RDIF for applications in offshore fields. Employing a combination of on-the-job assessment, empirical data and expert opinions, the strengths and weaknesses of onsite versus offsite (onshore) options of preparing PST-quality RDIF for offshore operations are evaluated. As a case-study, empirical data from the execution of both onsite and offsite options for an example field are employed for the evaluation. Results of simple cost-time-benefit analysis underscore the robustness and competitiveness of preparing the PST-quality RDIF offsite and transporting same for subsequent test validation and application on the rig. The results of these empirical examples show that the offsite option yields about 75% cost-saving relative to its onsite counterpart. In addition to cost saving, other incremental benefits of the former include (i) significant reduction in rig time and personnel; (ii) improved RDIF quality; and (iii) higher chances of preserving well performance and economics. To increase the success rate, residual risks of the preferred offsite option are outlined, and relevant mitigations provided.

Factors That Influence Reseller Purchasing Decisions

This study was conducted to examine what factors shape reseller purchasing decisions. This study used a quantitative approach by collecting data using questionnaires and then organizing the data using SPSS and SMART-PLS. The questionnaire was distributed to 68 respondents who were resellers from PT Dwitunggal Kencana Raya. This research used Confirmatory Factor Analysis (CFA). The factors used were derived from previous studies and were rational and emotional factors. Rational factors included product, brand image, price, distribution, promotion, service quality, information and warranty. Emotional factors included job assessment, incentives and interpersonal. The results of this study indicated that rational and emotional factors can be used to shape purchasing decisions at Jaguar Star resellers and for Dwitunggal management. Keywords: reseller, purchase decision, rational factors, emotional factors, CFA

Developing an online course for marine engineering

Developing an English Academic Online Course for engineering is a complicated endeavor. The ultimate goal of any teacher or professor is to make the students learn circadian and consciously in order to remember the theory and to be able to apply it in the future job. Assessment of every progress of the student is almost impossible during a traditional course, taking into account the fact that the groups of students are quite large and the course or the seminar time is limited. Starting from these premises we have tried to develop an online course that gives the professor the opportunity to check, by means of computer, every progress in learning terminology in a foreign language. The structure of the course and the levels of learning are described in the paper.

An Assessment of the Employee Job Satisfaction: Views from Empirical Perspectives

Job satisfaction stresses on the personal feelings within the job environment in relation to job assessment. Various academics and scientists studied in the past, the significant association between personal expectations and job satisfaction of employees. These past studies were based on the model of personality traits and other variables in determination of employee job satisfaction. This study is to assess the relationship and effect between independent and dependent variables. To ensure that the stated objectives are met, a 7 point Likert scale questionnaires were administered to 140 managers and non-manager employees. However, only 128 of the questionnaires were returned without errors and ready to go through the analysis processes. Data analysis was conducted in two phases namely the descriptive and inferential statistics. Descriptive analysis aided by the mean counts was applied in describing the empirical data; whereas the inferential statistics of Pearson’s chi-square test and ANOVA were utilized to determine the relationship and the effect of independent on the dependent variable. ANOVA was used to assess the effect of independent variables on the dependent variable. This empirical study demonstrates mix results through Pearson’s chi-square and ANOVA tests. WEP and employee status does not differ from EJS whereas employee position differs from EJS. The ANOVA test revealed a significant effect of WEP and EPS on EJS. The study revealed that SME owners in FB district municipality experienced very high entrepreneurial challenges in contrast to their counterparts in JTG district municipality. Given these findings, the author called on policymakers to prepare specific strategies and programs that motivate employees within the establishment.

Development of Industry-Specific Physical Job Evaluation Tool

Background According to Washington State workers’ compensation data, construction as an industry ranked first in its compensable claims rate of work-related musculoskeletal disorders (WMSD) injuries (Anderson, Adams, Bonauto, Howard, & Silverstein, 2015). Many current physical job assessment tools available for ergonomics practitioners to evaluate work-related musculoskeletal disorder risks of the back, shoulder, hand/wrist and knee are mostly of general purposes. This project sought to identify risk factors pertinent to given industries. The construction industry is used as an example in this demonstration. Approach Four hundred thirty-six construction employees from sixteen companies in the State of Washington were observed and evaluated using commonly used exposure assessment tools: Washington State Checklists (Washington State Department of Labor and Industries, 2004a, b), Strain Index (Moore & Garg, 1995), American Congress of Governmental Industrial Hygienists Lifting Threshold Limit Values (ACGIH, 2005), Liberty Mutual Manual Materials Handling Guidelines (Snook & Ciriello, 1991), Quick Ergonomics Checklist (David et al, 2005; David et al, 2008), and the European Union Vibration Directives (EU, 2002). The physical risk factors that were evaluated are those that have been associated with WMSDs. These risk factors included: awkward postures of the back, shoulder, hand/wrist; lifting; pushing, pulling, carrying; high hand forces (pinching, griping); highly repetitive motions of the hand/wrist; repeated impacts of the hand or knee; vibration (whole body, hand); and any specific tasks with potential WMSD risks but were otherwise not covered in any of the common assessment tools. Following the results of the exposure assessments, a comprehensive physical job evaluation checklist was created by retaining items sensitive to differentiate levels of risks within jobs in the construction industry. From our job evaluations, WMSD risk factors may not be the same between industry groups and as such, industry-specific tools may simplify the evaluation process by focusing on unique exposures. The final Physical Job Evaluation Checklist is currently presented in the form of a spreadsheet available for download and use ( www.lni.wa.gov/Safety/Research/Wmsd/WMSD2010.asp ). Accompanying reference guide is also available to provide instructions how data fields can be obtained or measured. The user can print out a paper form first, record the assessment at a job site, then enter the necessary data into the spreadsheet. The algorithm then generates all the evaluation reports and highlight areas that should receive attention. The goals are to raise general awareness of industry-specific physical factors that contribute to work-related musculoskeletal disorders (WMSDs), and help identify specific aspects of the job that pose a risk for back, shoulder, hand/wrist and knee injury common in the construction industry. Using the Physical Job Evaluation Checklists can help prioritize injury prevention efforts by identifying the jobs, or the aspects of the job that pose the greatest risk of injury. It is also possible to evaluate the impact that proposed jobsite changes have on WMSD risk (before and after exposures). And finally, it is possible to compare exposures between workers performing the same or different tasks. Limitation Due to the study design, the Physical Job Evaluation Checklist IS NOT intended to predict the occurrence of WMSDs or to provide guidance or suggestions on how to mitigate exposure to risk factors of WMSDs.

MENGINTEGRASIKAN MANAJEMEN SUMBER DAYA MANUSIA DI MADRASAH

Human resource management is part of organizational management that is supposed to focus on human resources. Observing the importance of the role of human resources in the organization of this madrasah, at least is to reconciling the development of the work environment that occurs-especially in the world of Islamic education today, so that madrasah should be able to pay attention to the importance of human resource management programs through the practice of integrating human resources management including human resource planning, recruitment, selection, orientation and placement, training and development, job assessment and compensation into planning, management and control of madrasah organizations related to allocation and human resource development in madrasah Keywords. Management, Human Resource Development, Madrasah.

Osobowościowe uwarunkowania dopasowania pracownika do charakteru pracy

Aim: Over the last twenty years there have been numerous studies showing significant relationships between personality dimensions and predisposition to doing a job of a specific character. The aim of this research is to examine the relationships between personality, job characteristics and perceived job satisfaction with a view to demonstrate the rationale behind the application of personality tests as the tool for predicting the employee’s fitting the job specification in the recruitment process.Design / Research methods: In order to verify the selected relationships, a quantitative study on a group of Polish workers (N = 302) was carried out. It correlated five personality dimensions (tested by the NEO-FFI questionnaire) with the level of employee’s satisfaction and the work characteristics (questionnaires made by the author were used).The satisfaction level was determined based on employees’ job assessment and professional career development, while the character of the job was examined according to seven scales: individual vs. team work, complexity of tasks, application of new technologies, procedures, customer contact, influence on customer’s emotions, dependence on supervisor.Conclusions / findings: The results of the analyses showed that each personality dimension was significantly different for respondents satisfied with their performance of work of a particular nature. This can confirm the use of personality tests in the recruitment process; however, some factors need to be taken into account, including, among others, organizational environment or specific job demands.Originality / value of the article: The article is an attempt to link comprehensively different studies focusing on the association between personality and the type of work performed, with this objective being expanded by adding a moderate variable - job satisfaction, which allows one to determine the extent to which the type of work fits a particular dimension of personality.Implications of the research: The implicational value pertains to recruitment and selection processes, justifying the validity of the personality test application in recruitment processes. Limitations of the research: In the future, it would be useful to enlarge the group examined in order to be able to generalize the results and add other moderate variables, such as, for example, organizational demands shaping the character of work.