Memorial

2020 ◽  
Vol 39 (9) ◽  
pp. 685-685
Author(s):  
Jaime Checa
Keyword(s):  
Labor Market ◽  
Training Program ◽  
Civil Engineering ◽  
Selection Process ◽  
Colorado School ◽  
Scientific Training ◽  
Young Professionals ◽  
Engineering Degree ◽  
Stringent Selection ◽  
Oil Company

Hector Alfredo Alfonso Acero received his civil engineering degree from the Universidad Nacional de Colombia in 1987. In 1988, as he began eyeing the labor market, he was attracted by an opportunity offered by Ecopetrol where young professionals from various disciplines were invited to participate in a scientific training program in collaboration with the Colorado School of Mines. After a stringent selection process, he was admitted to a program that would convert him into a geophysical exploration expert. There he began a 30-year career that would lead him to be an authority on geophysics for the Colombian National Oil Company.

scholarly journals Creation of a Co-Terminal BS/MS Civil Engineering Degree Program

2020 ◽  
Author(s):  
Charles Riley ◽  
Roger Lindgren ◽  
Sean St. Clair ◽  
David Thaemert ◽  
Matthew Sleep
Keyword(s):  
Civil Engineering ◽  
Degree Program ◽  
Engineering Degree

scholarly journals An effective selection process is the key to quality job positions occupation conditional for long-term competitiveness

2019 ◽  
Vol 24 (24) ◽  
pp. 5-9
Author(s):  
Katarína Stachová ◽  
Zdenko Stacho ◽  
Zuzana Papulová ◽  
Marek Jemala
Keyword(s):  
Labor Market ◽  
Selection Process ◽  
Employee Selection ◽  
Business Environment ◽  
Positive Trend ◽  
Roles And Responsibilities ◽  
Current State ◽  
Rapid Changes ◽  
Effective Selection

Abstract The need for adaptation to rapid changes in the business environment, both on the part of employees and employers, implies dealing with new challenges, acquisition of new knowledge and skills and assumption of new roles and responsibilities. The base for companies is the availability of qualified human resources, which is ensured by the human resource management department mainly through an effective process of employee selection. The paper is oriented at the analysis of the current state of focus of organizations operating in Slovakia on systematicity and complexity of the selection process, the existence of an effective internal labor market and the regularity of development of used selection tools in the context of technological progress and changes in labor market requirements in regions of Slovakia. Results of the survey on (n = 343) enterprises show a positive trend, an increase of more than 10 percent in the orientation towards improvement of the process of employee selection, but on the other side it also confirm an increase in disparities between individual regions of Slovakia, some regions (Eastern Slovakia) progress much slower than the developed ones (Bratislava).

scholarly journals Judging good appearance in personnel selection

2018 ◽  
Vol 25 (87) ◽  
pp. 656-675
Author(s):  
Altair dos Santos Paim ◽  
Marcos Emanoel Pereira
Keyword(s):  
Labor Market ◽  
Human Resources ◽  
Random Sample ◽  
Personnel Selection ◽  
Racial Bias ◽  
Selection Process ◽  
Physical Appearance ◽  
Racial Diversity ◽  
Job Applicants ◽  
Selection Of

ABSTRACT Judgement of what one views as good appearance in the selection of job applicants may reveal racial bias in access to the labor market. The purpose of this study is to evaluate the effects of racism in judging physical appearance in personnel selection. The non-random sample was composed of seventy-four (74) participants, of whom forty-two were human resources professionals (57%). The instruments used were an assessment of résumés, a set of prejudice scales, an inventory of racism in the labor market, an indicator of good appearance and a sociodemographic questionnaire. Three hypotheses were tested. Hypothesis 1, which postulated a preference for white candidates was confirmed. Hypothesis 2 was corroborated, because the professionals showed a higher tendency to choose candidates with a fairer complexion. Hypothesis 3, which made reference to good appearance was rejected, because the participants elected hygiene as a further element present in the judgment in selecting candidates. Finally, it is considered that the selection process should be based on the acceptance of racial diversity, a key element for the development of creative and innovative organizations.

Employment preferences of employers and competence requirements for young professionals

10.12737/4874 ◽  
2014 ◽  
Vol 3 (3) ◽  
pp. 30-34
Author(s):  
Матюшко ◽  
A. Matyushko
Keyword(s):  
Labor Market ◽  
Young People ◽  
University Graduates ◽  
Youth Policy ◽  
Important Place ◽  
Main Research ◽  
Young Professionals ◽  
Research Areas ◽  
Level Of Training ◽  
The University

Labor market almost daily updated with young professionals — university graduates, who get up to the first stage of his career. Young professionals or the university graduates make up a large part of the working population of Russia and occupy an important place in the reproduction and development of human resources and are major innovative potential. Transition to innovative development of Russia’s economy implies new requirements for the development of young people, and for the youth policy objectives. The main goal of the medium-and long-term national youth policy is to increase the human capital of young people and increase their competitiveness.The idea of the perfect young professional today is variously as employers and graduates.This article presents the results of Orenburg region employers research. Main research areas: staffing needs of employers and ways of addressing them, the general and specific requirements of employers to young professionals, evaluation of the young specialists level of training. Practical recommendations to improve the competitiveness of young professionals on the labor market and the development of partnerships with higher education institutions and employers in the region.

A Model of Leadership Development

2002 ◽  
Vol 31 (4) ◽  
pp. 517-522 ◽  
Author(s):  
Jill Goski ◽  
Gail Blackstone ◽  
Jules Laing
Keyword(s):  
Leadership Development ◽  
Training Program ◽  
Leadership Training ◽  
Effective Leadership ◽  
Selection Process ◽  
Real Life ◽  
Diverse Population ◽  
Leadership Academy ◽  
Traditional Training

Ramsey County, Minnesota successfully implemented an innovative and effective leadership training program. The county includes the metropolitan St. Louis area and serves a diverse population. The leadership academy is an ambitious endeavor that includes traditional and non-traditional training and is available to all employees through a rigorous selection process. The outcomes included reports from eight teams on leadership challenge projects where participants were asked to apply what they learned to real-life situations.

scholarly journals The youth’s perceptions of the labor market in Russia, China and Germany: A comparative analysis

2021 ◽  
Vol 21 (3) ◽  
pp. 520-535
Author(s):  
A. S. Savenkova
Keyword(s):  
Labor Market ◽  
Work Experience ◽  
Educational Institutions ◽  
Social Perceptions ◽  
Chinese Youth ◽  
Young Professionals ◽  
Potential Success ◽  
Basic Ideas ◽  
The Stability ◽  
Ideal Worker

The study of the specifics of professional choice and of the factors that determine labor orientations of the youth is one of the urgent sociological tasks for researchers all over the world. The universal, supranational nature of this task under globalization explains the need to compare labor orientations of the Russian youth with their foreign peers. The article aims at assessing the basic ideas about the labor market of the youth in Russia, Germany and China. The empirical part of the article is presented by the survey and interviews of the Russian, German and Chinese youth. The author considers typical problems that the young professionals face when searching for a job, their opinions on the most important work qualities, similarities and differences in the perception of the ideal worker. Young people in Russia, Germany and China name different aspects of working life as the most important: Russian respondents value wages and the stability of organization more than the Chinese and especially German. On the other hand, German and Chinese students prefer activities that reveal personal creativity and leave space for personal life. Considering social capital, unlike their peers from Germany and China, Russian respondents do not associate the fact of having a university diploma with potential success in the labor market. More often than the Chinese and Germans respondents, the Russian youth mention nepotism and corruption as an obstacle to successful employment. Among the similar social perceptions of the respondents from three countries, one can name the difficulties associated with the lack of work experience. The interaction of educational institutions and employers can help in overcoming the difficulties that the young Russians face when searching for a job.

scholarly journals Psychological and pedagogical aspects of retraining people of pre-retirement age

2019 ◽  
pp. 149-159
Author(s):  
T. Sidorchuk ◽  
M. Sidorchuk
Keyword(s):  
Labor Market ◽  
Older People ◽  
Pension Reform ◽  
Psychological Support ◽  
Transitional Period ◽  
Retirement Age ◽  
Young Professionals ◽  
Professional Health

The article considers the analysis of the main problems associated with retraining and employment of people of pre-retirement age. The organization of these processes is possible only with the development of a set of educational retraining programs and effective psychological support. Changes in the sphere of employment of older people entail not only the reform of the labor market of young professionals, but also the whole system of geront education, which should include professional, health, cognitive, psychological and personnel components. The author of the article talks about the need for a transitional period for the implementation of the Pension Reform, outlines the main structures requiring a reorientation of their work directions so that Russians, regardless of age, feel “protected” in the labor market.

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