scholarly journals Dominant Factors for an Effective Selection System: An Australian Education Sector Perspective

Systems ◽  
2019 ◽  
Vol 7 (4) ◽  
pp. 50 ◽  
Author(s):  
Rozario ◽  
Venkatraman ◽  
Chu ◽  
Abbas
Keyword(s):  
Information Technologies ◽  
Selection Process ◽  
Employee Selection ◽  
Further Education ◽  
Education Sector ◽  
Business Outcomes ◽  
Qualitative Survey ◽  
Effective Selection ◽  
Recruitment System ◽  
Study Offer

With the latest advancements in information technologies, many organisations expect systems to provide effective support in the recruitment process and decision making. However, there is a lack of clarity on the dominant factors required for an effective recruitment system which can influence business outcomes. This paper aimed to identify the predominant factors in the employee selection process and the use of a management system for decision support. The empirical study consisted of a qualitative survey of 74 samples and a quantitative survey of 204 individual participants from 17 organisations coming from technical and further education (TAFE)/dual education (higher education and vocational education) sector members of the Victorian TAFE Association in Australia. Using commonly adopted exploratory factor analysis (EFA) of 38 variables, the data triangulation of the qualitative and quantitative analysis resulted in conformance of five dominant factors under three themes. We believe the results of the study offer actionable suggestions in developing an effective recruitment system and furthers the research in this field of study.

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).

About some of the factors for public administration effectiveness

2020 ◽  
Vol 22 (1) ◽  
pp. 26-32
Author(s):  
ALIKHAN М. BAIMENOV ◽  
Keyword(s):  
Public Administration ◽  
Corporate Culture ◽  
Work Experience ◽  
Information Technologies ◽  
Selection Process ◽  
Rapid Development ◽  
The State ◽  
Information Flows ◽  
Factors Affecting ◽  
State Apparatus

The article emphasizes that modern governments, working in unique socio-economic, historical and cultural conditions, must take into account global trends, as well as the growth of citizens’ expectations associated with the rapid development of information technologies and other factors. In such circumstances, special attention is paid to the effectiveness of public administration. The article discusses some of the significant factors impacting the effectiveness of public administration, such as the professionalization of the state apparatus, the legibility of the institutional framework, the optimization of information flows and corporate culture. In accordance with this, on the basis of work experience in the public administration system and analysis of civil service reforms in the countries of the region, the main challenges and possible solutions are shown. In the professionalization of the state apparatus, the importance of the merit principles in the selection and promotion stages of personnel through the empowerment of human resource (HR) management services, the integrity of tools and approaches at all stages of selection process, and the responsibility of the selection board are noted. The author focuses on the need to ensure a balance of powers, responsibility and resources, delimitation of powers between political and administrative civil servants, optimization of information flows. Particular importance is paid to corporate culture, which is one of the main factors affecting the efficiency of the state apparatus. It is noted that central values of corporate culture and leadership in state bodies of the countries of our region, along with generally accepted in the modern leadership theory, should be respect for the dignity, work and time of employees.

FROM SUBCONTRACTED R&D TO JOINT COLLABORATION: THE ROLE OF TRUST IN FACILITATING THIS PROCESS

2004 ◽  
Vol 01 (02) ◽  
pp. 205-231 ◽  
Author(s):  
PAUL RYAN ◽  
MAJELLA GIBLIN ◽  
EDEL WALSHE
Keyword(s):  
Organizational Behavior ◽  
Operations Management ◽  
Management Practices ◽  
Selection Process ◽  
Negative Relationship ◽  
High Tech ◽  
Effective Selection ◽  
Unstable Environment ◽  
Consumer Tastes

High-technology companies operate in a dynamic and unstable environment due to rapidly changing technologies and consumer tastes. An increasing number of companies are engaging in joint R&D projects to subvent the constraints to competitiveness in this turbulent environment. Collaborative R&D activity has been studied from the perspectives of strategic management [Dodgson (1992)], organizational behavior [Powell et al. (1996)], operations management [Nooteboom et al. (2000)] and business-to-business marketing [Turnbull et al. (1996)]. Within the literature, trust has been identified as highly significant to alliance effectiveness, governance and the development of a long-term mutually beneficial relationship. [Perry et al. (2002); Ramaseshan and Loo (1998); Morgan and Hunt (1994); Ganesan (1994); Nooteboom et al. (2000)]. This paper describes a collaborative R&D project between two high-tech companies to trace the development of trust between the partners. It specifically considers the role of trust in facilitating the progression of their relationship from subcontracting to joint collaboration. Reaffirming existing theories, the findings of the paper identify partner compatibility and an effective selection process as well as openness and honesty as the foundations for trust. Moreover, sound management practices were found to foster high levels of co-operation and commitment to the relationship. The main contribution of the paper is the identification of opportunistic behavior as a possible positive phenomenon. This provides new insight to existing literature which traditionally assumes a negative relationship between trust and exploitative behavior.

scholarly journals Netværksbaseret læring

2017 ◽  
Vol 16 (30) ◽  
pp. 101
Author(s):  
Morten Pilegaard
Keyword(s):  
Information Technology ◽  
Information Technologies ◽  
Further Education ◽  
Networked Learning ◽  
Distance Teaching ◽  
Evaluation Report ◽  
Empirical Basis ◽  
Course Materials ◽  
On Line ◽  
And Training

This paper discusses pedagogical and technological aspects of networked learning and the interplay between pedagogical principles, information technology and the educa-tional and organisational frameworks in the context of a distance-teaching course for Danish graduates seeking research-based further education and training in English for medical purposes. The empirical basis is an evaluation report of a second generation distance-teaching course where applied information technologies are geared to maxi-mum pedagogical efficiency by presenting on-line course materials in a flat visual de-sign and by facilitating dialogue between course participants working in teams.

scholarly journals Analysis of Recruitment System and Effective Selection for Front-Line Staff Outsource at Pt Garuda Indonesia (Persero) TBK

2021 ◽  
Vol 8 (5) ◽  
pp. 187-192
Author(s):  
Bobby Pratama Saragih ◽  
Harmein Nasution ◽  
Iskandarini .
Keyword(s):  
Business Processes ◽  
Service Providers ◽  
Front Line ◽  
Transportation Services ◽  
Line Staff ◽  
Effective Selection ◽  
Selection For ◽  
Owned Company ◽  
Recruitment System ◽  
Recruitment And Selection

PT Garuda Indonesia (Persero) TBK is a state-owned company whose business focus is transportation services pax and cargo. In carrying out its business processes, the Garuda Indonesia Company has a cooperation with PT Perdana Perkasa Elastindo (Persaels) in providing outsourced labor for front-line staff. The performance evaluation data of the front-line outsource staff stationed at Garuda Indonesia Medan Branch for the last 3 years (2015, 2016 and 2017), it was found that around 40% of the total front-line staff did not show good performance according to the company's needs. The purpose of this research is to identify the factors exist in the dimensions of the recruitment and selection system that are constraints, and formulate an effective recruitment process design and selection for outsourced front-line staff by outsourced service providers. The requirements of front-line staff met with the company needs as outsourced service users. The data analysis used descriptive qualitative technique. The results of the research on several factors from the existing recruitment and selection dimensions indicate that the factors of Job description, Job Requirements, Sources of recruitment, interview process and consistency in the implementation of the selection test are factors that become obstacles in producing competent outsourced front-line staff according to the needs of the company PT Garuda Indonesia ( Persero) TBK. Keywords: Recruitment system, front-line staff outsource, PT Garuda Indonesia (Persero) TBK.

scholarly journals Challenges in Recruitment and Selection Process: An Empirical Study

Challenges ◽  
2019 ◽  
Vol 10 (2) ◽  
pp. 35 ◽  
Author(s):  
Sophia Diana Rozario ◽  
Sitalakshmi Venkatraman ◽  
Adil Abbas
Keyword(s):  
Empirical Study ◽  
Knowledge Economy ◽  
Employee Retention ◽  
Selection Process ◽  
Employee Selection ◽  
Critical Factors ◽  
Recruitment And Selection ◽  
The Right ◽  
Interview Panel ◽  
Critical Aspects

Today’s knowledge economy very much depends on the value created by the human resource of an organisation. In such a highly competitive environment, organisations have started to pay much attention to the recruitment and selection process, as employees form their main asset. However, the critical factors involved in the employee selection process is not well studied. Previous studies on the recruitment and selection process have been performed mainly to study the performance of the employees and the criteria attracting the right talent leading to employee retention and organizational efficiency. The distinction of this paper is that it studies the existing recruitment and selection process adopted by tertiary and dual education sectors in both urban and regional areas within Australia. The purpose of this research is to conduct an empirical study to identify the critical aspects of the employee selection process that can influence the decision based on different perspectives of the participants such as, hiring members, successful applicants as well as unsuccessful applicants. Various factors such as feedback provision, interview panel participation and preparations, relevance of interview questions, duration and bias were analysed and their correlations were studied to gain insights in providing suitable recommendations for enhancing the process.

Criminal history and the workplace: a pathway forward

2019 ◽  
Vol 38 (5) ◽  
pp. 494-504 ◽  
Author(s):  
Nicole C. Jones Young ◽  
Ann Marie Ryan
Keyword(s):  
Design Methodology ◽  
Selection Process ◽  
Employee Selection ◽  
Criminal History ◽  
Job Seekers ◽  
Criminal Records ◽  
Content Type ◽  
Relevant Topic ◽  
Conducting Research ◽  
Specific Barriers

Purpose The purpose of this paper is to summarize some of the key gaps in knowledge regarding the use of criminal records in employee selection and post-hire challenges that those with a criminal record may continue to face. Design/methodology/approach This paper is a general review and introduction to the special issue on criminal history and employment. Findings The authors suggest that understanding the “what,” “how,” “why” and “who” may provide researchers with increased clarity regarding the relevance and use of criminal records within the employee selection process. Research limitations/implications The authors encourage researchers to explore the management constructs and theories to understand how they may operate and affect this population upon entry into the workplace. Additionally, the authors discuss some of the methodological challenges and considerations related to conducting research on this population. Originality/value While researchers continue to seek and better understand the experiences of job seekers with criminal records and specific barriers to fulfilling work, there are many aspects of the pre- and post-employment experience that are not yet well examined. This paper provides a pathway forward for management researchers within the area of criminal history and employment, an understudied yet relevant topic.

Work Group Reactions to New Members: Tool or Trap in Making Selection Decisions?

1984 ◽  
Vol 13 (4) ◽  
pp. 485-493 ◽  
Author(s):  
James W. Fairfield-Sonn
Keyword(s):  
Theoretical Model ◽  
Selection Process ◽  
Work Group ◽  
Employee Selection ◽  
Diagnostic Model ◽  
New Members ◽  
Practical Applications ◽  
Selection Decisions ◽  
Different Types ◽  
Specific Position

While most models of the employee selection process emphasize the need to match individuals with organizations, this paper goes a step further by suggesting work group reactions to new members should also be considered in making these decisions. A theoretical model for predicting these reactions is presented. The model suggests a group's receptivity to a new member in general and the nature of the specific position to be filled will interact to create four different types of reactions. These reactions are acceptance, avoidance, confrontation, or nurturance. After the diagnostic model is described, several practical applications of the model are discussed.

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