An Examination of Recruiting and Selection Practices to Promote Diversity for Colorado State Troopers

Purpose This paper aims to examine the effect of technological, organizational and environmental factors on the level of innovation outcomes in manufacturing small- and medium-sized enterprises (SMEs). Design/methodology/approach Drawing on the technology-organization-environment theory this paper conducts a discriminant analysis of firms’ innovation level based on a data set of manufacturing SMEs. Findings The results show that low- and high-innovative firms can be distinguished in terms of information technology (IT) knowledge and infrastructure, commitment-based human resources (HR) selection practices, exploitative innovation and organizational capital. Practical implications The study findings support the idea that innovation is a complex phenomenon explained by multiple factors. As a consequence, firms need to devote extra efforts to develop IT knowledge and infrastructure, commitment-based HR selection practices and organizational capital because these are crucial for obtaining greater innovation outcomes. In addition, the identification of exploitative innovation as a strong discriminant variable highlights that the most effective way to be a highly innovative SME is through incremental innovation, which permits the firm to capitalize as much as possible on previous exploratory efforts. Originality/value Although many studies have highlighted that innovation is more challenging for SMEs than for their larger counterparts, the vast majority of studies has been conducted in large companies. This paper extends prior literature by analyzing the discriminant variables that may distinguish between low- and high-innovative manufacturing SMEs.

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RECRUITMENT AND SELECTION PRACTICE ON INDONESIA STATE-OWNED ENTERPRISE: A LITERATURE REVIEW

Manajemen Bisnis ◽

10.22219/jmb.v10i2.13093 ◽

2020 ◽

Vol 10 (2) ◽

Author(s):

Jafar Basalamah ◽

Muhammad Herdiansyah Syahnur ◽

Abdurrahman Basalamah

Keyword(s):

Organizational Performance ◽

Secondary Data ◽

Organizational Growth ◽

Factors Affecting ◽

State Owned Enterprise ◽

Literature Evidence ◽

Recruitment And Selection ◽

Hr Strategy ◽

Different Sources ◽

Selection Practices

In modern days recruitment and selection practices has become a challenge within the developing countries. Various companies struggling with personnel challenges due to increasing competent applicants. The labor market focuses on factors affecting recruitment and selection practices on organizational performance and it becomes a challenge for corporate owners. Because of the fact, attracting qualified, skilled and experienced candidates is important and urgent. In this note, relative HR strategy practices bring changes to organizational growth and impact organizational and corporate performance. The purpose of research was to explore factors affecting the recruitment and practice of selection on the company's performance. However, this research provides useful insight into critical literature, evidence and contributes to finding gaps in recruitment and practice selection at the company's performance in particular state-owned enterprises. Therefore, these studies review past literature and secondary data gathered from different sources such as official publications from each authority, website, journal, and books. This critical review emphasized that the recruitment and selection practices were manipulated in the recruitment sector of state-owned enterprise. Therefore, the company faced great difficulties to provide a professional public service.

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