Application of the AHP Method for KIP Recommendation Applications -College Students

The Smart Indonesia Card (KIP) is an assistance in the form of cash from the government given to students whose parents are less able to finance their education, as a continuation and expansion of the targets of the Poor Student Assistance (BSM) program. KIP has a goal, namely to increase access for children aged 6 (six) to 21 (twenty-one years) to obtain educational services until they graduate from high school to support the implementation of Universal Secondary Education / Pilot Compulsory Education 12 (twelve) years, prevent students from the possibility of dropping out of school or not continuing their education due to economic difficulties. The KIP-Kuliah, formerly known as Bidikmisi, is presently in service. They may find it difficult to determine who is a qualified candidate to become a recommendation for KIP-Kuliah recipients who will be presented to the system since many variables and assessments will be passed in determining the prospective KIP-Kuliah recipients. Therefore, from this problem, a system is needed that can quickly and accurately assess the eligibility of KIP-Lecture recipients without having to sort out the files that have been collected one by one. As a result, it is deemed necessary to develop a decision-making system to address the existing issues. The steps of research that will be carried out to create a decision support system will collect criteria and sub-criteria from the assessment and then enter them into the calculation formula or method employed, namely the AHP method.

RECRUITMENT PROCESS AND EMPLOYEE PERFORMANCE IN UNIVERSITY OF IBADAN, NIGERIA

<p>Effective organizational sustenance is predicated on employees’ job performance. Ability to have workforce that are suitable for global best practice is contingent on good recruitment, selection and placement strategy of the organization. The study population was the University of Ibadan, teaching and non-teaching staff, male (mean = 26.39, SD = 4.47), female (mean = 26.73, SD = 5.63). The covid-19 pandemic necessitated online questionnaire administration to the participants using Google form. It was found that there was significant relationship between recruitment, selection, placement and employee performance; there was significant joint influence of recruitment, selection and placement on employees’ performance; there was significant independent influence of placement and employee performance, there was no significant independent influence of recruitment and selection on employee performance. University of Ibadan should devise means of ensuring that the most productive workers are recruited, selected for employment and eventually given appointment for placement in the different departments and units within the university. The procedure for selection and placement of the would-be employees should be thorough, objective and devoid of sentiment. Gender consideration for employment into establishment should be discouraged, and the most qualified candidate should be considered ahead of gender or any other factors that might distort merit in the selection process. </p><p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/edu_01/0861/a.php" alt="Hit counter" /></p>

Biodegradable and conductive PVA/CNT nanofibrous membranes used in nerve conduit applications

The recovery of impaired peripheral nerves is often not as expected, which makes the development of nerve conduits trendy nowadays. To enable the neural messages effectively being delivered as well as to prevent the secondary damage during the removal of nerve conduits, the conductivity and biodegradability are two essential requirements for ideal nerve conduits. In this study, electrospinning is used to produce polyvinyl alcohol (PVA)/carbon nanotubes (CNT) electrospun films, after which the morphology analysis, electrical property, water contact angle, and biological characteristics of the membranes are investigated, thereby determining the optimal nerve conduits based on the employment of electrospinning, PVA, and CNT. The test results indicate that with 0.25 wt% of PVA, the electrospun films exhibit comparatively lower resistance of 25.3 ohm, good fibrous morphology with a diameter being 1 μm. In addition, the electrospun films are cytotoxicity-free and facilitate the growth of cells. It is observed in the MMT assay that after co-cultured with cells for three days, PVA/CNT electrospinning fibrous membranes exhibit a cellular viability that is 18.5 times greater than that of the control group on Day 1. According to all property evaluations, PVA/CNT electrospinning fibrous membranes are a qualified candidate for the use of nervous conduits.

A Screen Location Method for Treating American Hyphantria cunea Larvae Using Convolutional Neural Network

Chemical control is the major approach to handle the American Hyphantria cunea issue; however, it often causes chemical pollution and resource waste. How to precisely apply pesticide to reduce pollution and waste has been a difficult problem. The premise of accurate spraying of chemicals is to accurately determine the location of the spray target. In this paper, an algorithm based on a convolutional neural network (CNN) is proposed to locate the screen of American Hyphantria cunea. Specifically, comparing the effect of multicolor space-grouping convolution with that of the same color space-grouping convolution, the better effect of different color space-grouping convolution is first proved. Then, RGB and YIQ are employed to identify American Hyphantria cunea screen. Moreover, a noncoincident sliding window method is proposed to divide the image into multiple candidate boxes to reduce the number of convolutions. That is, the probability of American Hyphantria cunea is determined by grouping convolution in each candidate box, and two thresholds (E and Q) are set. When the probability is higher than E, the candidate box is regarded as excellent; when the probability is lower than Q, the candidate box is regarded as unqualified; when the probability is in between, the candidate box is regarded as qualified. The unqualified candidate box is eliminated, and the qualified candidate box cannot exit the above steps until the number of extractions of the candidate box reaches the set value or there is no qualified candidate box. Finally, all the excellent candidate boxes are fused to obtain the final recognition result. Experiments show that the recognition rate of this method is higher than 96%, and the processing time of a single picture is less than 150 ms.

The Capacity for Democracy

This chapter examines how discourses of capacidad both enabled and constrained Sampedrano desires for democracy. I describe how state agrarian programs trained Sampedranos’ to solicit development projects, navigate the state, and run electoral campaigns, and how, after the transition to democracy, Mayas used discourses of capacidad to legitimate an indigenous right to govern, and eventually took municipal power in the mid 1990s. I describe the developmentalist political vision shared among this coalition, and how in 2003, this coalition splintered, and then lost an election to a less qualified candidate from an authoritarian party, revealing major exclusions in capacidad as a standard for earning rights.

Voluntary Turnover Factors in Georgia

The contemporary world has become VUCA (Volatile, Uncertain, Complex and Ambiguous). In the modern world people are quick to change and think quickly. In VUCA world personnel retention is one of the key points for effective, measurable, and successful results of the company’s activity. In rapidly changing environment talents' recruiting and attraction in long-term cooperation is more difficult. Employee resources should be used effectively for the business success and contrary it is important employees’ satisfaction for bilateral relationship and psychological contracting process. The companies should constantly pay attention how to detect personnel drain process effectively to increase business profitability. The best way to avoid personnel job leaving is to identify, analyze, and eliminate the reasons that caused it and try to prevent it. In this research reviewed all the reasons that might have prompted employees to leave the job. In Georgia financial growth and stability of firms depends on the country economic situation. It should be noted that employee financial dissatisfaction is not always the basis searching for a new job. In Georgia environmental macro factors affect to the institutional structure of companies. As time passes the private financially independent companies have staff crisis. The companies have a shortage of qualified candidate in the long run. At the same time continuously search for a new employee, development and professional growth is associated with the new financial expenses. There are different kinds of impact for human encouragement and motivation. The organizations should constantly control how stable human capital they have. There are researchers' opinions that personnel engagement in the modern world has a particular importance and it is easier to keep the employee engaged than satisfied.

SOURCES OF SEARCHING STAFF ON THE UKRAINIAN IT-MARKET

The article shows the relevance of the development of information technology in Ukraine. The purpose of the article is to find the most effective sources of search for personnel of different skills in the field of information technology in order to meet the needs of IT companies and the growth of this field in the foreign economic activity of the country as a factor of overall growth of the Ukrainian economy. The sources and ways of finding personnel in the IT sphere were analyzed. It is found that the most effective sources of search for IT professionals are job search sites; social networks; Freelancer sites; recruitment agencies. Marketing research has been conducted on websites and social networks to search for IT personnel, and the best sources for finding future candidates have been selected and analyzed. In the course of the marketing research, the work with the candidates for the position took place in three stages and lasted for 5 weeks. The results were obtained as a function of the search results of the required specialist from the initial number of potential candidates interested in obtaining the relevant position. The terms of the search of personnel in different social networks are defined. Comparisons were made between major search platforms for different specialists in terms of search duration and job closure rate. The probability of finding the right candidates from different job search sources is analyzed. The relationship between the specifics of the work to be done and the source of the search for IT specialists is established. To perform one-off projects, the most effective way to find IT personnel is to find freelance professionals on relevant websites. It is justified that in order to find a highly qualified candidate, the method of headhunting is most suitable, where the HR manager independently searches and closes the corresponding vacancy. The most effective sites for this are Linkedin, Facebook and Twitter.

Unisa v Reynhardt [2010] 12 BLLR 1272 (LAC): Does Affirmative Action have a Lifecycle?

The Employment Equity Act (EEA) was enacted to achieve equity in the workplace by prohibiting unfair discrimination and by requiring the implementation of affirmative action measures to ensure the adequate representation of designated groups. To ensure compliance with the EEA a designated employer must ensure that it formulates an affirmative action policy within which employment equity targets are stipulated and met. One of the on-going debates around affirmative action is whether it has a life-span. One school of thought argues that affirmative action requires a legislated sunset clause, in which considerations of race, gender and disability will no longer be implemented by employers, instead of which each employer will look to employ a candidate who is suitably qualified for the vacant post. The other school of thought argues that the need for affirmative action is two-fold: to redress past inequalities, but also to deal with existing inequalities within society. Having a sunset clause this would negate the aim of affirmative action to deal effectively with both kinds of inequalities and also the creation of a representative workforce. In the case of UNISA v Reynhardt it was held that once an employer has reached his employment equity targets it is no longer justifiable for it to apply affirmative action, but that the principle to be applied is that the most suitably qualified candidate is to be appointed. The non-application of affirmative action is subject to an employer’s commitment to meeting employment equity targets and a recognition by the employer that once these targets are reached they must be maintained within the organisation. Consequently, once a disparity exists, affirmative action must again be applied, resulting in the imputation of a distinct lifecycle to affirmative action. Failure on the part of the employer to do this would have the potential of creating reverse discrimination against employees who are not the beneficiaries of affirmative action.