Competitive Recruitment Research Articles

Strategi Perencanaan dan Rekrutmen SDM di KFC

In a rapidly changing and competitive business era, an effective human resource (HR) management strategy is a vital foundation for the sustainable growth of an organization. Basuki expressed this by stating that in a dynamic and competitive business environment, an effective HR strategy is an important key to sustainable growth. This research method is a literature review research. Literature review is a description of theories, findings, and other research materials obtained from reference materials to be used as a basis for research activities to compile a clear framework of thinking from the formulation of the problem to be studied. The author summarizes, analyzes, and synthesizes critically and in depth from previous literature. The results of this study state that Kentucky Fried Chicken (KFC) is one of the largest fast food restaurant chains in the world that focuses on fried chicken. KFC's operational success depends not only on quality products, but also on skilled, motivated human resources (HR) who are in accordance with the organizational culture. In a highly competitive business context, strategic planning and HR recruitment at KFC are one of the main keys to maintaining competitive advantage and the best service to customers.

경찰대학 존폐에 관한 입법정책적 연구 - 경찰대학 존폐론을 둘러싼 쟁점 논의를 중심으로

The Korean National Police University was established in 1981 based on the Korean National Police University Establishment Act enacted on December 28, 1979. According to the Korean National Police University Establishment Act, which is the basis for the establishment of the Korean National Police University, there are provisions for granting various benefits to students of the Korean National Police University, such as exemption from tuition, appointment as inspector, and preferential military service, thereby providing a foundation for the Korean National Police University to recruit excellent, high-level talents for the police organization and foster elite police officers. 40 years have passed since the opening of the Korean National Police University, and many police-related departments, including police administration, are newly established and maintained at four-year general universities. In a situation where the majority of police personnel are college graduates or higher, through open competitive recruitment examinations for police officers, questions cannot help but be raised about the purpose of the establishment of the Korean National Police University, which was established to foster entry-level police officers. Considering the criteria for judgment, such as the Constitutional Court’s past decisions on the unconstitutionality of hiring graduates from public and private colleges of education and the constitutionality of the abolition of the Tax College, the legitimacy of the abolition of the Korea National Police University seems sufficient. Despite the reform and innovation of Korea National the Police University during the Moon Jae-in administration in 2018, the controversy over the existence of the Korea National Police University has not yet subsided. In this paper, we examine the main issues related to the existence of the Korea National Police University, including first, whether it conforms to the purpose of establishing the Korea National Police University; second, whether the appointment of superintendents is unfair; third, whether it causes withdrawal from the police organization; and fourth, whether it causes conflict within the police organization. We also suggest legislative policy improvement measures regarding the existence of the Korea National Police University.

AptitudeHub: A Centralized Platform for Free Aptitude Skill Development

In the modern educational landscape, aptitude skill development is critical for competitive exams, recruitment processes, and academic evaluations. However, current platforms are either financially inaccessible or lack a centralized and interactive approach. AptitudeHub aims to address these gaps by offering a free, locally hosted platform focusing on abstract reasoning, critical reasoning, and quantitative aptitude. It integrates features like interactive quizzes, performance tracking, and curated video tutorials to enhance learning outcomes. The platform is developed using the MERN stack, ensuring scalability, data privacy, and user-centric design. This paper reviews related works and presents a comparative analysis of the proposed system with existing solutions, highlighting its contribution to democratizing education

The Role of Recruitment Practises in Enabling Workforce Diversity in County Governments in Kenya

Workforce diversity in public sector organizations in sub-Saharan Africa is supported by legal statutes and mandates as opposed to organizational policy initiatives. HR audits indicate a skewed distribution of specific ethnic groups and an aged workforce with redundant skills due to recruitment practices. Due to the dearth of studies on workforce diversity in sub-national governments in Sub-Saharan Africa, the study examined the role of recruitment practices in enabling workforce diversity in the County Government of Trans- Nzoia. The study was guided by the social identity theory and adopted a descriptive design that was cross-sectional in the time dimension. The study censused senior employees of the County Government and employed a questionnaire as the main research instrument The study carried out data analysis through descriptive analysis and used regression analysis using Statistical Package for Social Sciences (SPSS) software version 20.0 and the output presented in the form of graphs, Charts, and tables. The descriptive statistics indicated the county government values employee qualifications and uses both internal and external job advertisements, with a skewed but consistent selection process. Use of interviews with little application of the psychometric test of candidates as a screening criteria. Workforce diversity significantly correlated with the recruitment practices; with job advertisements (r = 0.781, p< 0.05), and screening process (r = 0.679, p< 0.05), The study concluded that the recruitment practices have a positive effect on workforce diversity. Based on the findings, the study recommends that the county government support competitive recruitment procedures to improve workforce diversity. The study implications are that sector organizations can promote workforce diversity through efficient practices. The study calls for the HR professional to critically examine the different aspects of HRM in public sector organizations. The study findings are beneficial to sub-national governments, policymakers/legislators, and other scholars in Kenya

Competitive protein recruitment in artificial cells

Living cells can modulate their response to environmental cues by changing their sensitivities for molecular signals. Artificial cells are promising model platforms to study intercellular communication, but populations with such differentiated behavior remain underexplored. Here, we show the affinity-regulated exchange of proteins in distinct populations of coacervate-based artificial cells via protein-protein interactions (PPI) of the hub protein 14-3-3. By loading different coacervates with different isoforms of 14-3-3, featuring varying PPI affinities, a client peptide is directed to the more strongly recruiting coacervates. By switching affinity of client proteins through phosphorylation, weaker binding partners can be outcompeted for their 14-3-3 binding, inducing their release from artificial cells. Combined, a communication system between coacervates is constructed, which leads to the transport of client proteins from strongly recruiting coacervates to weakly recruiting ones. The results demonstrate that affinity engineering and competitive binding can provide directed protein uptake and exchange between artificial cells.

Understanding an impact of patient enrollment pattern on predictability of central (unstratified) randomization in a multi-center clinical trial.

In a multi-center randomized controlled trial (RCT) with competitive recruitment, eligible patients are enrolled sequentially by different study centers and are randomized to treatment groups using the chosen randomization method. Given the stochastic nature of the recruitment process, some centers may enroll more patients than others, and in some instances, a center may enroll multiple patients in a row, for example, on a given day. If the study is open-label, the investigators might be able to make intelligent guesses on upcoming treatment assignments in the randomization sequence, even if the trial is centrally randomized and not stratified by center. In this paper, we use enrollment data inspired by a real multi-center RCT to quantify the susceptibility of two restricted randomization procedures, the permuted block design and the big stick design, to selection bias under the convergence strategy of Blackwell and Hodges (1957) applied at the center level. We provide simulation evidence that the expected proportion of correct guesses may be greater than 50% (i.e., an increased risk of selection bias) and depends on the chosen randomization method and the number of study patients recruited by a given center that takes consecutive positions on the central allocation schedule. We propose some strategies for ensuring stronger encryption of the randomization sequence to mitigate the risk of selection bias.

Constructing solidarity through social justice in education: from collaboration and conflict to amalgamation between Swedish teacher unions

ABSTRACT Trade union collaboration on issues of social justice connects workers to each other and to their wider communities and is therefore considered a strategy of union renewal. Prior to their amalgamation on 1 January 2023, Lärarförbundet (Swedish Teachers’ Union) and Lärarnas Riksförbund (National Union of Teachers in Sweden) collaborated intermittently to challenge educational injustices in the highly segregated Swedish school market. Through documentary research, with dialogue as method, this case study explores the policies and politics of this inter-union collaboration. Using ‘framing’ and ‘intermediation’ as conceptual lenses, we argue that the two unions collaborated predominantly, but to varying degrees, on bargaining, political, and professional issues. However, these joint actions were conducted in the context of declining union membership, competitive national recruitment agendas, and the rise of grassroots teacher-led ‘rebellion’ groups campaigning for public education. External solidarity in organising was therefore limited by inter-organisational and intra-professional differentiation and both unions’ orientation towards a service model of unionism. Future research might explore the complexity of intra-union collaboration in the newly amalgamated Sveriges Lärare and the extent to which regional branch activism and broader alliances with social movements could promote a more democratic organising agenda.

Regulation of the institute of concepts in the active criminal procedure code of Ukraine

The article examines the issues related to the procedural institute of participation of concepts in criminal proceedings, its appearance, development and legislative regulation at different historical stages. It is noted that since its origin, this institution of procedural law has been observed as a guarantee of ensuring the rights and interests of participants of investigative actions against harassment by the investigating authorities. A number of procedural rules which contain information on the participation of concepts in pre-trial proceedings allow us to conclude that the institute of witnesses is present in the current Code of Criminal Procedure.
 The authors analyse the opinions of scientists on the viability of keeping the institute of concepts in the current CPC, due to the modern technical opportunities for objective and complete fixation of the course and results of the investigative action. The authors conclude that the legislator has a reasonable attitude to the use of the traditional institute of concepts and the use of modern technical devices for recording investigative actions. The authors note that keeping the institute of concepts in the current CPC of Ukraine requires further regulation. The classification of a concept as a participant in criminal proceedings requires appropriate modifications to the CPC and an independent article among other participants in criminal proceedings. It is proposed to define this participant in the process in the relevant provision, indicating his procedural status (list of rights and obligations), the range of persons who cannot be involved as witnesses, and the right of participants to the investigative action to challenge the concept.
 Based on the analysis of scientists’ opinions, doubts are expressed about the ability of concepts to create conditions for an objective and, moreover, proper proceeding of the investigative action, to ensure the legality of its performance. In most cases, witnesses are random persons who are not interested in the case. The author analyses the proposals of scientists regarding the competitive recruitment by local self- government authorities of individuals who are trustworthy and passing their lists to law enforcement authorities for the purpose of engaging concepts. The authors justify the proposals for further regulation of the institute of concepts.

A Study on the Effectiveness of Staffing in E-Recruitment with Special Reference to Careernet Technologies

This research work titled “A study on the Effectiveness of Staffing in E-Recruitment with special reference to Careernet Technologies”, was done with the main objective to study on Factors influencing staffing process in E-recruitment and to know the candidates needs and preferences inorder to assess their satisfaction levels. To provide the suggestion for the organization in evaluation of the effectiveness in E-Recruitment in terms of time & cost efficiency comparison to staffing methods. It is descriptive research design. The Primary data has been used to collect data with the help of Questionnaire. The sample size is 120. Tools used in this study is Correlation and Chi square. The major findings are the majority 56.7% of the respondents are Post Graduates. The majority 54.2% of the respondents enrolled that staffing helps to fill the vacant positions with appropriate candidates. The suggestions for the betterment of the company is provide the candidate feedback collection to create new candidates and to retain the existing candidates from the competitors. The company should go for campus selection as it helps to get fresh candidates who contribute new and innovative ideas which increase the organization effectiveness. Providing a positive experience for candidates can lead to long-term relationships and increased business success for lenders in the competitive recruitment industry. Create a supportive and inclusive workplace culture where everyone feels valued. Keywords: Factors Influencing Staffing process, E-Recruitment, Retention, Growth opportunities, Working environment, Candidate management, Employee engagement.

Legal apprenticeships: Enhancing capabilities, wellbeing, and diversity in the profession?

AbstractThis original study presents findings from a study of members of the first cohort of legal degree apprentices. Introduced in the UK in 2016, legal degree apprenticeships (LAs) remove uncertainty towards legal qualification in an otherwise competitive graduate recruitment environment and could help to increase social mobility into the professions. We examine the impact of the LA pathway on the development of wellbeing and capabilities of apprentices and traditional law students through the following research questions: does it enhance wellbeing when instead of loans, debt and insecurity, aspiring lawyers have a salary, no debt and secure job prospects through an apprenticeship pathway to qualification; and does using a capability framework offer a meaningful lens for understanding the experiences on different pathways? The analysis adopts a capabilities approach, intersected with an inequalities lens, to explore interviews with 23 aspiring solicitors, from different social backgrounds and at different stages of progression on the traditional university and LA pathways in England. The interviews explored access to and experiences of both pathways, particularly how participants were able to develop and convert their social and cultural resources into key capabilities. This provided a meaningful way to make sense of participants’ experiences. Capabilities were enhanced for LA students by removing stress and uncertainty around employment. This wellbeing gain was corroded for some by long commutes into work—often centred in London. Future quantitative research could establish whether, on balance, the majority of LA students experience an overall wellbeing gain. The capability framework usefully showed how across the LA and university pathways, all participants valued agency and developing all capabilities. Social capital was a key resource for creating opportunity and a desired capability that participants sought to develop.

γH2A/γH2AX Mediates DNA Damage-Specific Control of Checkpoint Signaling in Saccharomyces cerevisiae.

DNA lesions trigger DNA damage checkpoint (DDC) signaling which arrests cell cycle progression and promotes DNA damage repair. In Saccharomyces cerevisiae, phosphorylation of histone H2A (γH2A, equivalent to γH2AX in mammals) is an early chromatin mark induced by DNA damage that is recognized by a group of DDC and DNA repair factors. We find that γH2A negatively regulates the G2/M checkpoint in response to the genotoxin camptothecin, which is a DNA topoisomerase I poison. γH2A also suppresses DDC signaling induced by the DNA alkylating agent methyl methanesulfonate. These results differ from prior findings, which demonstrate positive or no roles of γH2A in DDC in response to other DNA damaging agents such as phleomycin and ionizing radiation, which suggest that γH2A has DNA damage-specific effects on DDC signaling. We also find evidence supporting the notion that γH2A regulates DDC signaling by mediating the competitive recruitment of the DDC mediator Rad9 and the DNA repair factor Rtt107 to DNA lesions. We propose that γH2A/γH2AX serves to create a dynamic balance between DDC and DNA repair that is influenced by the nature of DNA damage.

The Local News Industry's Challenge: Recruiting and Retaining Talent in a Multi-Platform Distribution Environment

The rise of digital platforms and the demand for multi-platform content have revolutionized the news industry. Evolving technology has caused a crisis for the local linear broadcast market due to a lack of competitive wages and recruitment of talent. Local news is no longer tied to the traditional linear model and must adapt to a multi-platform distribution model. However, local stations seem tied to short-sighted financial policies that are antithetical to long-term recruitment and retention of top talent. These policies threaten to undermine the industry's own future and create a model that is ultimately unsustainable in tomorrow's competitive business environment. Without current reform, local news outlets are in danger of undermining themselves and destroying the competitiveness of the entire industry.

Optimizing Organizational Performance: A Human Resource Management Approach in Higher Education

This paper aims to analyze organizational performance optimization through human resource management at one of the tertiary institutions in Banjarmasin. This study uses a descriptive qualitative approach. Data were obtained from the results of interviews, observation, and documentation. The data analysis was carried out in stages, starting with data reduction, data presentation, and conclusion. The study results show that optimizing organizational performance through human resource management at UNISKA Banjarmasin is carried out using; a focus on achieving vision and mission targets, competitive recruitment and selection policies, employee career development, sustainable performance appraisal policies, monitoring, and evaluation. This research has implications that there are various challenges in implementing human resource management in tertiary institutions, such as limited human resources, differences in culture and values, and difficulties in flexibility. Therefore, several solutions are needed to deal with these problems, such as using technology and automation, increasing awareness of values and culture, and developing employee engagement programs.

The displacement of reality tests. The selection of individuals in the age of machine learning

ABSTRACT This article presents an interpretation of the transformation of selection tests in our societies, such as competitive examinations, recruitment or competitive access to goods or services, based on the opposition between reality and world proposed by Luc Boltanski in On Critique. We would like to explore the change in the format of these selection tests. We argue that this change is made possible by a spectacular enlargement of the space for comparisons between candidates and by the implementation of machine learning techniques. But this shift is not the only and simple consequence of the introduction of the technological innovation brought by massive data and artificial intelligence. It finds justification in the institutions and organizations that order selection tests because this new test format claims to absorb the multiple criticisms that our societies constantly raise against the previous generations of tests. This is why we propose to interpret the attention and the development of these automated procedures as a technocratic response to the development of a critique of the categorical representation of society.

Low Level Design: An Online Judge

Abstract: Online judges are systems designed for the reliable evaluation of algorithm source code submitted by users, which is next compiled and tested in a homogeneous environment. Online judges are becoming popular in various applications. Thus, we would like to review the state of the art for these systems. We classify them according to their principal objectives into systems supporting organization of competitive programming contests, enhancing education and recruitment processes, facilitating the solving of data mining challenges, online compilers and development platforms integrated as components of other custom systems. Moreover, we introduce a formal definition of an online judge system and summarize the common evaluation methodology supported by such systems. We will create an online judge for low level design, that can test multiple classes in one time and also check the code quality and we will also add visual representation of output for multiple input. We will check security of all classes. Main aim of the project is that student / user can test his/her low level design code quality, and the compiler will report errors/bugs if code has any

Increasing equitable access to graduate education through competitive hiring in the life sciences

AbstractMany professions necessitate a graduate‐level education, and research conducted by graduate students is integral in many fields, particularly those in the life science programs like ecology and environmental sciences. However, practices for recruiting and selecting graduate students are inconsistent among and within institutions. Although some institutions, departments, or faculty members hire graduate students through open and competitive graduate student hiring processes, graduates are frequently selected through inconsistent processes that limit the pool of applicants and do not maximize the potential for increasing workforce diversity. Here, we review and evaluate six approaches to graduate recruitment processes common in ecology and environmental science degree programs in the US to determine which approaches, or combinations of approaches, could increase equity in career development opportunities, promote workforce diversity, and provide clear justifications to funding bodies. We compiled our list of recruitment methods through informal interviews with recruiters, administrators, faculty, and graduate students in ecology, natural resources, and environmental sciences. We determined that three of the six approaches examined were most effective in supporting equitable graduate student hiring practices, and three were not. While life science fields were the primary focus of this review, our approach to evaluating graduate recruitment methods is widely applicable across disciplines where graduate students conduct research.Practical Takeaways There are six main ways graduate students are recruited in the life sciences: competitive recruitment, candidate pool, student‐driven, contact applicants, current employees, and preselected candidates. Three of the common recruitment methods for graduate students are more competitive (e.g., publicly announced, with clear instructions, a review committee or panel). Open and competitive graduate student hiring processes could increase equity in career development opportunities and promote workforce diversity.

ПРОФОРИЕНТАЦИОННАЯ РАБОТА СО СТАРШЕКЛАССНИКАМИ В ИРКУТСКОЙ ОБЛАСТИ: ПРАКТИКА И АНАЛИЗ РЕЗУЛЬТАТИВНОСТИ

Introduction. The rapid transformation of the human capital market in Russia makes the professional self-determination of high school students especially important. This paper studies approaches and methodologies in the area of professional self-determination at the state level and the experience of practical implementation of career guidance programs of various forms and scales conducted both at the regional level and in Russia. Regional authorities, higher education organizations, and employing companies are involved in organizing these programs. High school students have access to a wide range of opportunities to learn about careers: the Ticket to the Future platform, online testing services Profilum, Proforientator.ru, and project work programs in the educational centers Okean and Sirius. Profnavigator Online is rightfully considered to be the leader of occupational diagnostics on a federal level; in the Irkutsk region it is known as PROF.Navigator. The region’s practice-oriented programs that deserve special attention are Ticket to the Future, Ladder of Professional Tests, IRNITU Network Lyceum, and Samsung IT School. The Purpose of the study is to search for constructive solutions to the problems in the system of career guidance at the regional level. In order to achieve the goal, the following tasks are to be completed: to review the theoretical aspects of professional self-determination; to summarize the practice of career guidance in the Irkutsk region; to assess the effectiveness of career guidance activities; and to characterize the actions and interrelationships of actors (organizers of career guidance activities). In the process of work, the main methods were analysis, synthesis, and statistical sampling method. The results of the monitoring of the regional system of career guidance conducted in 2021- 2022 indicate the authors’ disunity in selecting work forms and methods, which leads to their low overall performance. Scientific novelty. The analysis of career guidance practices in the Irkutsk region is presented for the first time for the region. The pattern of interaction between the actors of career guidance activity is described. It is proposed to overcome the problems of the career guidance system by creating networked educational clusters of end-to-end career guidance by sectors of the economy around resource organizations. Conclusion. The authors believe that the main reason for the situation at hand is the hetero¬geneity of objectives. Regional structures are more interested in the coverage and scale of activities to the detriment of the quality of the activities and the motivation of participants. Organizations of higher education are primarily interested in competitive recruitment during the admission campaign regardless of the interests of the applicants themselves. The limitations of this approach lead to a significant dropout rate among those admitted “by chance”. Enterprises, as customers of future specialists, have the resources and motivation to attract young people into the profession, but they also need the tools to interact with graduates.

PALI1 promotes tumor growth through competitive recruitment of PRC2 to G9A-target chromatin for dual epigenetic silencing

PALI1 is a newly identified accessory protein of the Polycomb repressive complex 2 (PRC2) that catalyzes H3K27 methylation. However, the roles of PALI1 in cancer are yet to be defined. Here, we report that PALI1 is upregulated in advanced prostate cancer (PCa) and competes with JARID2 for binding to the PRC2 core subunit SUZ12. PALI1 further interacts with the H3K9 methyltransferase G9A, bridging the formation of a unique G9A-PALI1-PRC2 super-complex that occupies a subset of G9A-target genes to mediate dual H3K9/K27 methylation and gene repression. Many of these genes are developmental regulators required for cell differentiation, and their loss in PCa predicts poor prognosis. Accordingly, PALI1 and G9A drive PCa cell proliferation and invasion invitro and xenograft tumor growth invivo. Collectively, our study shows that PALI1 harnesses two central epigenetic mechanisms to suppress cellular differentiation and promote tumorigenesis, which can be targeted by dual EZH2 and G9A inhibition.

Bridging the Racial, Ethnic, and Gender Gap in Gastroenterology

Bridging the Racial, Ethnic, and Gender Gap in Gastroenterology

FGFR1 SUMOylation coordinates endothelial angiogenic signaling in angiogenesis

Angiogenesis contributes fundamentally to embryonic development, tissue homeostasis, and wound healing. Basic fibroblast growth factor (FGF2) is recognized as the first proangiogenic molecule discovered, and it facilitates angiogenesis by activating FGF receptor 1 (FGFR1) signaling in endothelial cells. However, the precise roles of FGFR and the FGF/FGFR signaling axis in angiogenesis remain unclear, especially because of the contradictory phenotypes of invivo FGF and FGFR gene deficiency models. Our previous study results suggested a potential role of posttranslational small ubiquitin-like modifier modification (SUMOylation), with highly dynamic regulatory features, in vascular development and disorder. Here, we identified SENP1-regulated endothelial FGFR1 SUMOylation at conserved lysines responding to proangiogenic stimuli, while SENP1 functioned as the deSUMOylase. Hypoxia-enhanced FGFR1 SUMOylation restricted the tyrosine kinase activation of FGFR1 by modulating the dimerization of FGFR1 and FGFR1 binding with its phosphatase PTPRG. Consequently, it facilitated the recruitment of FRS2α to VEGFR2 but limited additional recruitment of FRS2α to FGFR1, supporting the activation of VEGFA/VEGFR2 signaling in endothelial cells. Furthermore, SUMOylation-defective mutation of FGFR1 resulted in exaggerated FGF2/FGFR1 signaling but suppressed VEGFA/VEGFR2 signaling and the angiogenic capabilities of endothelial cells, which were rescued by FRS2α overexpression. Reduced angiogenesis and endothelial sprouting in mice bearing an endothelial-specific, FGFR1 SUMOylation-defective mutant confirmed the functional significance of endothelial FGFR1 SUMOylation invivo. Our findings identify the reversible SUMOylation of FGFR1 as an intrinsic fine-tuned mechanism in coordinating endothelial angiogenic signaling during neovascularization; SENP1-regulated FGFR1 SUMOylation and deSUMOylation controls the competitive recruitment of FRS2α by FGFR1 and VEGFR2 to switch receptor-complex formation responding to hypoxia and normoxia angiogenic environments.