Effective Selection System Research Articles

Development of an Effective and Efficient Employee Recruitment and Selection System

The development of an effective and efficient employee recruitment and selection system is an important strategic step to support the success of the organization in achieving its goals. An optimized recruitment and selection process not only aims to get the best candidates, but also ensures proper allocation of resources, both in terms of time and cost. This research focuses on companies engaged in the medical field. After a deeper examination, several problems were found that made the employee recruitment and selection system that had been implemented in the company considered less than optimal in finding new workers. So the purpose of this research is to design a proposal for the development of a more effective and efficient employee recruitment and selection system. The method used in this research is descriptive qualitative research design with data collection through document study, semi-structured interviews with key informants, and field practice during the research. The result of this research is the formation of a proposed design of the company's system development. Starting from the establishment of a Service Level Agreement, Optimizing the company's social media, to the establishment of Standard Operating Procedures for recruitment and selection of new employees. This research concludes that the development of technology-based systems not only improves operational efficiency, but also provides added value in human resource management. Therefore, the implementation of this system is recommended as an innovative solution for organizations that want to compete in the digital era.

The Selection of KORPRI Scholarship Recipients Using Sugeno's Fuzzy Logic

<p>Student Scholarship Allowance Selection is a routine practice carried out by the Bukittinggi City KORPRI (Civil Servants Corps), which is given to the sons and daughters of civil servants in the Bukittinggi City area who are currently pursuing higher education. Determining scholarship recipients always goes through a strict selection process due to the large number of applicants each year. The selection of scholarship recipients is based on specific criteria and requirements set by KORPRI Bukittinggi City. The criteria/requirements for awarding scholarships are based on three factors: Grade Point Average (GPA), parental income/salary, and number of dependents. In this research, the author applies Sugeno's fuzzy logic in determining scholarship allocation because Sugeno's fuzzy logic can select candidates validly, transparently, and fairly, thus guaranteeing that the selected candidates truly deserve to receive a scholarship. To conduct research effectively, the author designed a research framework that helps the scholarship allocation process using Sugeno fuzzy logic, implemented through the Visual Basic 2010 and MySQL programming languages. Research findings show that the Sugeno fuzzy method can provide accurate and objective recommendations in the scholarship recipient selection process using relevant variables and predetermined rules. This recommendation system can produce fair and transparent decisions. This research aims to contribute to the development of a more effective and efficient scholarship recipient selection system.</p>

Repetitive presentations of phase II and III trials involving systemic therapies in gastrointestinal (GI) malignancies at international meetings in the past few years.

e18638 Background: The American Society of Clinical Oncology (ASCO) and the European Society of Medical Oncology (ESMO) annual meetings as well as their GI dedicated meetings (ASCO GI and ESMO GI) have the premise to accept abstracts for oral presentations that have not been previously presented. Methods: We conducted a review of all 220 abstracts involving phase II or III trials of systemic therapies that have been presented orally from June 2019 to January 2023 at ASCO, ASCO GI, ESMO and ESMO GI meetings to evaluate the incidenceof repetitive presentations of the same trial in different meetings as well as their relationship to pharmaceutical industry sponsorship. ANOVA test was used to compare means between different groups and p values of ≤ 0.1 were considered significant. Results: Overall, 20,9% of accepted oral abstracts from phase II or III trials were replicated during the 4-year time frame. Of them, 39% were phase II, 61% phase III, 72% pharma sponsored, 39% included developing countries, and 59% were positive. The association of industry sponsorship and study positivity indicated a variation of up 3,55 appearances (p 0,017) in the number of times this research was orally presented. Conclusions: Our findings suggest that almost 20% of oral abstracts involving systemic therapies in GI cancers are presented more than once at relevant meetings, especially those with positive results and sponsored by pharma. Our study highlights the need for a more effective oral abstract selection system in oncology meetings.

Social network recruitment technology adoption framework in higher educational institutions in Kenya

The success of the organization depends on effective recruitment and selection system. Looking at the Kenyan labour market, there are still unfilled vacancies and organisations have problems regarding their staffing. Recruitment by Social Networking Sites is an aspect of a new topic and there is a lack of studies about it. In this study, the main objective is to develop a framework for recruitment and selection process using social networking technologies with a case study on Kenyan universities. The study also focuses its attention to determine how the recruitment and selection practices affect the organizational outcomes. Specifically, it enriches literature by identifying the effect of various social networking sites as recruitment channels. Quantitative research will entail defining specific variables, research questions, as well as using measurements to determine causality. The analysis will be done through inductive methodology to discover the critical elements that emerge during online networking and personal touch, and analysis of factors that affect the selection and use of these technologies. Through this, human resource managers will be able to use the framework for achieving effective recruitment of potential employees through social networking technologies.

Influence of product selection on health commodity security among level four public health facilities in Nairobi County, Kenya

Background: Procurement of health products and technologies in Kenya faces challenges as seen by increased public complaints regarding erratic supplies of the essential drugs and other medical supplies in public health facilities. Often overlooked, is the need to build effective product selection systems which can ensure there is availability of health commodities.Methods: The study adopted a cross sectional survey research design with descriptive approach involving 120 top management team, procurement officers, stores clerks, pharmaceutical officers and head of departments who were involved in procurement of health products and commodities from the 4 level four government health facilities in Nairobi County (Mbagathi Hospital, Pumwani Maternity Hospital, Mama Lucy Kibaki Hospital and Mutuini Hospital). The survey used questionnaires to collect data from the respondents. Consent was obtained from participantsabove the age of 18 years was included in to the study. Informed consent was taken prior to conduct of the study.Results: Correlation analysis indicated that product selection and health commodity security were positively correlated (r=0.769, p<0.05) while regression analysis indicated that product selection influenced health commodity security in level four public health facilities in Nairobi City County, Kenya (β=0.457; p=0.05).Conclusions: Product selection is important to ensure health commodity security. The management at the facilities should ensure product selection committees are available in the facilities, products selected are registered for use in the country and ensure that the user departments are involved in product selection.

Conceptual Framework of Recruitment and Selection Process

Recruitment and selection is the indispensable functions of human resource management. It is the process of searching and obtaining of potential candidates. Organizations are progressing the modern recruitment and selection methods for entry the multinational companies. The success of the organization depends on effective recruitment and selection system. In this paper, the main objective is to construct a conceptual framework for recruitment and selection procedures regarding the case study on university grants commission. The study also focuses its attention to determine how the recruitment and selection practices affect the organizational outcomes.

Development of a low-cost digital image processing system for oranges selection using hopfield networks

The orange processing industry has grown vertiginously around the world recently once that orange derived products are embedded in a profitable market that constitutes a substantial part of the economy in many countries. Normally, orange classification in industries still is performed manually or using expensive technologies. Recent researches aimed to develop systems capable of executing this task considering elements of artificial intelligence to find ways of automating this process. This work aims to present the development of a low-cost oranges classification system through image processing and artificial neural networks concepts for classification and prediction of their main characteristics. Therefore, a systematic photographic and methodological procedure was applied for image processing and implementation of Hopfield recurrent artificial neural networks creating a trustworthy selection system. The results obtained achieved an acceptable average percentage of 85% for correct answers considering both criteria of quality and size, which means that the implemented system reaches similar or better results when compared to methods proposed in similar works. Additionally, an economic analysis indicated a favorable payback between 3 and 5 months, attesting the feasibility of its implementation. Overall, this work ensures an effective orange selection system with minimal human contact and low-cost for the orange industry.

PRIORITIZATION OF HUMAN CAPITAL DEVELOPMENT STRATEGY OF IMPROVING THE BANK PERFORMANCE

A human capital strategy is comprehensive planning about how the company achieves its vision and mission through human resources. This study aimed to formulate a prioritization strategy of human capital development for improving company performance used the Analytic Hierarchy Process (AHP). The hierarchy of AHP was arranged by considering five criteria that include an actor, company strategy, human capital management practice, company performance, the role of human capital division, and there were five alternative strategies. A questionnaire of AHP was arranged and presented to seven experts who were chosen from a multinational bank in Indonesia, they provided judgments based on a priority scale for each criterion. The result of the study showed that an actor who was prioritized was the human capital manager. The prioritization of the company strategy was the defender strategy. A human capital management practice that was prioritized was recruitment and selection. The prioritization of company performance was financial and the role of human capital division that was prioritized as a strategic partner. An alternative strategy that was prioritized to be implemented was building effective recruitment and selection systems. In conclusion, the company's performance can be improved through implementing effective recruitment and selection strategies and using validated psychometric instruments. Keywords: Analytic Hierarchy Process (AHP), balanced score card, compensation, performance management, recruitment and selection

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

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.

Bacterial Peptide Display for the Selection of Novel Biotinylating Enzymes.

Biotin is an attractive post-translational modification of proteins that provides a powerful tag for the isolation and detection of protein. Enzymatic biotinylation by the E. coli biotin-protein ligase BirA is highly specific and allows for the biotinylation of target proteins in their native environment; however, the current usage of BirA mediated biotinylation requires the presence of a synthetic acceptor peptide (AP) in the target protein. Therefore, its application is limited to proteins that have been engineered to contain the AP. The purpose of the present protocol is to use the bacterial display of a peptide derived from an unmodified target protein to select for BirA variants that biotinylates the peptide. The system is based on a single plasmid that allows for the co-expression of BirA variants along with a scaffold for the peptide display on the bacterial surface. The protocol describes a detailed procedure for the incorporation of the target peptide into the display scaffold, creation of the BirA library, selection of active BirA variants and initial characterization of the isolated BirA variants. The method provides a highly effective selection system for the isolation of novel BirA variants that can be used for the further directed evolution of biotin-protein ligases that biotinylate a native protein in complex solutions.

Pursuing Excellence: The Power of Selection Science to Provide Meaningful Data and Enhance Efficiency in Selecting Surgical Trainees.

As current screening methods for selecting surgical trainees are receiving increasing scrutiny, development of a more efficient and effective selection system is needed. We describe the process of creating an evidence-based selection system and examine its impact on screening efficiency, faculty perceptions, and improving representation of underrepresented minorities. The program partnered with an expert in organizational science to identify fellowship position requirements and associated competencies. Situational judgment tests, personality profiles, structured interviews, and technical skills assessments were used to measure these competencies. The situational judgment test and personality profiles were administered online and used to identify candidates to invite for on-site structured interviews and skills testing. A final rank list was created based on all data points and their respective importance. All faculty completed follow-up surveys regarding their perceptions of the process. Candidate demographic and experience data were pulled from the application website. Fifty-five of 72 applicants met eligibility requirements and were invited to take the online assessment, with 50 (91%) completing it. Average time to complete was 42 ± 12 minutes. Eighteen applicants (35%) were invited for on-site structured interviews and skills testing-a greater than 50% reduction in number of invites compared to prior years. Time estimates reveal that the process will result in a time savings of 68% for future iterations, compared to traditional methodologies. Fellowship faculty (N = 5) agreed on the value and efficiency of the process. Underrepresented minority candidates increased from an initial 70% to 92% being invited for an interview and ranked using the new screening tools. Applying selection science to the process of choosing surgical trainees is feasible, efficient, and well-received by faculty for making selection decisions.

A bacterial display system for effective selection of protein-biotin ligase BirA variants with novel peptide specificity

Biotinylation creates a sensitive and specific tag for purification and detection of target proteins. The E. coli protein-biotin ligase BirA biotinylates a lysine within a synthetic biotin acceptor peptide (AP) and allow for specific tagging of proteins fused to the AP. The approach is not applicable to unmodified proteins, and we sought to develop an effective selection system that could form the basis for directed evolution of novel BirA variants with specificity towards unmodified proteins. The system was based on bacterial display of a target peptide sequence, which could be biotinylated by cytosolic BirA variants before being displayed on the surface. In a model selection, the bacterial display system accomplished >1.000.000 enrichment in a single selection step. A randomly mutated BirA library was used to identify novel variants. Bacteria displaying peptide sequences from 13 out of 14 tested proteins were strongly enriched after 3–5 selection rounds. Moreover, a clone selected for biotinylation of a C-terminal peptide from red-fluorescent protein TagRFP showed biotinylation of the native protein. Thus, active BirA variants with novel activity are effectively isolated with our bacterial display system and provides a basis for the development of BirA variants for site-selective biotinylation.

Совершенствование кадровых технологий отбора и приема на службу в органы внутренних дел (на примере Удмуртской Республики)

The study deals with staff selection and recruitment for internal affairs bodies of the Russian Federation. Personnel technology in this regard is to create ef-fective staff selection and recruitment system and find candidates suitable for law enforcement prac-tice. The author suggests the relevant areas for im-provement of internal affairs staff selection and re-cruitment technology. The emphasis is placed on the challenges met by psychological service during the aforementioned processes. It is necessary to introduce novel tests and assessments and enhance the professional and psychological culture of law graduates. The study presents a brief historiograph-ical overview of the subject matter. The researcher concludes that robust personnel policy will enhance the effectiveness of internal affairs bodies as a whole, increase the credibility of the police, and de-velop public confidence in this institution.

Effective Recruitment and Selection System for the IT Software Industry in India

The Information Technology (IT) Software Industry in India has attracted worldwide attention recording phenomenal rates of growth, achieving the status of an economy driver for a country, emerging as a superpower of the Twenty First Century. It is equally vital that this trend continues in the midst of global challenges and competition. While the system in vogue has been meeting the current challenges, little research has been done to determine the effectiveness of recruitment and selection system for the IT Software Industry in India. The purpose of this research was to determine an effective recruitment and selection system and assist the IT Software Industry in India in meeting the challenges of the future. The data was collected from the IT Software Companies in India, with a structured questionnaire, using online survey. Of the approximately 105 IT Software Companies that were addressed in the final questionnaire, 78 responded and only 50 of these responses were found to be complete.

A direct gene transferring system for Oncidium orchids, a difficult crop for genetic transformation

Oncidium orchids are susceptible to damage through viral infection caused by the Cymbidium mosaic virus (CymMV). Generating a virus-resistant plant is a major challenge. Unfortunately, gene transformation in Oncidium orchids is not easy. This study developed selection steps for a direct gene transferring system through particle bombardment. Optimized hygromycin screening was reported in the transformed protocorm-like bodies (PLBs) of two commercial Oncidium hybrids (Onc. Gower Ramsey and Onc. Sweet Sugar) with the RNAi construction of the coat protein gene of CymMV. The transgenic Onc. Sweet Sugar PLBs were regenerated on a modified Murashige and Skoog medium containing hygromycin. The effective selection system in exterminating non-transformed PLBs and the functional transgene in the transgenic lines was analyzed using reverse transcription polymerase chain reaction and quantitative polymerase chain reaction. The application of this study may help the gene transformation system of other orchid plant species.

Linking authoritarian leadership to employee creativity

PurposeThe present study aims to examine how and when authoritarian leadership affects employee creativity. Based on social exchange theory and team identification literature, the present research attempts to simultaneously explore how leader–member exchange (LMX) and team identification serve as two important mediating processes in the relationship between authoritarian leadership and employee creativity. Furthermore, this research uncovers the mechanism under which conditions the effects of authoritarian leadership will be magnified or minimized.Design/methodology/approachA survey has been conducted in China by using a questionnaire to collect data. The study sample consisted of 325 employees. LISREL 8.7 and SPSS 18.0 were used to test the mediating and moderating effects, respectively.FindingsResults from 325 employees revealed that both LMX and team identification mediated the negative relationships between authoritarian leadership and employee creativity. Specifically, the relationship between two mediators was that LMX was positively related to team identification. In addition, the relationship between authoritarian leaderships and LMX and team identification was moderated by power distance, such that the negative relationships will be weaker with high power distance and stronger with low power distance.Practical implicationsFirst, firms and managers should recognize and take actions to reduce the negative effects of authoritarian leadership, such as effective selection system and interventional mechanisms because authoritarian leadership is important in influencing employee creativity. Second, managers are suggested to take specific actions, such as increasing communications and team-building activities, to promote LMX and team identification, thereby enhancing employee creativity. Third, managers should engage in behaviors that motivate employee creativity, such as empowerment behaviors, other than authoritarian leadership, when the employee has low power distance.Originality/valueThe primary contribution of this research is that two psychological processes (i.e. LMX and team identification) have been identified through which authoritarian leadership is related to employee creativity. Meanwhile, this study explores the relationship between LMX and team identification. Moreover, the current research deepens our understanding of power distance by empirically examining the moderating effect of power distance. Overall, the findings extend our understanding about the relationship between authoritarian leadership and employee creativity and contribute to literature on authoritarian leadership and creativity.

PtxD gene in combination with phosphite serves as a highly effective selection system to generate transgenic cotton (Gossypium hirsutum L.)

This report demonstrates the usefulness of ptxD/phosphite as a selection system that not only provides a highly efficient and simple means to generate transgenic cotton plants, but also helps address many of the concerns related to the use of antibiotic and herbicide resistance genes in the production of transgenic crops. Two of the most popular dominant selectable marker systems for plant transformation are based on either antibiotic or herbicide resistance genes. Due to concerns regarding their safety and in order to stack multiple traits in a single plant, there is a need for alternative selectable marker genes. The ptxD gene, derived from Pseudomonas stutzeri WM88, that confers to cells the ability to convert phosphite (Phi) into orthophosphate (Pi) offers an alternative selectable marker gene as demonstrated for tobacco and maize. Here, we show that the ptxD gene in combination with a protocol based on selection medium containing Phi, as the sole source of phosphorus (P), can serve as an effective and efficient system to select for transformed cells and generate transgenic cotton plants. Fluorescence microscopy examination of the cultures under selection and molecular analyses on the regenerated plants demonstrate the efficacy of the system in recovering cotton transformants following Agrobacterium-mediated transformation. Under the ptxD/Phi selection, an average of 3.43 transgenic events per 100 infected explants were recovered as opposed to only 0.41% recovery when bar/phosphinothricin (PPT) selection was used. The event recovery rates for nptII/kanamycin and hpt/hygromycin systems were 2.88 and 2.47%, respectively. Molecular analysis on regenerated events showed a selection efficiency of ~ 97% under the ptxD/Phi system. Thus, ptxD/Phi has proven to be a very efficient, positive selection system for the generation of transgenic cotton plants with equal or higher transformation efficiencies compared to the commonly used, negative selection systems.

Knowledge-aware Proactive Nodes Selection approach for energy management in Internet of Things

Internet of Things will serve communities across the different domains of life. Tracking mobile targets is one important system engineering application in IOT, and the resource of embedded devices and objects working under IoT implementation are constrained. Thus, building a scheme to make full use of energy is key issue for mobile target tracking applications. To achieve both energy efficiency and high monitoring performance, an effective Knowledge-aware Proactive Nodes Selection (KPNS) system is proposed in this paper. The innovations of KPNS are as follows: 1) the number of proactive nodes are dynamically adjusted based on prediction accuracy of target trajectory. If the prediction accuracy is high, the number of proactive nodes in the non-main predicted area will be decreased. If prediction accuracy of moving trajectory is low, large number of proactive nodes will be selected to enhance monitoring quality. 2) KPNS takes full advantage of energy to further enhance target tracking performance by properly selecting more proactive nodes in the network. We evaluated the efficiency of KPNS with both theory analysis and simulation based experiments. The experimental results demonstrate that compared with Probability-based target Prediction and Sleep Scheduling strategy (PPSS), KPNS scheme improves the energy efficiency by 60%, and can reduce target missing rate and tracking delay to 66%, 75% respectively.

An alternative fuzzy evaluation framework for supplier selection

Organisations need for an effective supplier selection system towards attaining the competition advantages in the market. In this paper, we propose an alternative supplier selection framework integrated by fuzzy c-means, belief-based quality function deployment, fuzzy weighted average, and a proposed fuzzy decision measure. This framework consists of three phases. In the first phase, we present the potential assessments for a supplier selection and their uncertainty descriptions. We divide supplier assessments into two parts: 1) expert assessments using combined belief-based quality function deployment and fuzzy weighted average; 2) system assessments comprised of a multi input-single output system. In the second phase, we analyse uncertainties of both expert and current systems using the well-known fuzzy c-means. In the third phase, we propose a fuzzy decision measure to complete the supplier selection procedure with finding the most appropriate supplier. We apply this framework to supplier selection process of a Turkish Machinery Corporation.

Pattern of Duplicate Presentations at National Hematology-Oncology Meetings: Influence of the Pharmaceutical Industry.

The major large US hematology-oncology meetings sponsored by the American Society of Hematology (ASH) and American Society of Clinical Oncology (ASCO) have specific guidelines in place discouraging submission of scientific information presented previously at other meetings. Nonetheless, duplicate submissions are frequent. The incidence and motivations for duplicate hematologic presentations and the influence of the pharmaceutical industry on this process have not been thoroughly analyzed. Therefore, were viewed four consecutive ASH and ASCO meetings to assess the frequency of duplicate abstract presentations. All abstracts presented at ASCO2010 in the area of malignant hematology were compared with abstracts from ASCO and ASH 2009 and ASH 2010, and funding sources were reviewed. More than half (54%) of all abstracts submitted to ASCO 2010 acknowledged pharmaceutical company support. Almost one third (31%) of ASCO 2010 abstracts were resubmitted in the 2-year time period, and it was notable that a high fraction (75%) of these duplicate abstracts had pharmaceutical industry sponsorship, compared with 42% of the abstracts that were submitted only once. Despite current guidelines prohibiting duplicate abstract presentation, a substantial proportion (31%) of abstracts at large international hematology-oncology meetings are duplicative, with potential negative consequences. In addition, a disproportionate percentage of the duplicate abstracts rely on pharmaceutical industry support (75%), suggesting that marketing strategies may be a motivation for some of these repetitive submissions.