Employee Candidates Research Articles

PERANCANGAN SISTEM PENDUKUNG KEPUTUSAN PROMOSI JABATAN STUDI KASUS PT PROGRESS DIECAST

This study aims to model a support system for position promotion at PT. Progress Diecast. Identification of criteria and design has been included in the modeling Method used in designing the decision support system for the promotion of positions at PT. Progress Diecast is a Simple Additive Weighting (SAW) method with the help of Microsoft Excel Software as its processing and system model. The assessment criteria in the proposed decision support system consist of 3: Behavioral Criteria, Work Target Criteria, and Test Criteria. Each standard has indicators obtained from the interview results, then becomes an assessment of prospective employees who will be promoted to their positions. Behavioral Criteria have indicators: Discipline, Honesty, Leadership, Compliance, Responsibility, and Team Work. The Work Target Criteria have indicators: Analytical Thinking, Problem Solving and Decision Taking Skills, and Achievement Orientation. The test criteria have indicators, namely Technical Skills and Psychological Tests. The result of the Decision Support System model for the promotion of the position of a leader of the Quality Department at PT Progress Diecast alternative or selected employee candidates is Jajang with values final result 0.97198.

Seçilmiş Firmaların Web Sitelerinin Online İşe Alım ve Sürdürülebilirlik Göstergeleri Açısından İncelenmesi

Sustainability is the ability to use resources rationally, follow technological development, and show institutional change continuity. This research analyzes the researched companies' activities for sustainable human resources management through career web pages. In addition, it is aimed to analyze how they benefit from websites in electronic recruitment and innovation approaches in human resources management. The human resources and career websites analysis method developed by Cober, Brown, and Levy (2004) was used in the research. In the research, the companies' human resources and career websites included in the Borsa Istanbul (BIST) Sustainability Index for November 2019-October 2020 were analyzed and analyzed. It has been determined that sustainable companies use innovative tools in human resources management, benefit from digital systems in their recruitment methods, and share information that can affect potential applicants. Organizations within the scope of the research state that they evaluate the innovative ideas of their human resources by developing innovative projects. However, sustainability reports, where employees are seen as an essential capital, may not be fully known by job applicants. Online platforms should be established to access and communicate employee and potential employee candidates to Human Resources. The era we live in is called the information age and the most important concept defining this era is change and the increase in the speed of change. We think it is necessary, even mandatory, to update their employment policies according to information technologies and move some of their activities to virtual environments. Emphasizing the importance of organizations moving their human resources functions to virtual environments makes this research unique, essential, and functional.

Employer branding and employee value proposition: The key success of startup companies in attracting potential employee candidates

Abstract Purpose: This study aims to analyze employer branding and employee value proposition on employer attractiveness in potential employee candidates of Startup Campuspedia Indonesia. Research methodology: This study uses quantitative research methods that are processed using Smart PLS software. The sampling technique used is proportional random sampling with a total of 51 samples. Results: The results show that employer branding and employee value proposition have a positive and significant impact on employer attractiveness at Startup Campuspedia Indonesia. Limitations: The limitation of this study is that it only uses one startup company in the field of education as the object of research and has not used several companies with different backgrounds. Contribution: The results of this study can be useful for Human Capital in the company's recruitment process in the next period as an effort to increase the interest of prospective employees to work in the company.

Analysis of appointment of honorary teachers to be prospective government services with work agreements (PPPK) in Bantaeng District

The purpose of this study was to find out the implementation of the appointment of honorary teachers to become government employee candidates with work agreements in Bantaeng Regency. This research was conducted using qualitative methods. From the use of qualitative methods. Collecting data using interviews, observation, and documentation. This research was conducted at the Education and Culture Office of Bantaeng Regency. The informants of this research were 5 people. The results showed that the process of appointing honorary workers to become government employee candidates with work agreements (PPPK) in Bantaeng Regency had been carried out well, in accordance with the indicators described by the researchers, namely identifying vacant positions, seeking position information through job analysis, determining candidates right, start working. Where the appointment process has been carried out in accordance with government regulations, although the results of this appointment have not been able to drastically reduce honorary workers.

Decision Support for New Employee Admissions With Profile Matching And Electre Methods

In a company, employee turnover is something that often happens every year and even every month. Especially large companies that have many employees and departments. However, the frequent turnover of employees sometimes causes the company got a problem in selecting new employees, this is due to several factors, one of that is the company's inadequacy in selecting new employees. So, employees who are accepted are not as expected by the company. Therefore, we need a decision support system that can assist companies in assessing each prospective new employee that will be accepted by the company. A decision support system is a technology that can be used by companies in assessing prospective new employees based on the criteria that have been provided. Later on, the company can find out which candidate is the most suitable or approaching the criteria needed by the company. By using this decision support system of course can reduce the risk of mistakes in selecting new employee candidates and is expected to help companies find suitable candidates for employees who are ready to work well. This decision support system can be designed using profile matching and electre methods. Profile matching is used as the initial stage of selecting new employee candidates, then after getting the basic value of each candidate, the system finalizes the scores and ranks employees starting from the best using the Electre method.

PROSES REKRUTMEN, SELEKSI DAN PENEMPATAN DALAM MENJAWAB ISU-ISU BARU PENDEKATAN MANAGEMEN SUMBER DAYA MANUSIA

<div><table cellspacing="0" cellpadding="0" align="left"><tbody><tr><td align="left" valign="top"><p><em>Quality human resources are one of the basic assets and keys of the success of a company or organization to achieve its goals. Through good human resource management, it will produce quality human resources so that productivity, performance and employee commitment to the company will increase and produce better products in quality and quantity with the same human resources. One of the most important things in human resource management activities is appropriate Recruitment, Selection and Placement accompanied by HR Development.</em><em> </em><em>The research objective in this paper is to determine the process of recruitment, selection and placement of employees to become staff in a medical record installation conducted at a hospital in Kota Bo-Gor. The results of recruitment and selection as well as tests for new employee candidates for medical record formations show that among the seven applicants who entered there were two employees who were accepted and one employee who was accepted with not so high scores but the results of the interviews showed sincerity, commitment and responsibility at work, hospital needs</em><em>.</em><em></em></p></td></tr></tbody></table></div>

Perilaku Kerja Inovatif dan Efikasi Diri Kreatif pada Mahasiswa

Recently companies need employees with innovative work behavior. Therefore, it is very important to prepare students as employee candidates to own this behavior since they are still in college. However, research on innovative work behavior among college students and the variables associated with it is still quite few, especially in Indonesia. This correlational research was then conducted to look at the relationship between creative self-efficacy and innovative work behavior among college students. The respondents were 539 undergraduate students at Universitas Indonesia, at least in fourth semester. This research is a quantitative study, using the Pearson Correlation statistical technique. It argues that there is a positive and significant relationship between creative self-efficacy and innovative work behavior among college students, r (538) = .67, p = .00 (p < .01, one-tailed). The effect size is quite large, because it has r > .50. This result might contribute in adding literature on innovative work behavior among college students. Keywords: college student, creative self-efficacy, innovative work behavior

Person to Organization Fit & Person to the Job Fit Impact on Employment Interview Decisions. An Exploratory Field Study in Greece

Person to organization fit and person to the job fit are considered among many other factors that affect employment outcomes during employee selection process. There is a consensus to a large extent, that both of them as candidate’s qualities have great positive influence and affect recruiters, personnel managers and employers’ decisions, and respectively hiring results. This study aims to assess the level of influence of employee candidates’ qualities of Person-to-Organization fit and Person-to-the Job fit, and their relative affect in recruiters’ hiring decisions on staff selection through interview process. The study also aims to explore if there is a significant difference between the effects that these factors have on hireability-selectability of candidates. The significance of candidate’s Person to Organization Fit and Person to the Job Fit were measured according to three choices of recruiter’s decisions during interview, which were more specifically the possibility to hire them, the possibility to consider them as suitable for the position they applied for, and the possibility of giving them a second chance for another interview. These three measures were consolidated in one indicator with the term hireability-eligibility which has been tested for reliability using Cronbach’s alpha. A field study has been conducted in order to research the importance and relative influence of candidates’ person to organization fit and person to the job fit as well, in recruiters’ hiring decisions, during interview selection process. Findings reveal that both of these candidates’ attributes, Person to Organization fit and Person to the Job fit, have significant effects on recruiters’ decisions and selection outcomes, regarding the hireabilty, eligibility index when they are assessed separately, using simple regression analysis. However, when they are combined in a multiple regression analysis model, only Person to Organization fit has a significant effect on recruiters, employers’ decisions.

İşgören Seçiminde İnsan Kaynakları Analitiği (İKA) Yaklaşımının Kullanılması (The Use of Human Resources Analytics Approach in Employee Selection)

Purpose – The main purpose of this study is to show how human resources analytics methods can be applied in classification prediction for the selection of employees on a case to fill the gap in the national literature. Design/methodology/approach – Random Forest, GBT, logistic regression, KNN and Naive Bayes methods were used among the classification prediction methods. The classification labels of employee candidates were estimated using the gradient incremental decision tree method. Findings – It has been observed that the afore mentioned methods gave close results on a case-by-case basis. The relative weights of the employee selection criteria were obtained by choosing the GBT method. For the RD reference channel, number of certificates, gender and the education level have not made a serious distinction. Discussion – It is seen that the results obtained in employee selection are similar to the ones in international literature. The modelling made with the attributes selected, the criteria of employee selection affects the classification success in various weight and the criteria are located in accordance with the nature of the R&D department. However, it is evaluated that by using the HR datasets of the companies in Turkey, further studies can be done on the appearance of the employee selection process in the context of Turkey.

Rekrutmen dan Pemeliharaan (Maintenance) Karyawan Disabilitas dalam Perspektif Manajemen Sumber Daya Insani

Abstract: The recruitment and maintenance of employee with disabilities should be handled by company in harmonic context. This research aims at revealing how the recruitment and maintenance for the employees with disabilities practically carried by the company. Qualitative method is applied in this research, while the data are taken from relevant literary sources under the theme of recruitment and maintenance of employees with disabilities. The data, than, are analyzed using descriptive analysis. The findings suggest several points. First, recruitment is the process of searching, recruiting, and finding the competent and reliable employee candidates to deal with certain division, even if they have such disabilities. Being selective while choosing the right candidate is really the crucial key point since all the candidates are competent, smart, responsible, reliable, and expert in their jobs. Second, after obtaining the appropriate candidate, the maintenance toward the employees with disabilities is really a must do. The maintenance can be done by settling the policy of disability, twining the relationship and consulting with organization of employee with disability, adjusting the workplace, and raising awareness of the employees. Keywords: recruitment and maintenance; employee with disability; management of human resources

Integrating systems thinking skills with multi-criteria decision-making technology to recruit employee candidates

The emergence of modern complex systems is often exacerbated by a proliferation of information and complication of technologies. Because current complex systems challenges can limit an organization's ability to efficiently handle socio-technical systems, it is essential to provide methods and techniques that count on individuals' systems skills. When selecting future employees, companies must constantly refresh their recruitment methods in order to find capable candidates with the required level of systemic skills who are better fit for their organization's requirements and objectives. The purpose of this study is to use systems thinking skills as a supplemental selection tool when recruiting prospective employees. To the best of our knowledge, there is no prior research that studied the use of systems thinking skills for recruiting purposes. The proposed framework offers an established tool to HRM professionals for assessing and screening of prospective employees of an organization based on their level of systems thinking skills while controlling uncertainties of complex decision-making environment with the fuzzy linguistic approach. This framework works as an expert system to find the most appropriate candidate for the organization to enhance the human capital for the organization. Several large industries, among others, Boeing, the government such as the Army, Military Academy, and National Science Foundation, highlighted the significance of having qualified (systemic) individuals who can successfully deal with complex systems problems. The correct recruiting decision will reduce the rate of job turnover and also help organizations to eliminate unnecessary budget allocated for costly recruitment processes. The proposed framework is intended to first evaluate the pool of applicants according to their level of systems thinking skills and then rank them based on the recruitment strategy and workforce needs of the organization. To achieve the purpose of the study, two recruiting strategies are adopted from the human resource management literature 1) Job-Fit Recruiting strategy—finding candidates who are most aligned with a specific position requirement and 2) Flexible Recruiting strategy—finding candidates with the highest potentials. The proposed framework is validated using a real case study in a US large-scale organization.

Applicant’s Self Confidence Influence in Employment Interview Process According to Recruiters Perceptions. An Exploratory Study in Greece

Self confidence, self esteem and self efficacy are widely common terms in job search effectiveness according to literature. There is a consensus in a large extent that candidates’ self confidence during interview process has significant influence and affects recruiters’ decisions and respectively hiring results. This study aims to search the significance of employee candidates’ self confidence and its relative impact in recruiters, employers, hiring decisions during employment interview. For this purpose, an empirical research has been conducted in order to explore the importance and relative impact of candidates’ self-confidence in a sample of two hundred and sixty recruiters’, personnel managers’ and employers in Greece about the impact of candidates’ self confidence, might have in their hiring decisions, during interview selection process. The significance of candidates self confidence was measured according to three specific dimensions of the recruiters decisions, which were in particular, the possibility of hiring them, the possibility of consider them as suitable for the position they applied for, and thirdly for the possibility of giving them a chance for a second interview. The three measures were analysed each one individually, and then unified in one, with the term hireability- sellectability. The new index has been tested for cronbach’s alpha measure of reliability, taking high acceptant value. Results show that employee candidates’ self confidence has significant influence and affect recruiters’ decisions and selection outcomes regarding this index. There is also significant impact of candidate’s self confidence, in all three of interviewers’ decisions options as in particular, to hire the candidates, to consider them suitable for the position and to invite them in a second interview.

ÜNİVERSİTE SON SINIF ÖĞRENCİLERİNİN İŞ BULMA KAYGISI VE BELİRSİZLİĞE TAHAMMÜLSÜZLÜK DÜZEYLERİNİN İNCELENMESİ

With this study, it was aimed to examine the level of intolerance to continuous anxiety and uncertainty of senior university students about finding a job and the factors that affect it. 230 students voluntarily participated in this descriptive and cross-sectional study. In the statistical analysis of the data; Descriptive statistics, intergroup difference tests and correlation analysis were applied. As a result of the analysis, a positive correlation was found between the mean scores of the Trait Anxiety Scale and the Intolerance of Uncertainty Scale and its sub-factors. It was found that the levels of continuous anxiety and intolerance to uncertainty varied according to the departments they studied. It was determined that factors such as the students' age, gender, department of study, technological and language proficiency, their opinions on job requirements and the job opportunities of the city they live in affect their level of intolerance to anxiety and uncertainty. There are problems with workforce planning in our country, and when individuals' search for trust are added to this situation, problems arising from excessive labor supply in certain areas cause job finding anxiety for employee candidates. In this respect, it is considered important to operate a planned process for the training and employment of human resources

Comparative Affect of Candidates’ Physical Attractiveness between Resume Screening and Interview Process Outcomes. Empirical Research for Greece

Many factors can affect recruiters, personnel managers or employers during employee selection process such as degrees and other typical qualifications of candidates the possess of the right transferable skills, the knowledge of job market, their working experience, the combination of personal attributes, self presentation skills, personality. Apart of them and many others factors, there is a consensus in a large extent, that candidates’ physical attractiveness can affect recruiters’ decisions during employment selection process, both in first stage of screening their curriculums’ vitae, as well as in the second stage which is the interview hiring process. This study aims to search the role of employee candidates’ physical attractiveness and its comparative impact between first stage of screening applicants according to their resumes and second stage of hiring decisions during employment interview. For this purpose, an empirical research has been conducted in order to explore the importance and relative impact of candidates’ physical attractiveness in decisions and selection process outcomes. In particular we asked two hundred and sixty recruiters’, personnel managers’ and employers in Greece about the impact of candidates’ physical attractiveness might have in their recruiting and hiring decisions. Results show that physical attractiveness influence recruiters decisions and affect selection outcomes in both selection stages. The impact is higher and statistically more significant in interview process. Physical attractiveness also compared to resume quality in order to explore relative impact among these factors. Results show a greater influence of resume quality than physical attractiveness.

APLIKASI PENERIMAAN KARYAWAN ONLINE DENGAN FITUR INFORMASI JADWAL TES DAN HASIL KELULUSAN

In the process of employee recruitment, generally begins with the application process in order to get applicant information so that the company can select employee candidates according to the needs of the company. This process has a long flow and involves prospective employees or applicants, the HRD (Human Resources Department) and the division of each part to carry out the process of information exchange or often called a PIC (Person in Charge). Some of the obstacles that are often experienced are applicant files that are often swapped, lost or scattered, providing timetable information and the results of test evaluations to expensive and uncertain applicants and coordination with slow parts of PIC makes it difficult for companies to get the best candidates and lose the opportunity to save money. Online employee admission applications are offered by researchers as a solution to solve the problem. Functionally the application created can store data and applicant files in the form of softcopy, provide notifications via e-mail, save test results, provide facilities for coordinating schedules and results of PIC evaluations and schedule response facilities. The non-functional system is able to maintain file security, has a graphical interface and is responsive and error handling. In this study used the development of a prototyping system while the Software development used was the Unified process, while the implementation device used the CodeIgniter framework, the programming language PHP and MySQL as the DBMS.

APLIKASI PENERIMAAN KARYAWAN ONLINE DENGAN FITUR INFORMASI JADWAL TES DAN HASIL KELULUSAN

In the process of employee recruitment, generally begins with the application process in order to get applicant information so that the company can select employee candidates according to the needs of the company. This process has a long flow and involves prospective employees or applicants, the HRD (Human Resources Department) and the division of each part to carry out the process of information exchange or often called a PIC (Person in Charge). Some of the obstacles that are often experienced are applicant files that are often swapped, lost or scattered, providing timetable information and the results of test evaluations to expensive and uncertain applicants and coordination with slow parts of PIC makes it difficult for companies to get the best candidates and lose the opportunity to save money. Online employee admission applications are offered by researchers as a solution to solve the problem. Functionally the application created can store data and applicant files in the form of softcopy, provide notifications via e-mail, save test results, provide facilities for coordinating schedules and results of PIC evaluations and schedule response facilities. The non-functional system is able to maintain file security, has a graphical interface and is responsive and error handling. In this study used the development of a prototyping system while the Software development used was the Unified process, while the implementation device used the CodeIgniter framework, the programming language PHP and MySQL as the DBMS.

The Significance of Employability Training Courses According to Graduate Views: Empirical Research for Greece

There is a consensus that employability isn’t only gathering degrees and other qualifications but rather is a set of various factors such as possessing the right transferable skills, the knowledge of job market, the combination of personal attributes, the ongoing training, self presentation skills, networking and ego drive to navigate yourself effectively in a continuous changing world of work. On the other hand, there is an opinion in general that graduates have a remarkable problem to enter the job market for the first time. They don’t know how to search effectively for new job positions, how to present their skills and abilities towards the recruiters or employers and have no idea how to react in the interview process. Finally, employee candidates after graduation need help and consultancy to enter the job market.This study aims to search the role of training courses in enhancing candidates’ employability outcomes according to their opinion. For this purpose, an empirical research has been conducted in order to explore the view of the candidates’ about the importance of relative courses to enhance their employability. In particular we asked two hundreds and thirteen post graduates students in Greece about their opinion of the usefulness in participating and attaint such courses. Furthermore, combined we asked them how much they agree with particular statements that employability is more than having someone qualifications.Results show that employability training courses could contribute effectively in employability outcomes .Also participants agree to the statements that to be someone employable depends not only on their qualifications but also on other factors such as the effectiveness of utilizing job search methods, self promotion skills, networking etc.

PENGGUNAAN METODE PROFILE MATCHING DALAM SISTEM PENDUKUNG KEPUTUSAN KENAIKAN JABATAN PADA INSTITUSI BANK (STUDI KASUS PT Bank Negara Indonesia, Persero Tbk - KC PECENONGAN)

Sering kali pemilihan kandidat karyawan yang akandi promosikan untuk jabatan tertentu pada suatuperusahaan sebetulnya tidak cocok untuk mengisijabatan tersebut, karena sebelumnya tidak ditentukanterlebih dahulu GAP antara kompetensi individu dankompetensi jabatan yang dapat mengarahkankaryawan ke jabatan yang sesuai dengan kompetensidasar yang dimiliki. Penelitian ini bertujuan untukmembantu PT Bank Negara Indonesia (Persero), TbkKCU Pecenongan dalam proses seleksi promosijabatan dari kandidat Costumer Service Officer(CSO) untuk menempati posisi jabatan Personalbanking Officer (PBO) dengan menggunakan metodeProfile Matching. Metode ini dilakukan dengantahapan, menentukan aspek dan sub aspek penilaian,menentukan nilai target dari masing-masing subaspek, menentukan GAP kompetensi dari selisihantara nilai aspek dan nilai target, melakukanpembobotan nilai GAP, mengkelompokan aspekmenjadi 2 kelompok yaitu core factor dan secondaryfactor, melakukan perhitungan nilai total berdasarkanpresentasi dari core factor dan secondary factor, hasilakhir setelah melakukan penilaian dengan metodeprofile matching pada sistem promosi jabatan dengancara memilih kandidat dari costumer service officer(CSO) PT Bank Negara Indonesia (Persero), TbkKantor Cabang Utama Pecenongan untuk menempatiposisi jabatan Personal Banking Officer (PBO)terlihat perbedaan nilai yang lebih baik dariperhitungan sebelumnya yang masih dilakukandengan sederhana tanpa ada pemberian nilai target,pemetaan nilai bobot GAP dan nilai factor yakniCore Factor dan Secondary Factor yang dilanjutkandengan hitung rangking.

OTEL PERSONELİ İŞ İLANLARINDA ARANAN NİTELİK VE BECERİLERE YÖNELİK BİR ARAŞTIRMA

Bu çalışmanın amacı turizm sektöründe çalışmak isteyen personel adaylarının iş başvurularında ve işe yerleştirilmelerinde kendilerinden istenen demografik nitelikler ile mesleki-teknik becerilerin (iş gerekleri) neler olduğunu belirlemek ve bu nitelikler hakkında personel adaylarının fikir sahibi olmalarını sağlamaktır. Bu araştırma kariyer.net internet adresinde, Türkiye’deki otel işletmelerine yönelik iş ilanlarını içermekte olup, ilgili iş ilanları içerik analizi yöntemiyle incelenmiştir. Araştırma kapsamında 7 iş pozisyonuna yönelik olarak toplam 160 iş ilanı değerlendirmeye alınarak analiz edilmiştir. Bu çalışma güncel olarak turizm işletmelerinin personel adaylarında aradıkları nitelikleri departman ve pozisyon bazında ortaya koyması ve bu alanlarda çalışmak isteyen personel adaylarına yol gösterici olması açısından önemli görülmüştür. Araştırma sonucunda incelenen mevcut iş ilanlarının %53’ünün İstanbul, %24’ünün Antalya bölgesindeki otellere ait olduğu, iş ilanlarının %90’ının hem erkek hem de kadınlara yönelik işlerden oluştuğu, %46’sında ise üniversite (lisans veya ön lisans) ya da meslek liselerinin turizm ve otelcilik bölümlerinden mezun olma şartının tercih sebebi olacağı ortaya çıkmıştır. İş ilanlarına göre, eğitim seviyesi yüksek (lise ve üzeri) ve yabancı dil şartı olan meslek ve iş pozisyonları: Resepsiyon görevlisi, rezervasyon görevlisi, garson ve bellboy olarak belirlenmiştir. Diğer yandan her bir iş pozisyonu için iş ilanlarında aranan mesleki-teknik beceriler ilgili pozisyonlara göre ayrı ayrı tespit edilmiştir.

The Personality of Hardiness as the Moderate of the Effect Role Stress on Auditor Performance

This research was conducted to provide empirical proof regarding the ability of hardiness personality in moderating the effect of role conflict, role ambiguity, and role overload on the auditor performance. All Public Accountant Office (KAP) in Bali Province listed on the directory issued by the Institute of Indonesian Public Accountant (IAPI) in 2017 was the population of this research with the total number of 87 auditors. The sampling technique used was purposive sampling with the auditors worked at operationally active and have worked in auditing at least 1 year. The data analysis used in this research was Moderated Regression Analysis (MRA). The testing results give the empirical proof that high hardiness personality can moderate the effect of role conflict, role ambiguity, and role overload on the auditor performance. The testing on the moderation effect of hardiness personality yielded the empirical proof that the existence of hardiness personality moderation can suppress the effect of role stress on the auditor performance. The researcher suggested that during KAP employee recruitment, the management should consider the personality characteristics of the employee candidates. Further researches are suggested to investigate other personalities and consider the other basic theory such as motivation-hygiene theory and stress theory as conducting in depth interviews with respondents related to hardiness personality.