Human Resource Selection Research Articles

Revitalisasi Merit system dalam Pengangkatan Jabatan Fungsional di Badan Kepegawaian Daerah Jawa Tengah

Changes in the management of human resources of the State Civil Apparatus (ASN) demand a policy based on the Merit system, namely the selection of the quality of the State Civil Apparatus (ASN) who has qualifications, competence and performance. This is particularly so in the appointment and filling of functional positions. However, in its implementation the merit system has not been implemented thoroughly due to employee competencies that are not in accordance with the requirements. Therefore, it is important to revitalize the merit system to rearrange employees according to their duties and functions, especially in functional positions. This research focuses on the revitalization of the Merit system in the appointment of functional positions to government employees. This study refers to Stahl's (1962) theory of merit systems by comparing qualifications, competencies and achievements that affect human resource selection. With a qualitative approach, this research was conducted in the Civil Service Agency of Central Java Province. Primary data collection is carried out through in-depth interviews and observation techniques, in addition to secondary data through archives and documentaries. The results showed that; (i) the process of filling and appointing Functional Positions is in accordance with the principles of the merit system, namely in accordance with the qualifications, competencies and formations required by the organization and the required job description assignments; . (ii) there is inpassing functional positions originating from administrative positions, especially those from executive positions and supervisory positions. This study concludes that the Merit Revitalization system in the Appointment and distribution of Functional Positions in the Central Java Regional Civil Service Agency has been implemented according to qualifications, competencies and formations. Research suggests (i) distribution of filling and appointment of functional positions to fill all areas or parts (ii) of tethering functional allowances for functional positions.

The Human Capital for Value Creation and Social Impact: The Interpretation of the IR’s HC Definition

The paper aimed at assessing and identifying in a comparative way the potentiality and suitability of the Integrated Reporting (IR)’s definition of human capital (HC) within a selection of companies and social cooperatives. Employing in-depth interviews, the qualitative study analyzed the points of view of a selection of human resources managers to firstly check and test the connection between human capital, value creation, and social impact. The contribution of human capital to value creation is not easily recognized, especially by smaller-sized companies. The results suggested that the HC definition of the IR in the for-profit sector seems to be more applicable to the top management than to the whole workforce, while it appears as “fitting” for the managers of social cooperatives because of its explicit focus on ethical values, loyalty, and motivation. This allowed opening possible channels of dialogue between the profit and not-for-profit sectors. The paper proposed practical recommendations to operationalize the IR’s HC definition.

The Effect of Human Resource Management Practices on Deposit Money Bank Employee Productivity

The research studied the impact of human resource management techniques on the productivity of Nigerian deposit money institutions. The information for this research came from structured questions that were delivered to chosen deposit money institutions in Yola Metropolis. There were 193 questionnaires distributed in all, however only 166 were successfully recovered and examined. In order to estimate the effects of human resource management practice on employee productivity in the selected organization, the study used descriptive statistics and the multiple regression technique. The correlation coefficient was also used to test the extent to which human resource management is related to employee productivity. Human resource planning (HRP), recruitment and selection (RS), staff training and development (TRD), and performance appraisal (PA) were found to have a positive impact on employee productivity in the selected deposit money banks in Nigeria and were properly signed, implying that they were in line with the study's theoretical expectations. At the 5% level, the F-statistics 5.242014, which examined the combined significance of the parameter estimations, was deemed statistically significant, as evidenced by the associated probability value of 0.025272. This means that in the chosen deposit money institutions in Nigeria, all of the model's variables were jointly and statistically significant in determining employee productivity. Finally, this study found that human resource management practices in Nigerian deposit money institutions had a favorable and substantial impact on employee productivity

The Motivation Factors for Korean Language Teachers to Work in Uzbekistan

본 연구는 우즈베키스탄에 진출한 한국대학 내의 한국어 강사들의 우즈베키스탄 근무 동기 요인을 조사하는 것이다. 인적자원 선발 과정에서 필요한 근무동기요인 뿐만 인적자원 유지 관점에서 필요한 한국어 강사 선발요인 및 장기간 근무할 수 있는 요인을 조사하였다. 이를 위하여 한국어 강사들과 대학 조직 내 한국어 강사 선발 권한이 있는 경영층에 대한 반 구조화된 인터뷰를 하였다. 구체적으로, 한국어 강사들의 우즈베키스탄 근무동기요인은 1) 해외경험과 한국어 강사 경력을 위하여, 2) 배우자 직장 등으로 거주하다 우연한 기회에, 3) 우즈베키스탄 학업 목적으로 거주하다 우연한 기회에 일자리를 제안받은 것으로 나타났다. 조직 내 한국어 강사 선발 권한이 있는 관리자에게 성공적으로 한국어 강사를 선발하는 데 필요 요인을 인터뷰한 결과 1) 한국어 교육 경험 및 한국어 교육 전공, 2) 한국어 강사 자격증, 3) 시범 강의를 통한 강의평가, 4) 교육에 대한 열정과 흥미, 5) 우즈베키스탄 문화 이해, 6) 새로운 문화 수용 태도로 나타났다. 한국어 강사를 선발 후 오랫동안 근무하는 데 필요한 요인은 1) 대학 조직의 관리자들의 외국인으로 한국어강사들의 대한 이해, 2) 한국어 강사들의 다른 문화와 시스템에 이해로 나타났다. 본 연구결과는 향후 해외에서 외국인을 대상으로 한국어를 가르칠 강사를 선발할 때, 선발요인으로 참조할 수 있는 중요한 자료가 될 것이라는 점에서 실무적 연구에 시사점이 있다.This study examined the motivation factors for Korean language teachers to work in Uzbekistan. This study investigated not only the motivation factors required in the human resource selection process, but also the selection factors for Korean language teachers needed from the viewpoint of maintaining human resources and working for a long time. To this end, semi-structured interviews were conducted from Korean language teachers and the managers who have the authority to select Korean language teachers in the university organization. Specifically, the motivations for Korean language instructors to work in Uzbekistan are as follows: 1) For overseas experience and career as a Korean language instructor, 2) For an accidental opportunity while living with a spouse, etc., and 3) For studying in Uzbekistan and being offered a job at an accidental opportunity. As a result of interviewing a manager, factors necessary to successfully select Korean language instructors are found as follows, 1) Korean language teaching experience and having the relevant degree for Korean language, 2) Korean language instructor certification, 3) lecture evaluation, 4) Passion and interest in teaching, 5) Understanding of Uzbekistan culture, and 6) Acceptance attitude about different cultures. The factors necessary to work for a long time are 1) University managers’ understanding of Korean language instructors, and 2) Korean language instructors understanding of different cultures and systems. This study has practical implications in that it will be important results that can be used as selection factors when selecting Korean language instructors to teach Korean language to foreigners in the future, and the limitations of the study and future research directions were suggested.

Development of a Measure of Calculative Mindset (CM): Establishing a Nomological Net and Predictive Utility of the CM Measure.

A calculative mindset (CM) describes the tendency to analyze and convert qualitative social values into numeric or monetary metrics and is a predisposition that shapes behaviors and actions of the employee. CM has been manipulated in experimental studies, but it has not been investigated in field research due to the absence of a scale to measure CM. In study 1, we followed Hinkin's scale development protocol to conceptualize, develop, and validate a measure of CM to facilirate research in organizational contexts. In Study 2, we examined the relationship between CM and measures of performance, counterproductive work behavior (CWB), organizational citizenship behaviors (OCB), and in role-performance (IRP). Results from hierarchical regression analyses indicate that CM is related to these performance outcomes and explains incremental variance over established measures of the Five-Factor Model of personality. Implications for personality research, selection of human resources, and facilitation of an ethical workplace are discussed.

Management control systems case study from the national commercial bank in Albania

This paper analyzes the Management Control Systems (MCSs) of the National Commercial Bank (NCB), operating in Albania, through the relevant framework of Object of Control [1]. The aim of this paper is to examine whether the MCSs help in aligning the actions of the management and employees with the strategies of this bank. Semi structured interviews were conducted to the managers of two branches of NCB in the city of Korça in order to understand the presence of this approach. The results of the interviews confirmed the presence of the components of the object of control (results, actions and personnel/cultural controls) in NCB. The bank controls the results of its employees and managers through the Performance Appraisal Systems. Employees’ and managers’ performance evaluation is the instrument, through which the bank plans their career and bonus. The budget constitutes the financial results control system. NCB has well-defined action controls through strict written rules, procedures and policies that restrict its employees’ actions. Personnel controls are exercised selection, training, evaluation, sustainability and development of human resources. Cultural controls are created through codes of conduct, ethic codes and socialization among employees at various events and parties, organized by the bank.

Using AI to Enhance Recruitment Effect

In today’s rapid economic development, the competitiveness of enterprises is more and more reflected in the talent competition, and the important means to obtain talents is recruitment. With the development of economy, recruitment channels are becoming more and more diversified. Enterprises will choose recruitment channels according to various reasons to recruit suitable candidates for the vacant positions of the enterprise. However, after finding the suitable people, how to keep them or hire them. After the recruitment of employees, whether the performance of employees is related to the recruitment channels has an important reference role for the selection of human resources. We use AI technology to measure the performance of employees through the three dimensions of subjective initiative, job satisfaction and job self dedication. Therefore, it has theoretical and practical value for improving the recruitment effect and contribution.

Decision making method of human resource demand selection in cloud manufacturing environment

In order to solve the problem of human resource selection of demander for provider in cloud manufacturing environment, this paper proposes a selection decision method from the perspective of provider. Firstly, the evaluation index system of demander is established, and the objective weight of each index is obtained by entropy weight method according to the demander’s demand information. Secondly, the subjective weight of each index is determined by improved AHP method and the comprehensive weight of each index is obtained by combining the subjective and objective weight. Then, the traditional TOPSIS method is improved to evaluate the demander and provide reference for the selection of supplier. Finally, an example is given to verify the effectiveness and practicability of the method.

A Critical Analysis of Pakistan International Airline's Human Resource Management Practices

Many human resource (HR) practices are ineffective in many state-owned firms because they are not implemented as they should be. Pakistan International Airlines (PIA) is a semi-government organization. The dilemma lies in the fact that PIA's human resources management practices are responsible for its downfall. This research aims to examine PIA's human resources management practices, mainly recruitment and selection, compensation and benefts, and training and development. Primary data was collected through questionnaires from 96 employees of the head offce in Karachi (Pakistan). F-test was used to check the overall relationship of PIA performance (fnancial and non-fnancial) with recruitment and selection, compensation and benefts, and training and development practices at PIA. The fndings revealed that from PIA employees' perception, there is a positive relationship between PIA training and development practices with the performance of PIA (fnancial and non-fnancial). In contrast, there is a negative relationship between recruitment and selection and compensation and benefts practices of PIA with PIA's performance (fnancial and nonfnancial). Moreover, this study recommends that PIA decrease its recruitment and selection practices and compensation and benefts practices to increase its performance (fnancial and non-fnancial). PIA should focus more on its training and development practices of existing employees to enhance its performance (fnancial and non-fnancial aspects).

A Comparative Study of Human Resource Selection in Medical Universities of Iran and World

A Comparative Study of Human Resource Selection in Medical Universities of Iran and World

Research on Organizational Human Resources Knowledge Structure Model Based on the Perspective of System Engineering Methodology

The importance of studying organizational human resources knowledge structure is self-evident for organizational human resources selection and training. It is also significant for organizations to conduct knowledge management and gain competitive advantages. In this way, how do we understand the relationship among the knowledge structure owned by the organizational human resources, the functional levels and the business process situated, and the logical thinking applied? This is what this paper will further explore. This paper aims to help organizations define the demand structure and distribution characteristics of human resources’ functional knowledge, business process knowledge, environmental knowledge, logical thinking knowledge, based on the situated functional levels of human resources. Furthermore, it endeavors to provide a framework for determining the knowledge system and structure which are closely related to human resources selection and training. From the perspective of System Theory, each organization is an independent system. The work of any individual within the organization is one part of a system engineer. Naturally, system engineering methodology becomes its methodology. Based on the four-dimensional structure of system engineering methodology, this paper analyses human resources knowledge structure from the perspectives of function levels, environment, process and logic, and further constructs the organizational human resources knowledge four-dimensional structure model (HRKFDM). The knowledge of organizational human resources is closely related to business process, environmental conditions, function levels and thinking logic. The organizational HRKFDM shows that organizational human resources knowledge is made up with functional knowledge dimension, environmental knowledge dimension, process knowledge dimension, and logical knowledge dimension. In the problem-solving process with logical thinking and decision-making, human resources need to comprehensively use the functional knowledge, environmental knowledge, process knowledge and logical knowledge. In each knowledge dimension, the functional knowledge, environmental knowledge, process knowledge and logical knowledge requirements for grass-roots workers, middle-level workers, and senior workers follow trapezoidal distribution, yamagata distribution and trapezoidal distribution respectively. The organizational HRKFDM can be used as an important reference framework for promoting organizational learning, as well as an instruction for organizational learning, knowledge management, building a learning organization, and developing the core competence of an organization.

Applied Machine Learning Techniques on Selection and Positioning of Human Resources in the Public Sector

Proper selection and positioning of employees is an important issue for strategic human resources management. Within this framework, the aim of the research conducted, was to investigate the most efficient machine learning techniques to support employees’ recruitment and positioning evaluation. Towards this aim, a series of tests were conducted based on classification algorithms concerning employees of the public sector, seeking to predict best fit in workplaces and allocation of employees. Based on the outcome of the administered tests, an algorithm model was built to assist the decision support system of employees’ recruitment and assessment. The primary findings of the present research could lead to the argument that the adoption of the Employees’ Evaluation for Recruitment and Promotion Algorithm Model (EERPAM) will significantly improve the objectivity of employees’ recruitment and positioning procedures.

Development of strategic human source management model for small and medium enterprises in Thailand’s new normal life

The purposes of this research were to study the condition and strategic human resource management and to develop a strategic human resource management model for small and medium enterprises(SMEs) in the new normal life era. The research model was mixed research by collecting data from the sample group in 2 parts: (1) a sample group from qualitative research by interviewing 10 entrepreneurs or executives of SMEs and focus groups consisted of 19 experts, and (2) a quantitative research sample group, 400 participants which is entrepreneurs or executives of SMEs. The research tools were interview form and questionnaire. Data were analyzed by statistics: percentage, mean, standard deviation, and Exploratory Factor Analysis: EFA. The findings revealed that: 1) Strategic human resource management for small and medium-sized enterprises (SMEs) in the new normal life era, it was found that it can be composed of all 5 components: (1)human resource planning,(2)human resource recruitment and selection, (3) employee retention, (4)human resource utilization, and (5)human resource development. The Eigen Value after rotation ranged from 6.86-12.84, the percentage variance was from 11.42-22.43 and the cumulative percentage of variance was 78.85%. 2)The result of developing a strategic human resource management model for small and medium enterprises (SMEs) in the new normal life era that must be considered from the goals of the organization by analyzing the organization’s resources from 2 parts: Resource requirements and available resources of SMEs in the new normal life era. It can lead to the transformation of resources in line with SMEs operations in the new life era and implement Change Management in the strategic human resource management process from the components of strategic human resource management for SMEsin the new normal life era with 5 main components and 15 sub-components.

Priority directions of human resources management improving in the field of public service of Ukraine

The article is devoted to the consideration of modernization of public service and human resources management in public authorities and substantiates the priority areas of improvement of human resources management in the field of public service of Ukraine. It is determined that outdated forms, methods and technologies of personnel management and rather slow transition from the clerical model of personnel management to democratic forms and methods of work with personnel remain are retained in the field of public service. It were analyzed the main forms of social and psychological support of human resources management in the field of public service. It is determined that the institutional capacity of personnel management services and their ability to ensure, in most cases, the effective implementation of strategic human resource management functions remains insufficient today. A new organizational structure of the strategic human resources management service in public authorities is proposed, which should include units on human resources management strategy (policy), selection, accounting, adaptation, development, evaluation, motivation, acmeological support, labor relations and salaries of public servants. It is highlighted that such system should be based on the general principles of human resource management in the public service, which determine the content of its elements and the choice of specific tools, instruments, forms, methods and technologies of human resource management. The particular attention was paid to the fact that the proposed approach should be implemented on an updated attitude to the role and place of socio-psychological components in human resource management in the field of public service. It is substantiated that in order to create a professional, politically neutral, honest and effective public service, along with improving the legislative support of human resources management in the public service, it is necessary to develop institutional capacity and ensure consistency in implementing of new principles of an effective state personnel policy.

Mapping of Human Resource Characteristics of MSME in Pandeglang District, Pandeglang Regency, Banten Province

Human resources (HR) is one of the most important factors that cannot be separated from an organization, both an institution and a company. HR is also a key that determines the development of the company. Errors in the selection of human resources will adversely affect the achievement of organizational goals. Human resources must be empowered with the management and development or also called human resource management. This study aims to gather information regarding HR at MSMEs in Pandeglang Regency and how these characteristics can influence the development of the business being run. From the results of the mapping of HR characteristics, it is expected to be of use to the relevant department, by obtaining information on the potential of MSME in Pandeglang Regency by identifying and field surveys. Looking at the potential of Small Medium Enterprise (SME), a coaching program can be formulated so that an independent SME will be formed that can be developed to raise local excellence. For SME, it is an opportunity to develop their business through assistance and guidance in accordance with management needs. This mapping uses a survey method that is digging data through the distribution of questionnaires including data on HR characteristics and knowledge, skills and attitudes in managing a business. From the results of the study, it can be seen the average score of the three indicators, that is knowledge of 2.95, skills of 2.97 and attitudes of 3.05. This means that in managing a running business is good enough.

Promoting Employee Green Behavior Through the Person-Organization Fit: The Moderating Effect of Psychological Distance.

The importance of employee green behavior (EGB) to an enterprise’s green development goal is increasingly emphasized in many industries. However, to date promoting EGB through interaction, namely between individuals and organizations, has not been a central concern. Therefore, from the perspective of the person-organization fit, this study considers the psychological distance between employees and the organization as a moderating variable, exploring the mechanisms of values fit, needs-supplies fit, and demands-abilities fit on green behaviors as within and outside the scope of employee responsibility. After collecting the results of questionnaires from 412 employees, our hypotheses were tested using the Structural Equation Model (SEM). The results show that (1) person-organization fit can effectively promote EGB in the workplace. However, different types of person-organization fit have different influencing paths and effect-strengths on employees’ task-related green behavior and proactive green behavior. (2) Values fit has the greatest incentive effect on EGB, followed by demands-abilities fit, while needs-supplies fit promotes only eco-helping behavior. (3) Psychological distance has a significant moderating effect on the relationship between the person-organization fit and EGB. The effect of person-organization fit on EGB is enhanced when employees are close with less emotional distance, while the effect is weakened in the case of close expectation distance. Finally, this study provides suggestions for enterprise managers providing ways to motivate EGB through the selection and allocation of human resources.

Recruitment, Selection, and Retention of Human Resources in the Implementation of the National Social Economic (Susenas) Sensus Program in the Statistic Center of the Lubuklinggau City

This research is motivated by the process of recruitment, selection, and retention of human resources in implementing the SUSENAS program at the Central Statistics Agency of the City of Lubuklinggau. The purpose of this study was to determine the process of implementing the SUSENAS program through recruitment, selection, and retention at the Lubuklinggau Central Statistics Agency. This study uses qualitative methods, the informants in this study are BPS employees of Lubuklinggau City, field officers, and the people of Lubuklinggau City, so that the sample obtained in this study amounted to 13 respondents. Data collection techniques in this study are documentation techniques and interviews. The data analysis technique used is the SWOT analysis. The results show that development achievements are the main data source for policymakers in planning national development, one of which is through the National Socio-Economic Survey (Susenas) which is the main support for meeting the needs of the government in implementing national development in line with the National Medium-Term Development Plan, to planning, monitoring, and evaluating, as well as measuring the accountability of development and public welfare, namely through the Central Statistics Agency (BPS), is a Non-Departmental Government Institution in Indonesia that has duties based on Presidential Decree No. 103/2001 concerning Position, Duties, Functions, Authority, Organizational Structure, and Work Procedure of non-Departmental Government Institutions, carry out government duties in the field of statistical activities in accordance with the provisions of the applicable laws and regulations. in the process of recruitment, selection, and retention on the implementation of the national socio-economic program in the Lubuklinggau municipal statistics body, the writer can conclude that the Lubuklinggau City Central Statistics Agency seeks qualified, disciplined, and responsible field officers so that the resulting data is of high quality. Constraints encountered in implementing the national socio-economic census program (SUSENAS) on recruitment, selection, and retention of human resources at the Lubuklinggau municipal statistical body are fluctuations where prospective officers who do not meet the needs of the public interest who are less interested in becoming field officers due to lack of promotion from the field of statistics. Central Agency for Statistics of the City of Lubuklinggau.)

Optimal selection of expatriates for cross-border assignment to enhance manufacturing efficiency

Ventures of manufacturing multinationals into overseas markets are on the rise despite the recent rising protectionism. The optimal selection of international human resources is one of the critical success factors contributing to cross-border task performance and manufacturing efficiency. This paper addresses the expatriate selection problem by presenting an integrated two-stage optimization approach that makes use of data envelopment analysis and decision trees. A survey of 317 expatriates is conducted in multinational manufacturing productions for demonstrating the applicability and effectiveness of the proposed optimization approach. Findings reveal the optimal match between different sets of human critical success factors and the external system variables under two different settings of cultural flows. This study contributes to the existing research by proposing an effective and practical optimization approach for selecting the best expatriates for cross-border production assignments.

Examining Human Resources Management Issues in Pondok Pesantren Daarul Ukhuwah (PPDU) Malang

This study aims to explain the problems which occur in Pondok Pesantren Daarul Ukhuwah (PPDU) Malang regarding human resources management. PPDU, like another pesantren in Indonesia intends to obtain knowledge from both religious subjects and modern ‘secular subjects’. This program is implemented by mixing educational system in PPDU, which is essentially must be managed and regulated to produce good quality education through developing professional human resources management. However, various problems have emerged since the pesantren insists in maintaining its moral and ethical standards rather than developing professional human resources management. Using qualitative method this study shows that the poor principle and values of professional in PPDUresides in two main factors, namely the informal human resource selection and management and charismatic leadership in pesantren , affecting the learning objectives achievement in the pesantren . Keywords : pesantren , management, problem, human resources

Systematic Literature Review (SLR): Kompetensi Sumber Daya Insani Bagi Perkembangan Perbankan Syariah Di Indonesia

Human resources have an increasingly important role in achieving the objectives of a governmental, private, corporate organization, including sharia banking. This study aims to find out how the development of human resource competencies in Islamic banking in Indonesia is seen from the theoretical and practical order, and how the solution is solved. With the paradigm approach of Systematic Literature Review in journals that have been publicized from 2016 to 2020, the results show that the low level of competence of human resources in Islamic banking in Indonesia both at the theoretical and practical level. sharia. in Indonesia. The solutions provided are: 1) Recruitment, selection and placement of human resources properly adjusted to their skills 2) Pay close attention when recruiting DPS (Sharia Supervisory Board) must really be competent both in terms of sharia and finance. 3) Increasing the role of tertiary institutions especially Islamic tertiary institutions to provide competent human resources by taking into account the existing integrity of sharia banking and being advised by the government as policy maker. 4) Increase the competence of human resources by increasing theoretical and practical aspects. 5) The ability of human resources in modifying Islamic sharia products and understanding of sharia contracts.