Prospective Employees Research Articles

The Performance of the Fire Service Office of Central Bengkulu Regency in Dealing with Fire Hazards

This study aims to determine the performance of Central Bengkulu Regency Fire Department in dealing with fire hazards. Data collection techniques were carried out by means of in-depth interviews, observation and documentation. After the research results were obtained, they were analyzed by means of data reduction, data presentation and conclusion drawing. There were 6 informants in this study consisting of 3 key informants and 3 main informants. This study used the theory of Lazer 1977 in Bintoro and Daryanto (2017:153). The Technician component, in accepting prospective employees at the Fire Department, must have requirements such as an equivalent high school diploma, physically and mentally healthy, male height 165 cm and female 160 cm and have special skills. The training and seminars conducted by the firefighters are limited in nature, not all officers receive special training, only firefighters who are close to the leadership can attend training and seminars. Conceptual ability, the way the leader overcomes problems that occur in the field by using a personal approach to firefighters or employees to overcome the problem of fire hazards. The leadership takes a personal approach to each officer and the existing units or posts so that they can give direct responsibility to Danton in giving orders to existing officers. Interpersonal Relations Ability, the leaders only receive reports from Danton about information on fires that have occurred in the community. The leaders rarely go directly to the scene of a fire incident. The community was dissatisfied with the performance of the firefighters in extinguishing the fire at the fire site due to the delay in the fleet of cars arriving at the location to extinguish the fire.

Effect of Recruitment on Employee Performance

Employees are the most important part to achieve the goals of a company or organization. So that the company runs effectively and efficiently, the company needs employees who are in accordance with the principle of "the right man in the right office". To achieve the goals of the company or organization, the first step taken is to recruit prospective employees according to the qualifications of the company or organization, which will improve employee performance results while in a company or organization.

The development of a suitable training model for students with disabilities at a training institution in South Africa.

The large South African population of people with disabilities presents unique challenges for training organisations because there is no training model that accommodates the demands of all disabilities. The site of the research was a private, nonprofit training institution with disability-friendly infrastructure which did not adequately prepare students for employment. The intention was to interrogate training models used at the institution, from the perspectives of students, facilitators and prospective employers. As there was no suitable assessment instrument, one that was fit for purpose was developed. The Adaptable Component-based Assessment Model (ACA Model) was the result. A case study using mixed methods was employed. The interpretive research paradigm allowed for purposive sampling. This article reports on the qualitative first phase of the study. The ACA Model was developed, and iterative applications provided information about areas that needed improvement before the second phase was initiated. The results all indicated that the existing programmes needed to be evaluated with the view for improvement. Various training models can be used to train students with disabilities, but they need to be assessed to ensure that they are integrated, holistic and student centred. Because different accommodations need to be taken into account for various disabilities, the ideal assessment model needs to be adaptable. The ACA Model is an appropriate assessment model as it is based on individual learner affordances, workplace affordances, the holistic development of students and workplace absorption. The research contributes to knowledge and practice as the resultant ACA Model can be used to the benefit of students and education institutions. The model can be tailored to the needs of all groups of students, especially those with disabilities.

The study of the value attitude of cadets of a departmental university of the Federal Penitentiary Service of Russia to a person

The paper indicates a necessity to humanize the performance of an employee of the penitentiary system, within which the problem of the value attitude formation among cadets of a departmental higher education institution of the Federal Penitentiary Service of Russia to a person is highlighted. It is substantiated that the value attitude of a cadet a prospective employee of the penitentiary system to a person is a personal formation that has a structure. The components of the value attitude of a cadet to a person cognitive, motivational-evaluative, emotional, activity are distinguished and their content (knowledge, values, empathy, relationships) is revealed. A set of methods of scientific and pedagogical research is determined. It allows to study the value attitude of cadets to a person: a method of the conceptual dictionary, a method of associations, a method Value orientations, a method Diagnosis of empathic abilities level, Personal growth, and the use of each of the methods for studying a specific component of the cadets value attitude to a person. The results obtained using methods of scientific and pedagogical research for the study of the value attitude towards a person among cadets of the first and final courses are compared. Changes that have occurred in the value attitude of prospective employees of the penal system towards a person are presented. The conclusion about the effectiveness of the experimental work on the value attitude formation among cadets towards a person in the educational process of a departmental university of the Federal Penitentiary Service of Russia is substantiated.

Expert evaluation of ergonomics and cultural influence on employees’ choice of work

Human-Computer Interaction (HCI) has long been in a relationship with ergonomics, as a user is expected to have a suitable environment to display a good user experience. This study aimed to identify how organizational or employers' ergonomic values and culture influence employees’ choice of organization to work for. A survey questionnaire, containing 30 items with a Likert Scale (Strongly disagree -1 and 5 for strongly agree) was adopted. A total of 300 questionnaires were distributed and a sample of 250 full-time employees from various companies was used. The collected data was analyzed using descriptive means and correlation via SPSS.21. Results show that a significant dependent relationship exists between employee values and the organization’s ergonomic values (r=0.947; p<0.01), and between employee’s values and mean congruence between values (r=0.829; p<0.01). No significant relationship was found between organizational values and mean congruence between values (r=0.096; p>0.05). The findings in this study may provide direction on how organizations should adopt a better ergonomic design approach for mutual benefits with present and prospective employees.

The Importance of Competence (Education) at Pt. Banjarmasin Main Vistra

This study aims to determine the competence of Human Resources at PT. Main Vistra, to find out the obstacles faced in fulfilling employee competencies and the efforts or alternative solutions faced. To obtain valid data in research using descriptive methods. Data collection techniques using documentation, observation, and interviews, with qualitative data analysis techniques. The results of the study show that the human resource competencies at PT. Vistra Utama started with the recruitment process, which included administrative tests, written selection, and interviews, then continued with placement and development. Furthermore, the efforts made or alternative solutions that need to be made related to increasing competence are the need for cooperation with associations in the field of martial arts within the Banjarmasin City community in terms of recruiting prospective outsourced employees, carrying out the On The Job Training and briefings held by PT Vistra Utama and Conduct work evaluation every six months or once a year.

Sistem Penunjang Keputusan Penerimaan Karyawan Baru di PT. Yudita Teratai Cakti Menggunakan Metode Profile Matching

PT. Yudita Teratai Cakti is a company that carries out the hiring process independently or does not use the services of an outsourcing company. In the process of hiring employees, usually PT. Yudita Teratai Cakti uses advertising services in print media such as newspapers and online media such as Facebook and others. In the employee recruitment process at PT. Yudita Teratai Cakti is carried out by the personnel department by selecting and selecting one by one the data of applicants who enter the selection process for prospective employees at the acceptance of new employees at PT. Yudita Teratai Cakti, with the need to apply for a job this system was built, namely carrying out a selection process for prospective employees who applied for work at PT Yudita Teratai Cakti, it is hoped that this system can carry out the selection process using the profile matching calculation method used in this study to be able to provide decision-making information New Employee Recruitment. In order for the implementation of the selection of new employees to meet the demands and expectations of the company, a correlation is needed between the preparation of the test questions and the determined test criteria so that the test results for each new employee show the potential value of each new employee on each of the specified criteria. The decision support system with the profile matching method can assist the role of management or managers in supporting PT. Yudita Teratai Cakti which has objective value with a more effective time.

EDUCATION IN THE NEW ERA: CHALLENGES AND OPPORTUNITIES FROM CONTENT-BASED CURRICULUM TO COMPETENCE-BASED CURRICULUM IN KENYA.

The fast and complex changing world coupled with dynamic technical advancements and great need for skilled manpower in the labour market within an ever-growing world economy has brought new challenges and requirements in the education sector (Owala, 2021 in Mulenga and Kabombwe, 2019).
 The role of education in many African countries after independence was to impart knowledge to their citizens to help them take up leadership roles and positions in various sectors in order to help in the running of their countries. For example, in Kenya, there have been major reforms in the education sector since independence. The education system was changed in 1964 to 7-4-2-3 to de-colonise education. In 1985, the 7-4-2-3 system was changed to 8-4-4 following the recommendations of the Mackay Commission in order to prepare its graduands for self-reliance, but seemingly, it never accomplished its mandate (Cheptoo and Ramdas, 2020) and in 2017, the education system changed from 8-4-4 to 2-6-3-3-3, which is a Competence Based Curriculum (CBC). Owala (2021) states that Kenya implemented the Competency Based Curriculum (CBC) in 2017 to help her citizens obtain appropriate knowledge, skills, values and attitudes through education with a focus on providing learners with the ability to obtain, improve and use knowledge, values and attitudes which would then lead to the use of skills acquired (Mulenga and Kabombwe, 2019). Momanyi and Rop (2019) argue that change of the education system to CBC was after prospective employer questioned the skills and capacity of university graduates’ competency. They state that competency means the graduates have sufficient knowledge and skills to perform an activity or service to a degree of quality that is acceptable to the industry and the customer in a time within which a competent person at the level could be reasonably be expected to perform the task.

Organizational attractiveness: Targeting prospective employers on social networking sites

BACKGROUND: Many business organizations have integrated the use of professional social networking sites into their HR practices in order to communicate with and attract qualified candidates as part of their talent acquisition strategy. OBJECTIVE: The aim of this research is to explore some social and behavioral signals on social networking sites that enhance organizational attractiveness. Grounded in the signaling theory, this paper fills the research gap by investigating new types of signals on public professional social networking sites that can affect organizational attractiveness as an employer. METHODS: In this research, a quantitative research methodology was used. The sample consists of 288 job applicants using social networking sites in Canada. RESULTS: The results highlighted the importance of social and behavioral factors that play a significant role in enhancing organizational attractiveness on professional social networking sites. CONCLUSIONS: The results provide insights and practical suggestions for managers who decide to integrate social networking sites into their practices. Additionally, the findings of this research help the managers to better understand the factors that have an impact on job applicants’ choices of their future job and employer.

Signaling Diversity Debt: Startup Gender Composition and the Gender Gap in Joiners’ Interest

Women are underrepresented in startups, but research on “joiners” – non-founder employees attracted to startup work – offers limited explanations for why such underrepresentation occurs and how it persists. We argue that, even among joiners, women are less interested than men in applying to startup jobs and that this gender gap is associated with differential reactions to information about the gender composition of prospective employers. We analyze unique field data obtained from a job-matching mobile-application platform for startups, finding the hypothesized gender gap and showing that women, but not men, are sensitive to information about organizational gender composition, especially for startups signaling diversity debt – i.e., no or only a token representation of women. A preregistered experiment further reveals that women’s identity threat concerns mediate these effects. Gender disparities in startups are reproduced in a vicious cycle as existing underrepresentation deters women from applying. Our findings have implications for research and practice concerning joiners, the underrepresentation of women in entrepreneurship, and startups’ ability to shape the gender composition of their applicant pools.

Exploration of LIS professionals efforts in Pakistan towards the improvements of technological competencies in 21st century

Purpose The purpose of this qualitative study is to investigate/review the skills required for library and information science (LIS) professionals in the 21st century and to propose an alternative approach as the suggested key skills. Design/methodology/approach Twenty-two LIS professionals from Pakistan were interviewed, and 10 LIS professionals were from abroad, including two from the USA; six respondents were from Saudi Arabia; one from Canada; and one from Malaysia. In-depth interviews with faculty members were conducted to ascertain their perceptions of the knowledge and skills necessary to be competent in delivering quality education to the future information breed. Findings The findings emphasise the importance of a variety of competencies for librarians and information educators, including subject knowledge and skills; information technology knowledge and skills; instructional skills; research skills; and managerial, leadership and social skills. Additionally, it was noted that LIS professionals require a diverse set of skills that should be fostered by educators and employers. By promoting these in the broader community, the author can encourage the next generation of LIS professionals to consider LIS as a viable career option. Originality/value The findings presented in this paper provide a unique window into the country’s workforce needs. Though the study was conducted from a Pakistani perspective, the findings may have implications for other countries with comparable circumstances, including social impact. It also provides a new analysis of the selected generic and LIS skills that can be communicated in an innovative manner to prospective LIS employees, employers and educators.

Professional transitions: The eportfolio as a curated digital narrative

Contemporary higher education is continually facing change and disruption across global and local educational communities. This has been exacerbated by the impact of the global Covid-19 pandemic, with graduates having to demonstrate discipline-specific knowledge along with adaptability to an ever-changing employment market. To address these needs, the authors advocate a focus on professional transitions by taking advantage of the eportfolio and reframing the digital showcase tool as a curated digital narrative for any discipline. Taking a detailed focus on the case study example of the Verandah Journal , this article demonstrates how one practice-based project can be adaptively framed for diverse job opportunities and can serve as the foundation for a portfolio career. The authors conclude that a flexible, curated demonstration of skills and knowledge creates the foundations for a graduate to narrate their professional transition in a challenging future work environment. Further research is required to expand this understanding to both graduates and prospective employers.

Descriptive and inferential statistical analysis of expectations and needs of engineering students and graduates: a case study at the University of West Bohemia

Abstract A good command of English for Specific Purposes (ESP) among Czech engineers seems to be of crucial importance since the engineering field has been developing rapidly and the Czech labour market is becoming increasingly international (Eurostat 2020). The authors of this article, who supervise the ESP courses offered to the students of the Faculty of Mechanical Engineering (FST) at the University of West Bohemia (UWB) in Pilsen (Czech Republic), attempt to meet the changing needs of the engineering field by conducting needs analyses among students, university graduates and prospective employers, and keeping their ESP courses’ syllabi up-to-date and relevant to their engineering students. This paper presents a comparative analysis of a questionnaire that was distributed in the year 2021 among UWB engineering students and graduates. Having analysed the responses that dealt with graduates’ needs and students’ expectations of using ESP in a workplace, the authors noticed several discrepancies between the answers they received from the students and those they received from the graduates. Based on the analysis, a hypothesis that current students sometimes have misconceptions about their future work life has been formulated. To confirm this hypothesis, in the next stage of the research, selected students and graduates are to be interviewed to gather additional information. The authors also wish to examine this hypothesis by having prospective engineering employers reply to the same survey questions.

WEBSITE BASED EMPLOYEE ACCEPTANCE INFORMATION SYSTEM AT PT NOTO TEKNOLOGI INDONESIA

The development of information technology is currently growing very rapidly, many companies want to improve their work processes by using information systems to process company data more quickly and efficiently. The process of accepting prospective employees at PT Noto Teknologi Indonesia is still done manually, i.e. prospective employees must register and deliver job application files to the office. To find out the results of the selection of employee recruitment, prospective employees still get information via WhatsApp. This makes the acceptance of new employee candidates less effective and efficient because it will take a lot of time and the possibility of data errors. So in this study a website based recruitment information system was created to facilitate the process of accepting new employees. The method used in making this system is the waterfall method where this method has 5 stages, namely user needs analysis, system design, implementation, testing and maintenance by PT Noto Teknologi Indonesia. The results of the black-box test show valid results for all features which indicate that this system is as expected. From the results of black-box testing, it can be concluded that this system is feasible to use as a tool to facilitate the process of accepting new employees at PT Noto Teknologi Indonesia.

REKRUTMEN KARYAWAN RUMAH SAKIT NUR HIDAYAH BANTUL YOGYAKARTA DALAM PRESPEKTIF MANAJEMEN ISLAM

One of the efforts that must be made to achieve the goals of the organization or company is to have human resources who have the ability and expertise in each field. HR or often termed as labor or employees in the company, is the driving force of all activities carried out so that the company or organization runs smoothly and effectively. Nur Hidayah Hospital, Bantul Yogyakarta, in meeting the need for human resources, recruits employees through several stages. This study describes the stages in employee recruitment at Nur Hidayah Hospital. In addition, it also describes the views of Islamic management on employee recruitment at Nur Hidayah Hospital. The methodology of this research is descriptive qualitative using data collection methods through observation, documentation, and interviews. From this study it was concluded that the recruitment of employees at the hospital. Nur Hidayah is carried out directly or indirectly. While the view of Islamic management on employee recruitment at Nur Hidayah Hospital is that employee recruitment is actually the initial task that must be carried out by a leader in finding and selecting prospective employees to occupy predetermined job posts

Pengembangan Sistem Informasi E-Recruitment Untuk Seleksi Penerimaan Karyawan Baru Berbasis Web

Technological developments are increasingly rapid, companies need skilled workers so that they can bring companies to develop and compete with technological developments, aspects of employee recruitment are very influential on the progress of the company, recruitment processes that are not in accordance with company needs can hinder company development as in the process of recruiting prospective employees who have to go directly to the company address or send via post and email, this takes a lot of time, lots of piles of unused job applications and creates spam and takes a long time to sort through. Based on this, the researcher proposes an e-Recruitment Information system innovation to assist the recruitment process, including the process of inputting and searching for new employee recruitment data. The research design resulted in a software engineering of Employee E-Recruitment Information systems at PT. XYZ which makes it easier for the human resources department to accept new employees. In addition, the Employee E-Recruitment Information System at PT. The new XYZ can speed up the time in the process of recruiting, inputting and searching for new employee candidate data.

Can Embedding Authentic Assessment Into the Curriculum Enhance the Employability of Business School Students?

The purpose of this paper is to explore whether embedding authentic assessment into the university curriculum can enhance the employability of business school students. Three research questions are addressed: (1) What is the rationale for authentic assessment in the curriculum?, (2) What are the opportunities for authentic assessment to enhance the employability of students?, and (3) What are the challenges of embedding authentic assessment into the university curriculum? The findings indicate that authentic assessment has the potential to increase the employability of students graduating from university business schools. The opportunity to develop human capital, collaborate with fellow students and solve real-world problems can help students to develop and signal their employability to prospective employers. However, lecturers and administrative staff require additional time to plan and deliver modules using this form of assessment. Students also need to be convinced of the benefits of the extra time investment if the module is not a compulsory component of their degree course. Our paper proposes that authentic assessment should be utilised to a greater extent by university business schools. The benefits of such an approach can transcend students, graduates, universities, organisations, and broader society. Directions for future research are also discussed to maximise the benefits of authentic assessment and seek to reduce the barriers to embedding authentic assessment in the curriculum.

Sensitizing Prospective Workplaces on the Needs of Students with Hearing Impairments

Social preconceptions and physical barriers can prevent people with disabilities from accessing education or training that prepares them for meaningful employment. As a result, they face challenges of poverty and exclusion from mainstream society. It is particularly difficult for Deaf and Hard-of-Hearing (DHH) people because the implications of their education and employment is often misunderstood. The research reported here interrogated training models used by the National Institute for Development and Training (NIDT) in Worcester, South Africa to find a model that would best suit students, the training institute, and prospective employers. A case study using mixed methods was employed to investigate how students could be trained and helped to find employment in DHH-sensitized work environments. The research paradigm was interpretive and purposive sampling provided information-rich participants. As the existing College Training Model did not serve the needs of students, two new training models were piloted. The results were compared with the existing model to ascertain which of the models was most successful. The model in which employers, staff and students were involved in recruitment, training and employment was the most successful, but there were still gaps that needed further research. A holistic, student-centred training ecosystem in which training providers and employers take equal responsibility in the training and employment processes is necessary.

DESAIN SISTEM PEMILIHAN KARYAWAN TERBAIK MENGGUNAKAN AHP PADA LEMBAGA PENYIARAN TVRI

<span class="tlid-translation"><em><span lang="EN">The concept of a decision support system for selecting the best employees in the Republic of Indonesia Television Public Broadcasting Institution is made based on the problems that exist in that institution that are still doing subjectively and manually and there is no system in it. Where in this selection concept is done by determining the weight value for each attribute, then the ranking process is carried out which will determine the optimal employee performance. Analytic Hierarchy Process (AHP) method was chosen because it can select the best alternative from a number of alternatives. Where by using this method the employee data which is assessed will be compared with other employees with several criteria provisions which will produce the best prospective employees. The results of the study are in the form of a Decision Support System Concept (SPK) concept, which is expected to be able to resolve the selection problem in the best employee assessment and is no longer subjective and the assessment is no longer seen from one aspect based on one perspective.</span></em></span>

The evolution of a micro-credential


 
 
 In 2017, key representatives from the University microcredentials team and the Library collaborated to develop, deliver and embed into curriculum, digital literacy micro-credentials in multiple course shells via the University’s new learning management system. The first microcredential delivered was Information Literacy. This credential aimed to address student needs to recognize when information was needed and strengthen their ability to locate, evaluate, and use information effectively (ALA Clearing House, 2017). Students who earned the microcredential were rewarded with a digital badge that outlined the achieved learning outcomes and recognition of this award was reflected on their official academic transcript. In addition, the badges were shared on social media platforms like LinkedIn as a way to demonstrate new skills and engage prospective employers. In 2019, the original credential was reviewed to ensure relevancy. A subsequent eight-week sprint process was initiated. The review process sought feedback from various stakeholders that included the RMIT Creds team learning designer, the subject matter experts (SMEs) from the Library and student reviewers. Results from the review process for the Information Literacy credential highlighted key changes to content and learning outcomes to reduce confusion for students and ensure learning outcomes addressed the module content directly. In addition, a shift away from a traditional educational context of information literacy to a broader professional context was also recommended to ensure relevancy to industry.