Prospective Employees Research Articles

How can Employers be Encouraged to Practise Green Behaviour by Green Human Resource Management Techniques? Bangladeshi Student perceptions of Themselves as Potential Employees

Purpose: This study aimed to investigate the relationship between Green Human Resource Management (GHRM) practices and employee green behavior(EGB). Specifically, it examined the influence of GHRM practices on both task-related and voluntary green behaviors of prospective employees, while also exploring the mediating role of psychological green climate perception.

ANALISIS PELAKSANAAN PERENCANAAN REKRUTMEN KARYAWAN DI MUSEUM PUSAKA NIAS KOTA GUNUNGSTOLI


 
 
 
 Abstract. Implementation planning is everything that is prepared from the start before the activity or activities will be carried out to achieve certain goals. The problem in this research is that the implementation of employee recruitment planning at the Nias Heritage Museum was not analyzed or not predicted correctly, looking at the pluses and minuses of employee recruitment, where they did not carry out health tests, did not carry out intelligence tests and did not schedule announcements of accepted or rejected results. The aim of this research is to: 1) Understand the implementation of employee recruitment planning at the Nias Heritage Museum, Gunungsitoli City. 2) Knowing the procedures for implementing employee recruitment planning at the Nias Heritage Museum, Gunungsitoli City and 3) Knowing the obstacles to implementing employee recruitment planning at the Nias Heritage Museum, Gunungsitoli City. The theory used in this research uses the concept of Sri Budi Cantika Yuli quoted by Reinaldi Irvan (2014). The type of research used is qualitative research. The informants in this research were the Director and HRD of the Nias Heritage Museum who carried out observations, interviews and documentation as well as data analysis by reducing data, presenting data and drawing conclusions. The conclusion of this research is that the implementation of employee recruitment planning at the Nias Heritage Museum has not been optimal, where the implementation of employee recruitment planning is only carried out by determining the number and qualifications, aptitude tests, interviews and filling out application forms and assessing whether the results are accepted or rejected using procedures for setting goals in recruitment planning. employees reported to the Trustees of the MPN Foundation, determining recruitment requirements in accordance with Article 12 of the requirements for accepting employees of the Nias Heritage Museum, implementing employee recruitment planning adjusted to needs, implementing employee recruitment planning adjusted to skills, experience and education, determining recruitment time, determining costs, conducting evaluations employee recruitment planning and experiencing obstacles where assessing prospective employees does not match the expected skills and lack of exploring information and potential possessed by prospective employees which results in work results not being optimal. So this needs to be evaluated regarding the needs and qualities of those who will be recruited by the Nias Heritage Museum.
 
 
 
 
 

Analisis Sistem Informasi Merekrut Karyawan Berbasis WEB pada Perusahaan PT.Erafone Artha Retailindo

Efficient and organized employee recruitment management is very important for the success of a company. In this digital era, web-based technology offers a great opportunity to improve the recruitment process by reducing time, costs and increasing the quality of prospective employees. This study aims to analyze and design an innovative and easy-to-use web-based recruitment system for the company PT ERAFONE ARTHA RETAILINDO to increase efficiency and accuracy in the recruitment process. The research method we use is waterfall and interviews with HR managers and the company's recruitment team to understand the process. current recruitment. We also carry out document analysis, such as historical data on previous recruitment and the recruitment platform used. The results of the system implementation show a significant increase in the response time of the recruitment process and the quality of candidates invited to further selection stages. The HR team also reported reduced workload and increased productivity due to the efficiency of the new recruitment system
 Keywords: Information systems, recruiting employees, system design, HR, waterfall

Analisis dan Perancangan Sistem Informasi Seleksi Karyawan Baru pada PT.Erafone Artha Retailindo Cabang Pekanbaru

Efficient and organized employee recruitment management is very important for the success of a company. In this digital era, web-based technology offers a great opportunity to improve the recruitment process by reducing time, costs and increasing the quality of prospective employees. This study aims to analyze and design an innovative and easy-to-use web-based recruitment system for the company PT ERAFONE ARTHA RETAILINDO to increase efficiency and accuracy in the recruitment process. The research method we use is waterfall and interviews with HR managers and the company's recruitment team to understand the process. current recruitment. We also carry out document analysis, such as historical data on previous recruitment and the recruitment platform used. The results of the system implementation show a significant increase in the response time of the recruitment process and the quality of candidates invited to further selection stages. The HR team also reported reduced workload and increased productivity due to the efficiency of the new recruitment system
 Keywords: Information systems, recruiting employees, system design, HR, waterfall

Applicant attraction to new ventures: The combined effects of entrepreneurs’ physical attractiveness and gender

ABSTRACT We investigate the combined effects of entrepreneurs’ physical attractiveness and gender on applicant attraction to new ventures. Relying on stereotype-based theories and using unique primary data, we confirm that physical attractiveness and gender biases exist: Job seekers evaluate the new ventures presented by either physically attractive or male entrepreneurs as more attractive prospective employers. Moreover, physically attractive male entrepreneurs are best positioned to attract applicants. Interestingly, the strength of these biases varies depending on job seekers’ gender. A severe gender bias exists among male job seekers, while this bias is very weak among female job seekers. Conversely, the physical attractiveness bias is ubiquitous but stronger among female job seekers. We advance research at the intersection of human resource management and entrepreneurship by complementing prior studies on the drivers of applicant attraction to new ventures and suggesting that stereotypes play a critical role in the early stage of the recruitment process.

Training and Accompaniment Innovation Product Superior and Marketing

Collaboration between the Office of Cooperatives and Micro and Small Medium Enterprises (SMEs) with STIE Nganjuk and Griya Batik Sri Rahayu played a very important role in supporting the economic development of Bulu Putren, Putren Village, Nganjuk District Nganjuk Regency. Batik and eco print SMEs are currently the leading products in Bulu Putren, Putren Village, and have prospects very good. The problems main which Become inhibitor developmentof SMEs batik and eco print are in the field of human resources. Because looking for human resources that are tenacious, skilled, and following the field difficult in an era now. Solution solving problem carried out in community service, namely to fulfill the need to increase human resources, is to recruit people who are already skilled from training that has been done, besides that too can conduct independent training for prospective employees if they do not know the world of batik and eco print. Apart from that, what this community service can do is to innovate products and product diversification, provide equipment assistance that supports the production process, for product results will for sale so that more interesting, and practice development sale and promotion which is effective through offline marketing by selling at bazaar stands when there are exhibitions and can also be done online through some media social like Instagram, Facebook, and Marketplaces other. Results after training and assistance show that there are additional variations in the type of product and packaging that can be directly obtained from Upgrade sales turnover.

STRATEGI REKRUITMEN DAN SELEKSI KARYAWAN PELAYANAN MEDIS DI RS. CITRA ARAFIQ DEPOK

Citra Arafiq Hospital is a hospital that has just been established since 2017 the number of employees is still small and quality recruitment is needed. In the need for human resources in a hospital is very important, for that RS. Citra Arafiq wants quality human resources to improve the quality of the hospital through recruitment and selection. This study aims to get an overview of strategic planning for the recruitment and selection of medical service employees. This research is a qualitative research with an analytic descriptive approach. Data collection techniques by means of in-depth interviews. Retrieval of data using purposive sampling technique. This research informant is the Director of the Hospital. Citra Arafiq, HRD, Head of nursing, Head of midwifery, and nurses. The results obtained in this study are in the process of planning resource requirements based on workforce requirements that are adjusted to the workload and the recruitment process is carried out using file collection techniques and according to administrative qualifications that have been determined and within 3 months an evaluation is carried out using the probation technique. In the recruitment and selection process, a strategy is needed that is adjusted to the vision and mission of the hospital, including prospective employees who are matched to the positions needed, performance evaluations are carried out, the recruitment process needs to be planned and held in advance, and the recruitment process must follow applicable rules.

Importance and Barriers of Establishing Educational/Training Programs in Electric Vehicles/Hybrid-Electric Vehicles in Jordan

Jordan has set priority plans to mitigate climate change impacts, where Jordan moves towards low emissions by promoting the Electric Vehicle and Hybrid-Electric Vehicle (EV/HEV) market. Therefore, there will be a pressing need for professionals in the field of maintenance and design of EV/HEVs. Accordingly, surveys were conducted to address the market needs in Jordan. The surveys targeted main stakeholders from different geographical locations in Jordan. This study was concerned with project partners, Academic staff, and students from eight universities located in Balqa’a, Irbid, Al-Karak, Tafilah, and the capital city Amman. The responses obtained are from 8, 140, and 799 project partners, academic staff, and students, respectively. The results, including surveys on teaching and training facilities, are analyzed and discussed. In conclusion, this study presents a crucial foundation for three specialized diploma programs (vocational diploma, technical diploma, and higher diploma) and a bachelor program tailored to Jordan’s EV/HEV market needs. Through a deliberate alignment of the curriculum with the evolving demands of the EV/HEV sector, the diploma programs will foster graduates who hold the essential knowledge and skills to excel in this rapidly expanding field. Furthermore, the programs address the distinct competencies and expertise that the local market requires, ensuring that graduates are well prepared to meet industry needs. The significance of this work serves as a bridge between academia and the market, resulting in graduates who possess the knowledge and skills, that are highly sought after by prospective employers.

Dispositional factors enhancing leader–follower relationship's dynamic

PurposeThis study investigates dispositional factors' (need for affiliation, positive affectivity and proactive personality) moderation effect on the relationship between leader–follower relationship variables (leader–member exchange and perceived supervisor support) and affective commitment to supervisor.Design/methodology/approachIn total, 359 employees in Indonesia participated as the study's respondents. This study employs hierarchical regression analysis to test the hypotheses.FindingsThe results show that need for affiliation and positive affectivity moderates the relationship between leader–follower relationship variables and affective commitment to supervisor. In addition, all dispositional factors positively influence affective commitment to supervisor as independent variables. This study's findings depict the social exchange theory in practice.Originality/valueThe present study contributes to theoretical and practical implications. Theoretically, the study extends the knowledge on at least four domains: leader–follower relationship; affective commitment particularly aimed at the supervisor; the roles of dispositional variables on leader–member interactions; and empirically demonstrates social exchange theory. Practically, this study shows which factors are relevant to shaping positive leader–member interactions. Such results are potentially of value for the leader, the organization, and those responsible for recruiting prospective employees.

PENGARUH ANALISIS JABATAN TERHADAP PENCAPAIAN KINERJA PEGAWAI DINAS SOSIAL KOTA PROBOLINGGO

Position analysis has a very important role in managing human resources, namely improving the insights, knowledge and performance of the organization to achieve the main objectives of the organization. From the results of the analysis of the position, the organization will be able to determine what kind of characteristics a prospective employee must have before occupying a position, the output is in the form of job specifications and job descriptions. The purpose of this study is to know and explain the magnitude of the influence of position analysis, on the achievement of employee performance. This research uses qualitative research method with descriptive analysis. This research resulted in the finding that position analysis becomes one of the most important processes in achieving employee performance in a government organization or government agency.
 Keywords : Job Analysis, Effect of Employee Performance Achievement

How "Well" are We DEI-ing? Applying Technical and Professional Communication Theory and Disability Justice to Challenge Intersectional Ableism in Job Advertisements Through Coalitional Recruitment

Purpose:This article integrates an ableism studies framework with disability justice principles to interrogate how medical insurance job advertisements may circulate ableist assumptions that impede corporate diversity, equity, and inclusion (DEI) goals and social justice efforts. Method: I use critical discourse analysis and thematic coding to analyze how normative ableist assumptions present in job advertisements and DEI documents may exclude prospective employees with disabilities as well as multiply marginalized identities such as Black women. Results: Through my analysis, I demonstrate how normalizing assumptions related to productivity, rationality, independence, and corporate assimilation may contribute to the exclusion of multiply marginalized employees. Conclusion: I ultimately provide data-driven insights regarding what I refer to ascoalitional recruitment to help practitioners construct more equitable job advertisements attuned to disability justice.

Implementation of a Decision Support System for Contract Employee Recruitment Selection using the Simple Multi Attribute Rating Technique (SMART) Method

LPMP West Sumatra is a company in the technical implementation department of the Ministry of Education and is led by leadership and is responsible to the Director General for Improving the Quality of Educators and Education Personnel (PMPTK). The selection process for hiring contract employees has difficulties because the system is still manual where all the processes from the initial stage of registration selection to the final stage of registration selection are all done manually so it takes quite a long time and is troublesome and drains a lot of energy and energy for the company management. . So there is a need for an online selection information system for contract employee recruitment at LPMP West Sumatra such as a decision support system. This Decision Support System (DSS) uses the Simple Multi Attribute Rating Technique (SMART) method. The SMART method is a decision-making method for handling multi-criteria problems based on calculating the criteria weights for each alternative. The aim of this decision support system was to be able to assist the selection process for hiring contract employees at LPMP West Sumatra quickly, precisely and accurately. The results obtained by the alternative with the name of the prospective contract employee were Ririn Novrianti with a score of 0.755. This helps West Sumatra LPMP leaders in determining prospective contract employees who meet the requirements for employment

Human resources development strategy use Backpropagation Artificial Neural Networks

The strategy for developing human resources for recruitment so that at the same time becoming a reliable workforce as expected is the goal of personnel in certain offices or agencies. This step must be taken by the management of companies or institutions, both public and private, in order to improve human resources (HR). Until now, there has never been any research on the conventional acceptance of prospective employees to test how accurate their performance is. In this study the conventional selection system for prospective employees will be used as a basic concept to find methods for analyzing the performance of prospective employees using computer media with an artificial neural network system approach with the backpropagation method. So that the accuracy of the predictive patterns of prospective new employees is obtained. So that finally the personnel of government and private agencies obtain actual information about the performance of prospective employees who will be accepted as workers. The results of the study using hidden layers and learning constants obtained the fastest convergent value at 3377, and the final results of this study will be published in a national journal accredited SINTA 4 or better.

SISTEM PENDUKUNG KEPUTUSAN UNTUK SELEKSI KARYAWAN BARU DENGAN MENGGUNAKAN METODE FUZZY TSUKAMOTO

In running an agency/company, competent employees are one of the keys to achieving a company goal. The role of the decision support system will help staffing to achieve the objectives of the selection process for new prospective employees without compromising the criteria set by the company. The purpose of this study was to determine the application of the Tsukamoto fuzzy method in the process of selecting new prospective employees. The advantages of the Tsukamoto fuzzy method are that it is intuitive and can provide responses based on inaccurate and ambiguous information. The ranking of expert results and Tsukmaoto's FIS was compared using Rank Spearman. The correlation test value of 0.818623 indicates that the Tsukamoto fuzzy has produced an accurate solution.

Predisposed, Exposed, or Both? How Prosocial Motivation and CSR Education Are Related to Prospective Employees’ Desire for Social Impact in Work

Researchers have explored important questions about employees’ prosocial motivation to impact others through their work and about employees’ engagement in corporate social responsibility (CSR) initiatives. Studies show that job seekers are attracted to CSR-engaged employers, but little is known about whether and why prospective employees are attracted by job roles that allow them to have positive social impact. We used prosocial motivation theory to develop hypotheses about processes through which a greater desire for social impact in work is associated with being predisposed to it (due to trait-like prosocial motivation), being exposed to the possibility of it (through CSR-related educational choices), and both in partially mediated sequence. Analyses of data from 187 prospective employees provided support for most hypotheses. Our findings inform new directions for research on CSR and recruitment, the CSR education literature, and recruitment practices that leverage prospective employees’ desire for social impact through performing their regular work.

Financial Self-Efficacy, Retirement Goal Clarity, and Preretirement Anxiety Among Nurses in Southeast Nigeria: The Mediating Role of Job Embeddedness.

It has been evidenced that retirement transitions are accompanied by preretirement anxiety about transitioning from a work-oriented lifestyle to retirement. Most employees do not proactively address these concerns during this transitional period. Thus, identifying the factors inherent in preretirement anxiety is imperative for a positive retirement transition. This study explored the role of financial self-efficacy and preretirement goal clarity on preretirement anxiety and the mediating role of job embeddedness in such relationships among prospective retiree nurses in Sub-Saharan Africa. This cross-sectional study used self-report measures of the Pre-retirement Anxiety Scale, Financial Self-Efficacy Scale, Retirement Goal Clarity Scale, and Job Embeddedness Scale for data collection. A total of 236 nurses participated in the study. Descriptive analyses were done to determine the bivariate correlations among the study variables, while regression-based path analysis was carried out to test the hypotheses. Results revealed that goal clarity and financial self-efficacy showed a strong negative association with preretirement anxiety. Also, higher job embeddedness was negatively associated with preretirement anxiety. In addition, there was a significant indirect relationship between financial self-efficacy and preretirement anxiety, as well as preretirement goal clarity and preretirement anxiety through job embeddedness. Hence, the influence of financial self-efficacy and preretirement goal clarity on preretirement anxiety was mediated by job embeddedness. The results emphasized that financial self-efficacy and preretirement planning are imperative for a positive perception toward retirement transition. In addition, job embeddedness should be encouraged among employees because it facilitates connectedness and interrelatedness in social fusion, ideas, and projections toward retirement transition. This connotes that the development of attachment to place and the formation of strong social ties are sacrosanct for retirement transition. These results are crucial for developing a methodology for support services for prospective employees in retirement transition.

PENERAPAN METODE SIMPLE ADDITIVE WEIGHTING UNTUK MENDUKUNG PENGAMBILAN KEPUTUSAN PENERIMAAN PEGAWAI

Every institution or company will always try to recruit qualified new employees. Employee selection activities are really needed as an effort to improve the performance of the institution or company. The current hiring process is still carried out by convention by inviting applicants to be interviewed, and there are no standard criteria that are prioritized as part of employees who will be recommended to be selected as permanent employees. As a result of the absence of an objective assessment pattern, there is a gap for bargaining in making decisions. Based on the existing problems, it is necessary to strive to develop a method for assessing prospective employees using Simple Additive Weighting (SAW). The results of the assessment using the SAW method can provide alternative solutions for selecting prospective employees according to the established criteria.

Future of Employer Branding in the Era of Bard, ChatGPT, Metaverse and Artificial Intelligence

There is a war for talent among organisations. Today current and prospective talented employees have multiple forms of employment opportunities. In such a scenario, employer branding becomes critical for acquiring skilled talent for the growth of any organisation, including for startup firms. The new age platforms like Bard, ChatGPT, metaverse and artificial intelligence provide opportunities for practising employer branding in novel and immersive ways. The study proposes a framework for organisations to help them align with the futuristic employer branding activities using these latest tools and platforms. The study also provides research agenda for scholars working in the ‘future of employer branding’ domain.

Curriculum Development Based on Digital Supply Chain Management in Learning Supplies Management Majoring in Office Administration

Planning, monitoring, and assessing an organization's inventory management processes—often referred to as supply and supply chains—involves learning about supply chains and infrastructure or supplies. We acknowledge, however, that supply management is currently rudimentary and falls short of the demands of Indonesia's expanding appointment market. This study's main goal is to raise the caliber of potential personnel who will handle supplies and equipment in a business. Design Thinking in advance was the methodology utilized in this study. It consists of five steps: empathy, definition and idealization, prototyping, product testing, evaluation, and preparation. This study's findings are integrated supply chain learning that is cloud-based. The introduction of various learning features including LMS, inventory, supply chain, and IoT tracking. There are also some instructions on how to practice bidding based on the case studies given due of the inventory feature. Students are given content for cognitive learning through LMS. Prospective employees' quality, particularly that of professional students studying organizational needs and materials management, can be raised by employing these tools. The creation and deployment of an integrated learning cloud related to subjects on a larger scale can be the focus of this research's continuation the following year

Employers’ conceptions of quality and value in higher education

In this qualitative study, we research what constitutes the relationships between conceptions of quality and value associated with higher education as experienced by prospective employers of business graduates. Quality and value in higher education are often linked though the relationship is unclear. Employers are an important and under-researched stakeholder group on the demand side of higher education. Data are generated by interviewing prospective employers of business graduates from a UK university. Interviews are analysed using a phenomenographic method to determine the qualitatively different ways in which actors make sense of the relationships between quality and value. Understanding prospective employers’ conceptions of the relationships is important given the competitive pressures on universities and businesses. The research reinforces the experiential and idiosyncratic relationships between quality and value in higher education. Three conceptions of what constitutes quality and value in higher education are discussed: (a) quality is an antecedent of value; (b) quality is simple while value is complex; and (c) quality is internal to HE while value is created in the customer domain. The research outcomes provide important insights for researchers and practitioners through clearer understanding of how quality and value are related for this important stakeholder group.