Prospective Employees Research Articles

Critical Evaluation: An Assessment Tool for Fostering a Creative Environment at Kyrenia Waterfront

A vital goal of this article is to examine waterfront development and creative class roles. It also discusses the importance of critical evaluation for sustaining social inclusion on urban waterfronts. Testing took place on the Kyrenia waterfront upgrade for creative classes and other people to determine waterfronts’ physical, functional, social, and cultural suitability. To determine the preferences, needs, and satisfaction levels of urban waterfront users, a survey, along with structured observations, was conducted: cultural and creative places and activities, appropriate rules and regulations, motivated entrepreneurs, continuous fund opportunities, preserving the historical context, cultural heritage, and unique values, physical and functional sufficiency, social well-being, and adequate accessibility, as well as tolerance and open-mindedness. A survey was conducted (sample size = 250), and subsequent systematic observations were conducted to obtain the data. As the survey findings indicate, the Kyrenia Waterfront has physical, functional, cultural, and social barriers that challenge both creatives and prospective creatives, including students and employers. Physically, inadequate infrastructure and accessibility challenges were reported. Functionally, limited amenities and inefficient land use were identified. Culturally, a lack of preservation of historical elements was evident. Socially, a sense of exclusion and inadequate community spaces were noted. These obstacles result in reduced attractiveness, limited community engagement, and hindered economic potential for the Kyrenia Waterfront. While the severity may vary, similar issues likely extend across the city, suggesting a broader urban challenge rather than a unique problem specific to the Kyrenia Waterfront alone. Critical evaluation is an essential component of the design process. Critical evaluation should involve collaboration among design professionals, clients, users, communities, public officials, and relevant experts to ensure a holistic and practical design outcome. Comprehensive policies should address the results of such an evaluation. Hence, it should be considered when determining what is required to create a community inclusive of all creative class segments.

Blockchain-Based System For Handling Academic Records

The Academic Records Blockchain-Based System project is dedicated to establishing an unyielding anti-forgery system for academic documents, including mark sheets, transcripts, diplomas, and certifications. Our unwavering goal is to guarantee the authenticity of academic records, diminish the prevalence of counterfeit certificates, and streamline the document verification process, ultimately saving time and resources for all stakeholders. Through the adept utilization of blockchain, IPFS, and hash functions, we are committed to providing an exceptionally reliable method for verifying the legitimacy of certificates. This groundbreaking initiative centers around three pivotal entities: the Issuer, responsible for creating and issuing electronic certificates (e.g., universities awarding bachelor’s degrees), the Verifier, who rigorously authenticates the certificates (e.g., prospective employers conducting background checks), and the Student, who has secure access to the received documents

Does Temptation Associate with Unethical Intention? A Mediating Role of Monetary Intelligence: Evidence from MBA Students in Nepal

Purpose- The purpose of this study is to examine the mediating role of Monetary Intelligence (MI) between Temptation (TEM) and Unethical Intention (UI) among MBA students in Nepalese Business Schools.
 Design/ Methodology/ approach- The research applied a cross-sectional survey research design to collect data from 341 MBA students in Nepali Business Schools. The purposive sampling method was used to reach the respondents. The Partial Least Square Structural Equation Modelling (PLS-SEM) was applied to test the stated hypotheses.
 Finding- The study revealed that TEM has a significant influence on UI. However, MI and TEM do not significantly influence UI. Likewise, the specific indirect effects and total effects are not significant. Therefore, the results of the mediational analysis illustrated no effect (no mediation) results.
 Practical implications- This study focuses on understanding the significance of MI in relation to TEM to trigger UI among MBA students at Nepali Business Schools. This paper paves the path for undertaking complex higher-order constructs in the existing PLS-SEM literature. Likewise, human resource managers could develop their recruitment, training, and performance appraisal mechanism based on understanding the temptation of prospective employees and their possibility of engaging in unethical behaviours.
 Originality- This paper has investigated Temptation (reflective-formative), Monetary Intelligence (reflective-formative), and Unethical Intention (reflective-reflective) to explain the mediational mechanism of MI with TEM and UI. The present study is among the earliest studies to examine unethical intention in the Nepali context.
 Keywords: Monetary intelligence, formative construct, reflective construct, temptation, unethical intention
 JEL: M10

Влияние компенсационной политики на удержание персонала

Retention is one of the key fundamentals that are necessary for organizational success. In a globalized environment, retention and engagement of high prospective employees are a huge challenge to International corporations. In many cases, even engaged employees are sometimes dissatisfied with the outcomes of organizational performance which may lead them to look elsewhere. Due to these reasons, this paper investigates compensation factors and policies that influence employee retention and examines their impacts on both International Corporations and employees. For the purpose of this study primary data was used. The ex-post facto method was employed. The population consists of the members of staff of Guinness International PLC Plant, Lagos Nigeria. Yamane formula was adopted to determine the sample size. The data was analyzed using manual and electronic based methods through the data preparation grid and statistical package for the social sciences (SPSS). Linear regression analysis method which also makes use of ANOVA was employed to test the hypothesis. The study found out that salary in compensation policy have effect on employee job security and also allowance affect job satisfaction Thus, the study recommends that International Corporations should identify those benefits which have more influence on employee retention. Furthermore, International Corporations need to revisit their present benefits package to identify those benefits which are not useful in order to replace them.

Strategi Melakukan Proses Rekrutmen Ditengah Buruknya Citra Perusahaan Pialang

This discussion aims to identify and address the challenges faced by brokerage firms in carrying out employee recruitment processes in the context of poor corporate image. Faced with these challenges, the study adopted a crowdsourcing approach by involving brokers and local communities. Methods included surveys, interviews and group discussions with stakeholders. The discussion identified various challenges faced by the Brokerage Company, such as low community trust, lack of interest of prospective employees to join the company, and communication issues. The review recommended various strategies, including efforts to improve the company's image, and more attractive training programs. It also makes an important contribution towards improving the image of brokerage firms and enhancing their recruitment processes. Integrating the brokerage firm into the local community is expected to strengthen the relationship between the firm and the community and create a better recruitment environment. The results of this study are expected to serve as a guide for Brokerage Firms and similar organizations to overcome similar challenges and build better relationships with the community.

Gambaran Proses Rekrutmen, Seleksi dan Penempatan Pegawai di RSUD Pasar Minggu Tahun 2022

Recruitment is an effort to find and influence workers, so they want to apply for job vacancies in the organization/company. The implementation of recruitment and selection is one of the ways that companies do to find and determine prospective employees who will be accepted or rejected by the company. The purpose of the study was to describe the process of recruitment, selection and placement of employees at Pasar Minngu Hospital in 2022. This type of research used a descriptive research method with a qualitative approach. In this study, in-depth interviews were conducted with 2 informants. The method of data collection is by using interview, observation and document review techniques. Based on the results of the study, the process of job analysis stages at Pasar Minggu Hospital in conducting job analysis refers to workload analysis only. The employee recruitment process at Pasar Minggu Hospital still depends on the demand or demands of each unit in need. the employee selection process at Pasar Minggu Hospital starts from the administrative selection stage then to the MMPI test, in the selection process carried out there is still no debriefing process that aims to encourage new employees to get to know the scope of their work well. The placement of employees at Pasar Minggu Hospital is carried out using a method based on the assessment of education, experience and educational certification as well as human resource needs. At Pasar Minggu Hospital, they still have not paid attention to the development of placement criteria which aims to obtain effective and efficient results in the selection and placement recruitment process. Suggestions are expected from the hospital regarding the process of recruitment, selection and placement of employees not depending on the demands or demands of each unit in need

Decision Support System for Recruitment of Employees in CV. Fajar Jaya Using TOPSIS Method

Employees are one of the main needs of the company because if there are no employees, there will be no productivity in the company. Recruitment is a human resource management planning decision regarding the number of employees needed, when they are needed, and what criteria are needed. CV Fajar Jaya has a problem in making employee recruitment decisions. Decision making is very important for individuals and organizations. The difficulty of recruiting qualified employees is the main problem in this study, with the above problems, it is necessary to design a decision support system that is expected to help CV. Fajar Jaya, in making decisions to obtain information to determine prospective employees using the TOPSIS method, which is expected to use the topsis calculation method, the final results of the selection process for new employee candidates are more effective, selective, efficient and accurate at CV. Fajar Jaya

Analisis Kualitas Kinerja Pegawai Dinas Sosial Provinsi Sumatera Utara Bidang Program, Akuntabilitas Dan Informasi Publik Dalam Sistem Penyelenggaraan Pelayanan Publik

The aim of this research is: To determine the quality of performance of North Sumatra Province Social Service Employees, especially in the Program, Accountability and Public Information Sectors in the Public Service Delivery System. This study uses a qualitative method. Data collection was carried out through observation, interviews and documentation. The informants in this research were 4 people, namely the Secretary of the North Sumatra Province Social Service, Head of the Program, Accountability and Public Information Section, Program, Accountability and Public Information Officer, and Honorary Employees. The results of the research show that the quality of performance of North Sumatra Province Social Service employees in the areas of Programs, Accountability and Public Information is running well in accordance with employee performance. Based on interviews with informants, employees in the Program, Accountability and Public Information Division also have the same opinion regarding personal potential, optimal work results, work processes and enthusiasm at work. Therefore, it can be suggested that in the future, if you want to recruit new employees, pay more attention to the field of science or major according to the abilities of the prospective new employee so as to facilitate all better work processes in the Program, Accountability and Public Information fields.

GAYA HIDUP BERKELANJUTAN DI ERA 5.0

As a prospective employee, you must understand what soft skills the job seeker requires before starting work. During recruitment, one of the effective searches for human resources is administrative selection through Curriculum Vitae (CV), then interviews, and having personal branding. Through this process, organizations can find out the qualities and abilities of prospective employees before undergoing the next selection test. Cikarang Global Laboratory Vocational School which has the hope of being able to continue to improve and innovate, to be able to produce quality output or graduates who are able to answer future challenges, either for work (B) or continuing their studies at higher education (M) or entrepreneurship to become successful entrepreneurs ( W) or what is usually called BMW. Therefore, students of SMK Laboratoroum Global Cikarang need to be given practical training when facing the world of work, by providing practice on how to make a good and attractive Curiculum Vitae (CV), have strong interview skills, and have unique personal branding. In line with the obligations of lecturers in the Tri Dharma of higher education, LP3I Jakarta Polytechnic lecturers have the opportunity to carry out this community service
 
 Keywords: Personal Branding, Curriculum Vitae, Interview

Developing a Skilled Workforce for Future Industry Demand: The Potential of Digital Twin-Based Teaching and Learning Practices in Engineering Education

Engineering education providers should foresee the potential of digital transformation of teaching and skill-developing activities so that graduating engineers can find themselves highly aligned with the demands and attributes needed by prospective industrial employers. The advancement of industrial revolutions towards hybridisation of the enabling technologies recognised by Industry 4.0, Society 5.0, and Industry 5.0 have transformed the components of the engineering higher education system remarkably. Future workforce requirements will demand an employee’s multidisciplinary skill mix and other professional qualities. Implementing human-centric decision-making based on insights from the Digital Twin (DT) systems, sustainability, and lean systems is necessary for further economic growth. Recent barriers identified by the Australian Council of Engineering Deans, the development of teaching capabilities, and affordable and digitally transformed learning facilities by education providers were all considered. This paper explores the role of Digital Twins (DTs) in enhancing engineering higher education by incorporating Industry 4.0 components and other industrial advances. By reviewing curricula, pedagogy, and the evolving skill requirements for engineering graduates, this study identifies key benefits of DTs, such as cost-effectiveness, resource management, and immersive learning experiences. This paper also outlines challenges in implementing DT-based labs, including IT infrastructure, data quality, privacy, and security issues. The findings indicate that engineering education should embrace DTs to foster multidisciplinary skills and human-centric decision-making to meet future workforce demands. Collaboration with industry is highlighted as a crucial factor in the successful transformation of teaching practices and in offering real-world experiences. The COVID-19 pandemic has expedited the adoption of DT technologies, demonstrating their utility in minimising educational disruptions. While this paper acknowledges the high potential of DTs to prepare engineering students for future industry demands, it also emphasises the need for professional development among educators to ensure effective and balanced implementation.

A service evaluation and stakeholder perspectives of the ‘Pharmacy Support and Development’ Service across a GP Federation

Abstract Introduction Since 2019 in England, introduction of the Additional Roles Reimbursement Scheme (ARRS), which includes pharmacists and pharmacy technicians1, has led to staggering growth in General Practice (GP) pharmacy workforce. According to workforce data, in 2017 there were 584 pharmacists and 0 pharmacy technicians in GP, and in 2021 numbers soared to 4684 and 989, respectively2. In 2022, The King’s Fund explored issues affecting implementation and integration of ARRS roles in GP and found that roles are inadequately supported and not implemented effectively3. They concluded that critical to the effective integration of ARRS roles within GP is support involving clinical supervision and peer support3. In South & East Leeds (SEL) GP Group (a GP Federation), provision of the Pharmacy Support and Development service, consisting of a Head of Clinical Pharmacy and Advanced Education & Training Pharmacist, has been in place since 2019. It aims to facilitate training and provide peer support and clinical supervision for pharmacy professionals employed across the seven Primary Care Networks (PCN), and member practices within SEL GP Group. Aim To evaluate the Pharmacy Support and Development service at SEL GP Group by assessing effectiveness of current provision through exploration of stakeholder perspectives and identifying levels of satisfaction. Methods Two digital surveys were created and sent via email to all SEL GP members (PCN managers and Clinical Directors, n=13) and all SEL GP pharmacy staff (PCN Pharmacy technicians and Pharmacists, n=37). Questions focussed on obtaining perspectives from stakeholders on current provision and seeking suggestions for improvement. Data was collected between January-February 2023. All surveys were anonymous, and participants aware of this before completing the survey. No ethical approval was required for this service evaluation involving only SEL GP employees, and this was agreed within the organisation. Results There were 8 responses (62%) from SEL GP members and 26 (70%) from SEL GP PCN pharmacy staff. For members: 88% felt the service supported retention of pharmacy ARRS staff, 63% felt the service positively influenced their decision to recruit pharmacy ARRS staff, and 88% ‘Agree’ or ‘Strongly Agree’ that offering this service is attractive to prospective employees. Overall, 88% described the service as ‘Outstanding’ or ‘Excellent’. For pharmacy staff: 96% felt the service helped them integrate as new starters, 100% agreed the service supported understanding of their role, 88% ‘Agree’ or ‘Strongly Agree’ that having this service aids recruitment of pharmacy ARRS roles, and 96% felt they receive appropriate support and supervision. Overall, 85% felt ‘Very Satisfied’ with the service. Discussion/Conclusion The findings suggest that the Pharmacy Support and Development service at SEL GP Group is favourably perceived by stakeholders and thus far, has had a positive impact on integration and continued recruitment of pharmacy ARRS staff. Questionnaires were not returned by 38% of SEL GP members and 30% of SEL GP PCN pharmacy staff, and this is a potential limitation. However, since the findings indicate that the Pharmacy Support and Development service has been instrumental to staff retention and integration into practice teams, our next steps are to consider adopting this model for non-pharmacy ARRS staff within SEL GP Group.

SISTEM PENDUKUNG KEPUTUSAN SELEKSI CALON KARYAWAN BARU MENGGUNAKAN METODE ADDITIVE RATIO ASSESSMENT (ARAS) (STUDI KASUS : PT. MEDIA FORUM NUSANTARA)

Employees are one of the supporting factors for a company, because by having qualified employees, in accordance with the qualifications, and criteria needed by the company, then the company can develop and move forward in the future. No exception PT. Media Forum Nusantara is currently in need of new employees who are suitable to work in the company. But PT. Media Forum Nusantara is faced with a problem where there are many prospective employees who take the selection test, it will cause the number of incoming files to be adjusted to the criteria owned by the company and requires a lot of time. Making it prone to file errors. To minimize the occurrence of errors and the length of time used, a Decision Support System was made to determine the best prospective employees who will work in the company. Decision Support System method used is Additive Ratio Asssessment (ARAS)

PEMBANGUNAN APLIKASI PENERIMAAN KARYAWAN BARU BERBASIS WEBSITE MENGGUNAKAN FRAMEWORK LARAVEL (STUDI KASUS: PT. XYZ)

The Application Program is a system that is often used by many agencies or companies in increasingly advanced times, be it government or private agencies, in carrying out daily work operations related to fast and accurate data presentation. Company PT. XYZ still uses conventional methods in recruiting employees and managing data, therefore a website-based system will be built to help the world of work face competition in the current era of globalization. The method used in this program uses the waterfall model method. This research will produce a recruitment and employee data processing system that utilizes technological developments to help companies and prospective employees so that all stages run more effectively and efficiently.

Entrepreneurial leadership: Putting the “U” in team

Entrepreneurial firms, due to their size and limited resources, are at a significant disadvantage when it comes to attracting, hiring, and retaining top talent. These challenges place the firm’s survival and success in jeopardy, as they waste resources on talent management and operate amid talent shortfalls. Simply put, in the scale-up phase, managing talent could be the most important activity entrepreneurs pursue. While entrepreneurs cannot eliminate their strategic shortcomings (e.g., prestige, the ability to pay top salaries), they can take advantage of their unique strengths (e.g., a more intimate environment, job flexibility, and greater opportunities for growth, advancement, and leadership) to make themselves more competitive among candidates not necesarily destined for large corporations. In this article, drawing upon the lessons of best practice and theory, we make three recommendations for entrepreneurial hiring managers: (1) treat all prospective employees as transformative organizational members, (2) recognize and embrace the contributions of all, and (3) make new and established employees consistently feel valued. While these lessons allow all managers to display their organizational strengths, they provide the best return on investment for those with the greatest hiring challenges: entrepreneurs.

Rekrutmen Karyawan dan Kinerja Karyawan: Sistematik Tinjauan Literatur

The purpose of this analysis is to analyze employee recruitment and employee performance. This research uses the systematic literature review method. The data source obtained from Scopus was 313 for the 2019–2023 period, and we continued with the exclusion and inclusion criteria to obtain 46 journals that were reviewed. The results of this research state that digitalization technology makes the employee recruitment process easier, one of which is distributing advertisements on the company's official website. The recruitment system needs to have a good framework to attract quality employees. Employee performance is also influenced by individual and organizational factors; therefore, companies need to consider the age and experience factors of a prospective employee. The company's strategy for its employees is also very important to increase employee productivity.

Designing an E-Recruitment Information System Using Simple Additive Weighting Method for Employee Recruitment in Banking Industry

This research aims to find out how to design and build an employee e-recruitment information system using the simple additive weighting method. There are three types of data collection methods in this research: observation, interviews, and literature study. The system development method used in this research is the OOAD (Object-Oriented Analysis and Design) method with the rapid application development model, while the tools used in object modeling are UML (Unified Modeling Language). From the discussion that has been described, the following conclusions can be drawn: This e-recruitment information system was designed and built using the RAD system development method and the SAW method for calculations in decision-making, using the PHP and MySQL programming languages as the database, and tested with black box testing. By using the e-recruitment information system to recruit employees, the HR and general divisions have a reference for selecting which prospective employees most closely match the predetermined criteria. This e-recruitment information system can reduce the possibility of human error occurring during the selection process, and with the value of each applicant calculated in the system, it will become a reference for HR staff in selecting employees more objectively. The administrative selection process, which takes one month, can be reduced to a maximum of seven working days. With the e-recruitment information system, selection results that were previously reported via message can now be seen directly in each applicant's account at a predetermined time.

What is accounting? What should it be? What should we profess and teach?

Differences between accounting researchers and many accounting practitioners and professional institutions on what constitutes the domain of accounting has grown considerably over the past fifty years. In contrast to the frequent allegations that accounting researchers pay insufficient attention to the needs and problems of practice, this paper argues the converse, namely that accounting education and training within universities and professional courses neglect accounting research. This has consequences for the legitimacy of accounting as a profession, inhibits developing skills sought by prospective employers, and can blind practice to the emergence of important new issues. Recently, there have been calls from academics to redefine accounting. In addition to including technical practices, they seek greater emphasis on ethics, morality, theory, sustainability, and accountability. This broader, interdisciplinary approach focuses on public rather than private interests; seeks broader, often non-financial reporting on sustainability goals; serving a wider range of stakeholders; and devising new processes of accountability, especially to empower civil society groups. Illustrations of these themes are explored in the paper. It concludes by offering ways to reform accounting courses. Ideally academic and professional leaders could devise, on an equal footing, courses leading to qualification as a professional accounting that better serve the needs of employers and utilise scientific academic research. Failing this universities could offer two accounting degrees, one emphasising technical material and exemptions from professional examinations, and another more oriented to contemporary accounting research and develops skills sought by employers relating to communication, continuouslearning, critical analysis, and multi-functional teamwork.

Remuneration Model for Health Workers in A State University Hospital (Case Study at The University of Indonesia Hospital)

A high turn over rate is an indicator for a company to implement a strategy to retain employees. From the literature study, it was found that one of the efforts to retain employees is through compensation strategies. Compensation can be used as an attraction to attract prospective employees with high qualifications and retain high performing employees. The role of state university hospitals (RSPTN) as places for education, research and integrated health services in the fields of medical and/or dental education, continuing education and other health education in a multi-professional manner cannot be separated from the role of existing health workers. This research is to look for components that can be taken into account as remuneration components to obtain a remuneration model for health workers at RSPTN.

Implementation of the Simple Multi-Attribute Rating Technique (SMART) for Decision Making on the Selection of the Best Prospective Employee

Implementation of the Simple Multi-Attribute Rating Technique (SMART) for Decision Making on the Selection of the Best Prospective Employee

Pembekalan Kompetensi Tambahan Bagi Fresh Graduate Berbasis Sibima Konstruksi

Companies require high-quality strategic decision-making (SDM) to achieve their goals, remain competitive, and experience rapid growth. Securing employment can be a challenging endeavor for recent graduates. An individual possessing exceptional personal traits and a higher level of competence is regarded as more advantageous to the firm. Fulfilling such standards might be challenging for prospective employees, particularly those who lack experience, such as recent graduates. The main issues are twofold: firstly, the difficulty in effectively developing the human resources required for national construction, which involves costly traditional training methods and limited capacity and scope; secondly, the growing number of undergraduate graduates each year, without a corresponding increase in job opportunities. Additionally, the abundance of quality requirements, specific skills, limited employment options, and intense competition place fresh graduates in need of a labor certificate to validate their qualifications. The primary objective is to enhance the students' comprehension of SIBIMA in order to bolster the number of qualified professionals in the workforce. The employed methodologies include: lectures, talks, training, and questioning. The outcome attained is that the partner has acquired knowledge about SIBIMA to enhance the certified workforce.