Qualified Employees Research Articles

Process quality matters: investigating the inherent characteristics of quality and performance in digital, physical and omnichannel services

PurposeIn the literature, quality and performance have primarily been analyzed at a micro level, particularly within individual service channels. This study aims to explore the meta-level differences between service channels in terms of quality relevance and performance in service organizations.Design/methodology/approachQuality relevance was measured using meta-level quality factors from the TIHPS framework and assessed by their impact on the performance of service organizations while exploring differences between digital, physical and omnichannel services through a partial least squares structural equation model.FindingsThis exploratory study reveals the high relevance of process quality on performance in physical, digital and omnichannel services. Notably, the transition from physical or digital services to an omnichannel service amplifies the importance of process quality. This finding aligns with the theoretical understanding of the relevance of process quality in service organizations. Furthermore, the study shows that quality relevance and performance vary significantly depending on the service channel.Practical implicationsService providers should prioritize lean and efficient processes in omnichannel services. The outcome of an omnichannel service is significantly influenced by the quality of employees’ work, emphasizing the essential nature of employee training in omnichannel services. Digital services should focus on the quality of technologies, and information quality should be given particularly high priority in physical services.Originality/valueThe meta-level differences between service channels in terms of inherent quality and performance characteristics have not yet been explored in the literature. This paper addresses this research gap.

PENTINGNYA ANALISIS JABATAN DALAM MENINGKATKAN EFISIENSI KERJA DI DINAS PEKERJAAN UMUM DAN PERUMAHAN RAKYAT (PUPR)

Every government agency requires an effective human resource management system to ensure the availability of qualified employees. This research aims to analyze the implementation of job analysis at the Public Works and Spatial Planning Office (PUPR) of Garut Regency, specifically in the Water Resources Sector. Several identified issues include the failure to collect rainfall data by the UPT in each sub-district, the mismatch between employees' educational backgrounds and job specifications, and the incomplete achievement of some work programs in 2021. This research uses qualitative methods with a descriptive approach through direct observation, interviews with relevant stakeholders, and document analysis at the Garut Regency Public Works and Spatial Planning Office (PUPR). The research results indicate that based on four dimensions of job analysis, several improvement steps are necessary. First, the head of the UPT must be committed to proposing improvements to the rainfall measurement instruments to support performance indicators. Second, the mismatch in employees' educational backgrounds can be addressed through training to enhance competencies or by providing opportunities to pursue higher education. Third, more intensive supervision and in-depth evaluation of program implementation are necessary to improve the quality of field activities

Scourge of replacing contemporary work environment with artificial intelligence (AI-dark-side): the role of capacity development in quality of work-life and organisational performance

Purpose The emergence of artificial intelligence (AI) which operates through technology and digital workspace has proven to transform organisations in recent times. However, there has been key concern over its efficiency among the workforce on how it may replace human intelligence in the contemporary work environment. This study aims to investigate the drawbacks otherwise known as the dark side of AI and its effect on employee quality of work−life and organisational performance through the lens of employee capacity development in reducing its shortcomings. Design/methodology/approach This study used a descriptive research design using a cross-sectional survey approach to administer the research instrument to 1,847 customer service officers of banks, customer agents of telecoms, customer care of retail organisations in Nigeria business environment across various units were respondents of this study, however, 862 participants were finally used. A simple random strategy was used to survey the study participants, and existing scales were adopted to form a new research instrument. A partial least square (PLS) based structural equation model (SEM) was adapted to analyse the collected data from the respondents. Findings The outcome of the study indicated that AI lacks creativity and has a negative impact on both employee quality of work−life and overall organisational performance. The outcome of the study demonstrated the drawbacks and the dark sides of AI as lack of emotional intelligence, lack of in-depth contextual knowledge, over-reliance on data quality and lack of ethical and moral decision analysis are the possible dark side of AI which adversely affect quality of work−life and overall performance of the organisations. The study concluded that it is difficult to replace human intelligence because of AI’s drawbacks and dark side. AI cannot function effectively beyond what is programmed in the system. Originality/value This study has offered a novel trajectory against the efficiency and possible benefits of AI that people are familiar with. It has changed the understanding of the researchers, policymakers and organisations that AI cannot replace human intelligence in the workplace without improvement on those established AI dark sides.

Hubungan Disiplin Kerja Terhadap Pelatihan dan Kualitas Pelayanan Pegawai Outsourcing Dinas Perhubungan Kota Surabaya

This research aims to identify and analyze the influence of work discipline and training on the service quality of outsourcing employees at the Department of Transportation in Surabaya. This study is associative and employs a quantitative approach. The sample size of this research is 65 employees, using a saturated sampling technique. Data collection was conducted through interviews and questionnaires. The analytical tool used is the Statistical Package for the Social Sciences (SPSS) version 25. The results of this study are: 1) training has a positive and significant effect on the service quality of outsourcing employees at the Department of Transportation in Surabaya, and 2) work discipline has a positive and significant effect on the service quality of outsourcing employees at the Department of Transportation in Surabaya.

IMPLEMENTATION OF WORK CULTURE AS AN EFFORT TO IMPROVE EMPLOYEE QUALITY AT UD. BOEROQ MOTOR CYCLE (BMC) KARANGASEM-JENU-TUBAN

This study examines the role of work culture in improving employee quality at UD. Boeroq Motor Cycle (BMC)Karangasem-Jenu-Tuban,This study aims to characterize and evaluate the role of work culture in improving employee quality at UD. Boeroq Motor Cycle (BMC). Through a phenomenological and qualitative descriptive approach, this study analyzes how the work culture in BMC affects employee performance and operational services. The results of the study indicate that the work culture in BMC acts as a set of knowledge that shapes employee behavior and attitudes. This work culture has succeeded in creating quality standards and encouraging employees to meet consumer demand. The implementation of work culture in BMC has created positive values that can be applied and further developed as guidelines in achieving the company's vision and mission. This study reveals that work culture in UD. BMC has a significant influence on improving employee quality. Values such as [mention specific values found, for example: integrity, professionalism, accountability, innovation and exemplary behavior have been internalized in the daily behavior of employees. In addition, this study also found a positive correlation between the implementation of work culture and increased customer satisfaction.

NEUROMARKETING: TRANSFORMING MANAGEMENT FOR CONSUMERS AND EMPLOYEES

The main focus of this research was to explore management tools in response to stimuli from neuromarketing, contributing to consumer satisfaction and improving the quality of life of employees. The research problem inquires about management strategies that, aligned with neuromarketing, can simultaneously meet consumer expectations and promote employee well-being. The main objective is to understand the application of neuromarketing as a strategic business management tool, aimed at improving consumer experience and raising quality of life in the workplace. Specific objectives include analyzing the predictions of neuromarketing as a management strategy, identifying organizational disadvantages resulting from its consumer-centered application, and justifying the relevance of neuromarketing for improving employee quality of life. The research proposes a comprehensive approach, discussing not only the effectiveness of neuromarketing as a management tool, but also exploring the practical and organizational implications of its implementation. The expectation is to provide specific insights for managers and marketing professionals, highlighting how the integration of neuromarketing into management practices can be a multifaceted strategy to achieve consumer satisfaction and promote healthier work environments.

Human Resource Efficiency in Sustainable Railway Transport Operation

This manuscript deals with research in the field of human resource efficiency in the operation of railway transport, which is currently a very actual and important topic. The correct efficiency and organization of the work of employees in railway operations have a significant impact on sustainable railway transport and the sustainable functioning of the transport sector. This research investigated two fundamental principles of railway transport operation control: local control and remote control. Local control involves physically managing transport processes from a traffic office within the station, with a focus on direct supervision. In contrast, remote control, which relies on optical cables, allows for system operation even during malfunctions. The article compares these control methods from technological and economic perspectives. Notably, local control requires a larger number of qualified employees, impacting efficiency. This research reveals that remote control, facilitated by a relay room and traffic office at each station, enhances teamwork, providing an immediate response to situations and enabling dynamic operational adjustments. Moreover, the article assesses the required personnel for optimal staffing, considering factors such as track configuration, departing trains, and reporting district size. Economic indicators, particularly wages, show significant savings with remote control, impacting stations with excluded passenger movement more pronouncedly. The findings highlight the efficiency and economic advantages of remote control in railway transport. The specific contribution of the research to the sustainability of transport and sustainable rail transport is presented in the discussion of the manuscript.

Trade on the Frontier: Entrepreneurial Techniques and Practices in the Russian Far East in the Second Half of the 19th – Early 20th Centuries

The article is devoted to the specifics of the forms and methods of trade on the Far Eastern frontier in the second half of the 19th – early 20th centuries. At the initial stage of colonization of the region, trade was distinguished by a number of features characteristic of frontier zones: the predominance of import trade, distribution trade carried out along the rivers from barges, fairs and mixed stationary trade. One of the main features of trade on the Far Eastern frontier was significant foreign influence. The competitive advantages of entrepreneurs from the USA and European countries were formed at the first stage of colonization from the delivery of goods by sea, the presence of established connections with suppliers of goods in the homeland, the possibility of obtaining a loan or the availability of working capital, the attraction of qualified compatriot employees, high quality of service and a comfortable environment in stores, and at the beginning of the 20th century – due to the export of technical innovations, further improvement of the quality of service, and the introduction of new standards of retail premises. We can speak of the perception of some of these practices by Russian merchants and positive changes in the organization of their trade business only in relation to the end of the 19th – beginning of the 20th century. It is difficult to judge, given the lack of memoirs of regional entrepreneurs, whether this occurred under the influence of European entrepreneurs or it was a consequence of business development and the increased level of education of local merchants. The main reasons for the success of the Chinese traders were solidarity, the ability to please the customer, mutual lending, minimizing expenses on advertising, insurance, furnishings of retail premises, heating, lighting and wages of employees, as well as the use of illegal and legal, but morally dubious methods of enrichment - the sale of low-quality or spoiled goods, non-payment of taxes, smuggling, fraud. Russian and European entrepreneurs estimated the methods and practices of Chinese entrepreneurs negatively, and perceived them as dangerous competitors. The Asian influence on Russian entrepreneurial culture was complicated not only by the existence of a religious and cultural boundary between the Chinese and Russians, but also by the European idea of civilizational superiority and the civilizing mission of Europe, which was accepted by the educated society of the Russian Empire and formed the basis for the attitude not only towards aborigine, but also towards Chinese migrants.

Literature Review : Dampak Merger Bank Syariah Indonesia (BSI) Terhadap Karyawan dan Nasabah

This research aims to analyze the impact of the merger of Bank Syariah Indonesia (BSI) on employees and customers, using a literature review method that follows PRISMA guidelines. Data were collected from Google Scholar with related keywords, yielding 6,590 results, and 10 relevant articles were selected based on inclusion and exclusion criteria. The research results show that the merger of three state-owned sharia banks, namely Bank Syariah Mandiri, BNI Syariah, and BRI Syariah aims to increase competitiveness and efficiency in the national financial system, as well as provide better services to customers. In this merger, employees experience changes in organizational structure and work culture, and welfare, which requires a process of adaptation and adjustment. Meanwhile, the impact for customers of this merger is to offer convenience and comfort in banking services. Overall, this merger has had a positive impact in terms of improving service quality and satisfaction for both BSI employees and customers.

Optimized evaluation of the quality of sensor video internet of things (VIOT) by the integration of big data and artificial intelligence

The application of sensor video internet of things technology to large-scale integrated work can significantly improve the working quality of employees. However, the degree of improvement in working quality is still difficult to measure in a systematic, intelligent, stable, and accurate manner. local optimization and adjustment after evaluation are still relatively challenging, To address these issues, the study proposes a method of optimizing the evaluation of sensor video quality through the integration of big data and AI techniques. A large-scale integrated distance education system in the field of education and training with a certain application basis is adopted as a case. Including big data and AI techniques such as integrated intelligent agent modules, recommendation algorithms, and transaction optimization algorithms, a new agent-oriented system design with fast response speed, strong scalability, convenient local optimization, and greater stability is achieved. According to the network topology structure of the distance education system in colleges and universities, this paper uses queuing theory to analyze the system performance of the system. The focus of this paper is the quantitative relationship between system communication intensity ρ, user arrival rate λ, system channel capacity n and system waiting delay, blocking probability, average queue length, system throughput and other important performance indicators. In teaching evaluation, the key factor that affects the quality of classroom teaching, that is, Developing a comprehensive system for evaluating classroom instruction is crucial. By incorporating student feedback, leveraging data mining techniques, and harnessing computer technology, a holistic framework for gathering, analyzing, and generating actionable insights on teaching performance is established. This approach makes the evaluation process more systematic and evidence-based, identifying 12 key elements that influence classroom education standards. In the experimental section, the student assessment data sets I1 and I2 exhibit experimental values (statistics) that significantly exceed the thresholds, with a minimum support of 0.32 and a confidence level of 0.61. Moreover, the Boolean matrix is divided into 90 points. The rule U1Ua ≥ U2 is identified as a subset of {U1U2Ua} within the large item set, signifying a strong association rule. These findings confirm the robustness of the artificial intelligence model proposed in this paper for video quality prediction. The optimized sensor video quality evaluation method not only meets a satisfactory confidence level and matching value but also demonstrates good reliability and relevance in the evaluation criteria.

«Языковая личность» - понятие и роль в современном мире

Relevance: In recent years, the Russian Federation has paid close attention to the official activities of employees of the internal affairs bodies from authorities, public organizations and institutions, and the population. First of all, we are talking about the observance by the employees of the internal affairs bodies of the norms of morality and ethics, rules of conduct in everyday life and speech culture. State policy determines the main areas of activity of the internal affairs bodies of the Russian Federation. Thus, in the decisions of the Ministry of Internal Affairs of the Russian Federation it has been repeatedly noted that the successful solution of the tasks facing the internal affairs bodies largely depends on the level of training of the personnel. Fostering high civic, professional, psychological and moral qualities in employees, as well as the formation of a high professional culture, one of the key competencies of which is proficiency in language as a means of communication, strengthening the authority of the internal affairs bodies in society, increasing the prestige of the service are priority goals in the activities of the police and are regulated by the order of the Ministry of Internal Affairs of Russia dated December 25, 2020 No. 900 "Issues of organizing moral and psychological support for the activities of the internal affairs bodies of the Russian Federation". Therefore, the problem of general language processes occurring in the internal affairs bodies of the Russian Federation at present leads to the need to study the features of communication underlying official activity, and therefore to its creator - the "linguistic personality". Statement of the problem: The article considers the issues of state support for traditional values ​​in the Russian Federation, the need to protect the norms of the Russian literary language, the role of language in human life. What are the features of the "linguistic personality"? One of the important conditions for the formation of a person's pedagogical culture is the study of pedagogical thought that has gone through a centuries-old historical path. The article considers the main and most significant stages in the development of the education system in the world, as well as domestic pedagogy, the founder of which is K.D. Ushinsky. Purpose of the study: clarification of the definition of "linguistic personality" based on the presented basic concepts of "linguistic personality" formed in world linguistics. Research methods: analysis of modern scientific definitions of the concepts of "personality", "linguistic personality", generalization of the results obtained. Results and key findings: the conducted research allowed us to formulate and propose the author's definition of the concept of "linguistic personality", which is proposed to be understood as a bearer of cultural and linguistic values, endowed with will and aspirations, moods and assessments, and also fully using language in business communication, professional activities and in everyday life.

Worker Earnings, Service Quality, and Firm Profitability: Evidence from Nursing Homes and Minimum Wage Reforms

Abstract This paper examines whether higher earnings for frontline workers affects the quality of employees’ output. I leverage increases in the statutory minimum wage, combined with worker, consumer, and firm outcomes in the nursing home sector. I find that higher minimum wages increase income and retention among low-wage employees and improve consumer outcomes, measured by fewer inspection violations; lower rates of adverse, preventable health conditions; and lower resident mortality. Firms maintain profitability by attracting consumers with a greater ability to pay and increasing prices for these individuals.

Evaluating the Effectiveness of Traditional Recruitment and Selection Practices in a Technologically Dominated Economy

In the contemporary business environment, there is a need for firms to plan and implement proactive traditional recruitment and selection, especially regarding employees working in the gig economy. However, the poor handling of traditional recruitment and selection processes can significantly affect the quality of employees and their performance in an organisation. This study aimed to evaluate the effectiveness of traditional recruitment and selection practices in a technologically dominated economy. The importance of attracting and selecting a highly skilled workforce in a tight and competitive market has made adopting best practices in recruitment and selection by organisations critical. Firstly, the study highlighted various traditional recruitment and selection methods in organisations. Secondly, the overall recruitment and selection process was identified. Finally, strategies to mitigate the identified challenges faced in the traditional recruitment and selection process were suggested. The study was qualitative, adopting the survey strategy. Purposive was adopted, and hematic was used for data analysis. Findings revealed that traditional recruitment and selection as a practice is important for both employees involved in the gig economy. Importantly, the strategic approach to traditional recruitment and selection practices is vital and should be the cornerstone of any projected recruitment and selection process in a gig economy. Results validate the critical role of the traditional recruitment and selection process in achieving organisational aims and objectives in a technologically dominated economy. The study also proves that collaborative methods are central to the success of any traditional recruitment and selection process. Recommendations affirmed that recruitment and selection should be planned and well implemented. Human resource planning was also measured to be vital and emphasis on significant features of traditional recruitment and selection as a process such as having a place a well and implemented traditional recruitment and selection policy was asserted.

Gesundheitliche Vorausplanung für die letzte Lebensphase: Wie sind Einrichtungen für erwachsene Menschen mit Behinderungen in Bayern hierauf vorbereitet?

IntroductionAutonomy at the end of life is associated with the ability to make self-determined decisions. The heterogeneous field of inpatient integration assistance poses particular challenges in this context. Advance care planning (ACP) is now available to people with disabilities. Nevertheless, little is known about the institution-related needs and the current status with regard to ACP in integration assistance homes. MethodsA survey of all 850 inpatient homes providing integration assistance for adults in Bavaria was carried out. The survey was conducted online and addressed to home managers. In total, data of 96 homes (11.3% of all homes) was included in the descriptive and categorizing text analysis. ResultsResidents die in 60% of the homes surveyed. 73.7% of the homes offer ACP for their residents, with 62.9% of these homes using standardized procedures. One of the reasons given by the participants for not offering ACP is a better qualification of employees. Barriers include the residents’ lack of ability to participate in ACP meetings or relatives’ reluctant attitude towards ACP. DiscussionEnd-of-life care is a relevant topic for inpatient homes providing integration assistance. Accordingly, ACP is already being addressed by a large proportion of homes. Here, special needs of residents due to existing impairments can pose challenges. ConclusionThe study enables us to draw conclusions about the optimization of ACP from the perspective of care homes, which relate to structural (e.g., adaptation of existing concepts), personal (e.g., qualification) and emotional (e.g., de-tabooization) aspects.

Predictors of organizational citizenship behavior among government personnel: A structural equation modeling approach

The study aimed to develop a causal paradigm of organizational citizenship behavior among government personnel in the SOCCSKSARGEN Region. 400 employees were selected through stratified balanced sampling. Data were collected using survey questionnaires and analyzed through the mean, Pearson r, multiple regression, and structural equation modeling. The study determined that quality of work life, employee silence, and political skill statistically correlate with organizational citizenship behavior. The study inferred the predictive capacity of the exogenous latent variables in influencing the organizational citizenship behavior of LGU employees. There were five generated models of organizational citizenship behavior, and model five was determined as the best-fit structural model. The model retained five quality indicators of work life, namely compensation and rewards, training and development, relationships and cooperation, organizational culture and climate, and work environment. Prosocial silence and acquiescent silence remained as indicators of employee silence. Political skill was narrowed to three indicators, comprising social astuteness, interpersonal influence, and networking ability. Finally, altruism and civic virtue emerged as the strongest indicators of organizational citizenship behavior.

Research on the Influencing Factors of High-quality Development of Export Enterprises

The Internet and big data have a profound impact on export enterprises, and their high-quality development is also facing unprecedented opportunities and challenges. This paper takes small and medium-sized enterprises of sales oriented export trade as the research sample, and uses the BP neural network model to conduct empirical research on the factors affecting the high-quality development of enterprises. Research conclusions: (1) A influencing factor system for high-quality development of export enterprises has been constructed, which includes 26 specific factors; (2) The factors in order of impacts: convenience of shopping operations, website content, comprehensive quality of employees, product awareness, consumer penetration rate, internationalization level, enterprise scale and reputation; (3) Factors such as overall employee quality, internationalization level, employee training system and effectiveness, network security, internationalization style of website design, convenience of shopping operations, sales growth rate of the enterprise, and profit growth rate do not have a direct, absolute positive relationship with the high-quality development of the enterprise.

Tax Optimization of Starred Hotels as an Effort Increasing Regional Original Income in the District West Manggarai

This research aims to examine the inhibiting factors in optimizing star hotel tax on local revenue and analyze the efforts and strategies undertaken so that star hotel tax collection increases and runs optimally. This research is a qualitative descriptive study. Data was collected through interviews and strengthened by literature study. The results of the research show that there are obstacles in optimizing star hotel taxes in increasing local revenue, namely limited human resources from the West Manggarai Regency Regional Revenue Agency, both as bailiffs, appraisers and inspectors, then there is still non-compliance by star hotel taxpayers in paying and reporting the tax. The existence of these obstacles means that efforts need to be made, including: improving the quality of tax collectors, coordinating with related agencies, socializing regional regulations to taxpayers regarding star hotel taxes, and intensifying tax assessments and inspections of star hotel tax objects. Researchers also recommend strategies for optimizing star hotel taxes to increase local revenue, including: expanding the revenue base, increasing supervision, and increasing the quality and quantity of employees at the West Manggarai Regency Regional Revenue Agency.

Application Of The Weighted Product (WP) Method In The Selection Of Prospective New Employees Using Assessment Indicators At PT. Delta Sukses Sejahtera

In running its business, the success of a company is largely determined by the quality of its employees. To obtain quality employees who meet the required qualifications, companies must carry out a selection process in recruiting qualified new employee candidates. PT. Delta Sukses Sejahtera is a private company that operates in the field of recruitment services. This recruitment service serves companies by taking over the job of recruiting candidates. Each assessment is taken into account and considered according to the company's needs. So far, the selection process for prospective employees has experienced difficulties because they are still comparing the test results of prospective employees one by one to determine potential new employees. This process takes a long time. Apart from that, the old employee selection system created an element of subjective assessment. So it is necessary to build a decision support system using the Weighted Product (WP) method as an alternative solution, so that it runs effectively and reduces the occurrence of subjective assessments. Weighted Product (WP) is a method in a decision making system that connects attribute ratings using a multiplication technique, where the rating for each attribute needs to be raised to the power of the relevant attribute weight before calculation, this process is similar to the normalization stage. Based on the results of this research, it shows that from the five orders of candidates for recruiting new employees, it can be seen that the scores obtained by each prospective new employee are not too far apart from first to fifth. In the first and fifth places, they have similarities in the final psychological and educational criteria. Where the first and fifth psychological test criteria have almost perfect scores.

HR-brand: features of formation and development

Relevance. The development of HR management stems from the need for organizations to attract and retain highly qualified employees in the competitive environment of the modern labor market. HR branding is a strategy based on the formation and support of a positive image of the company in the eyes of employees, as well as the company's commitment to the principles and values that bind employees and the organization. Positive evaluations of the organization's employees and their recommendations can attract new specialists and strengthen the company's reputation as a reliable and attractive employer.The purpose of the article is to study a special category of reputation and perception of the company – the HR brand.Objectives: to study the conditions for building an HR brand, its structure and key elements; to consider the history of the origin of the idea of HR branding; to assess the interest in creating a special reputation in the field of human resource management; to justify why it is impossible to build an EVP (employer's value proposition) without HR branding.Methodology. In the course of scientific research, empirical, theoretical, statistical methods and methods of graphical representation were used.Results: the theoretical aspects of building a company's HR brand were studied; the popularity of this topic in science and business was shown. A set of knowledge about the features of HR branding in the Russian and foreign markets has been formed and the prospects for the development of this area are shown. It shows why it is important to work on an HR brand and how to start forming a positive image of the company, its reputation and prestige.Conclusions. The article emphasizes the relevance and importance of the topic under consideration, taking into account the latest trends, prerequisites and prospects for new companies. The possibilities that open up for an employer when forming an original and popular HR brand are considered.

We go way back: Affiliation‐based hiring and young firm performance

AbstractResearch SummaryFounders often tap their prior employment or educational affiliations to facilitate employee mobilization and post‐hiring integration. But, how do these affiliation‐based hiring (ABH) tactics relate to venture performance? We theorize that ABH generally helps founders fulfill relational and resource goals, yet differently depending on the type and proximity of the affiliation they share with new hires. We leverage Danish employer–employee data and test our hypotheses with a sample of 8312 ventures launched across multiple industries and joined by 143,469 employees during 2001–2012. We observe higher profitability, sales levels, and survival rates among ventures that hire from founders' past affiliations, with some nuances. Young ventures perform better when hiring founders' former proximal employment ties in nascent stages and relatively distal education ties as these firms mature.Managerial SummaryFounders often tap their prior professional affiliations—former workplaces and education institutions—to hire, but are there benefits or downsides associated with these affiliation‐based hiring (ABH) tactics? Using a large longitudinal sample of Danish ventures, founders, and hires across multiple industries, we study in depth how different ABH strategies relate to new ventures' profitability, sales, and survival. We generally observe better performance among ventures using ABH tactics, as these seemingly help firms access and retain higher quality employees. However, these relationships vary with the type and proximity of affiliations shared between founders and hires. Ventures perform better when hiring founders' proximal employment ties in the early stages but less so when hiring their schoolmates. Nonetheless, some of founders' education ties become valuable as their firms mature.