Human Resource Selection Research Articles

Advancing Organizational Effectiveness Through Strategic Workforce Planning and Technology Integration

Abstract: This comprehensive examination delves into the pivotal roles of strategic workforce planning and technological advancements in bolstering organizational effectiveness. Spanning various critical dimensions such as human resource demand forecasting, strategic recruitment and selection, employee training and development, diversity and inclusivity, and the integration of technology in HR practices, the paper articulates a multi-faceted approach to optimizing workforce capabilities. By leveraging predictive analytics, organizations can forecast future employment needs, while AI-enhanced recruitment processes streamline candidate selection, ensuring alignment with organizational goals. The deployment of advanced training methodologies, coupled with a focus on creating a diverse and inclusive work environment, not only enriches organizational culture but also drives innovation and improves overall performance. The paper further explores the strategic use of HR analytics, AI in recruitment, and digital platforms in employee development and engagement, highlighting their significance in adapting to the evolving work landscape. Through an in-depth analysis, it becomes evident that the integration of strategic HR planning and cutting-edge technologies is not merely an option but a necessity for organizations aiming to thrive in the competitive global market.

The Implementation of Human Resource Management in Improving Teacher Professionalism at MadrasaJunior High School

This research aims to analyze human resource recruitment at Madrasa Junior High School Al-Faaizun Watang Palakka Bone Regency, the selection of human resources at Madrasa Junior High School Al-Faaizun Watang Palakka Bone Regency, human resource development program at Madrasa Junior High School Al-Faaizun Watang Palakka Bone Regency. This research is qualitative research with the research location at Madrasah Tsanawiyah Al-Faaizun Watang Palakka Bone Regency. Data was collected through interviews, observation, and documentation. Then, data processing and analysis techniques are carried out through three stages, namely data reduction, presentation, and drawing conclusions. The results of the research show that human resource recruitment was carried out at Madrasa Junior High School Al-Faaizun Watang Palakka, Bone Regency, namely, firstly, preparation for the recruitment of educators, secondly, the distribution of announcements regarding the acceptance of educators was carried out in a closed manner, and thirdly, accepting teacher applications. Human resource selection was carried out at Madrasa Junior High School Al-Faaizun Watang Palakka, Bone Regency, namely administrative selection to determine the completeness of applicant files according to predetermined qualifications and interview selection to obtain in-depth information about applicants. The human resource development program at Madrasa Junior High School Al-Faaizun Watang Palakka is carried out through teacher qualification improvement programs, supervision programs, subject teacher deliberation empowerment programs (MGMP), and participating in scientific meetings such as workshops, seminars, good training held at madrasas and outside the madrasah. This research implies that the distribution of announcements on teacher recruitment should be done openly through brochures, advertisements, and other social media so that it is easier for the public to get information on teacher recruitment from these institutions, with needs.

Exploring Job Seeker s Experience with AI Interview in Campus Recruitment

AI technology has been applied to human resource selection and interviewing, especially in campus recruitment in industries with greater employment demand, such as consumer goods manufacturing, sales and finance. Currently, research has been carried out on the experience of individual AI services, but there is insufficient study of the experiences of candidates who have actually participated in AI interviewing on campus. Using the rooted theory of the research path, interviewed 9 candidates involved in AI interviews in the course of campus, the result found that the candidates are not satisfied with the experience, the respondents have a poor overall sense of experience, and a lower willingness to continue to participate in an AI interview. Based on the above, the study proposes AI experience perception model for candidates recruited on campus. By understanding job seeker experiences, we can improve the effectiveness and fairness of AI interviews in campus recruitment.

Motivators and mechanisms for an international rural health collaboration

Collaborations are critical to address rural health challenges. We evaluated a new international collaboration between institutions in Georgia, the United States (US), and Scotland, United Kingdom (UK), to address rural health issues and to understand the barriers and facilitators to effective international collaboration efforts. A qualitative approach was used through in-depth interviews and focus groups with educators, researchers, and healthcare providers in the US and Scotland who were involved in the CONVERGE international rural health collaboration. Transcriptions were imported into the NVivo qualitative software program. A reflexive thematic analysis was employed to identify key themes from the collected data. Twelve interviews and two focus groups were conducted virtually with 17 participants. Two primary domains were identified from the thematic analysis: (1) motivators that increase engagement in international collaboration, and (2) mechanisms for, and barriers to, the continuity needed to create meaningful change. Six themes emerged related to commonality of issues, prospect of sharing knowledge, need of sustained funding and institutional support, and selection of human resources. Participants of CONVERGE were more likely to engage when they had a space to share ways to address challenging issues and integrate knowledge and practice. They were motivated by their desire for growth and the institutions they serve and emphasized that infrastructure support is vital for sustainable collaborations.

Human Resource Management Practices and Academics’ Performance

The aim of this study was to investigate the effect of human resource management practices on the job satisfaction of academics in higher education institutions. Furthermore, there were 129 academics from several higher education institutions in West Java involved as participants in this study. The research instrument consisted of 30 items to assess human resource management practices and three items to assess job satisfaction. Additionally, SPSS 29.0 was used for data analysis. Based on the results of this study, there was a significant and positive association between job satisfaction and human resource management practices, including recruitment, selection, training and development, performance appraisal, rewards, recognition, and promotion prospects. The findings and statistical analysis of this study highlighted the effect of human resource management practices on the job satisfaction of academics in higher education institutions. In addition, it was expected that the novelty of this study would provide a significant contribution to human resource management practices and the current situation of job satisfaction in Indonesian higher education institutions, particularly in the public sector.

Penerapan Staffing untuk Meningkatkan Produktivitas Lembaga Pendidikan

Proper staffing in educational institutions is a key factor in improving organizational productivity and efficiency. Employees' knowledge, skills and attitudes are key considerations in the staffing process. This article discusses the application of staffing to improve the performance of educational institutions, focusing on employee recruitment, training and development. The purpose of this study is to explore the importance of an effective recruitment approach, careful selection of human resources and targeted training in improving the quality of human resources. The results showed that proper staffing has a positive impact on organizational productivity and performance. In conclusion, good staffing requires careful planning, clear identification of needs, and ongoing support to ensure the long-term success of educational institutions.

The Influence of Educational Background and Work Experience on Employee Work Ethic

Human resources play the most important and potential role in the success of a company. Therefore, in order to make a greater contribution to the Company, human resources must be managed well. Educational background and work experience of employees are factors that influence work ethic. This research aims to examine the influence of educational background and work experience on employee work ethic. The sample used in this research is a purposive sample, the sample in this research is 39 employees. The data collection technique used is a questionnaire. The results of this research test are that educational background has a positive effect on work ethic, work experience has a positive effect on work ethic. Simultaneously, educational background and work experience have a positive effect on work ethic. Managerial implications that may arise are human resource planning, recruitment and selection processes, employee development and team management, performance evaluation and organizational culture development.

The Power of Education: How Individuals and Organizations Shape the Future

This article aims to explain and empirically prove that human resource management processes and practices influence individual and organizational performance, significantly contributing to the advancement of education in an organizational context. The reliability test was used to measure the level of internal consistency of the construct; Correlation analysis and OLS regression models were used to test the hypothesis. Questionnaires were distributed to 607 employees from 41 companies. The analysis shows that individual and organizational performance grew proportionally to the human resources selection process. There was a strong correlation between individual performance and education/training; a weak correlation between employee compensation and organizational performance; and a moderate correlation between individual performance and career development. Variables such as workforce competencies, motivation, and effective work structures had a strong effect on organizational performance. Based on the findings, we strongly recommend and encourage all companies in this study and beyond to develop a strategic plan to successfully guide their employees and implement processes and practices that improve individual and organizational performance, thus enhancing education in the business context. In the Balkan countries, especially in Kosovo, there is a lack of research on human resource management practices and processes. Therefore, this study will assist organizations in their efforts to improve HRM processes and practices, contributing to a better understanding and implementation of education strategies in organizational settings in this region.

INTEGRATED TALENT MANAGEMENT STRATEGIES AND EMPLOYEES’ TURNOVER INTENTIONS IN MANUFACTURING INDUSTRIES, SOUTH-WEST, NIGERIA

Manufacturing sector in South-West Nigeria grapples with the significant challenge related to employees' turnover intentions. Despite the adoption of talent management strategies, persisting issue remains unchanged. This study therefore examines phenomenon of employee turnover intentions within manufacturing industries in South-West Nigeria. Human resource planning, recruitment and selection, employee training and development, retention strategies, health & safety management, performance appraisal are among strategies that have been examined. Employing a descriptive survey research design. Findings indicate low level of employees’ turnover intentions, high adoption rates of all examined talent management plans, significant shared & relative contributions of these strategies to employees turnover intentions. This study reveals that manufacturing sector in South -West Nigeria is confronted with substantial challenge about employees' turnover intentions. Recommendations include the adoption of additional talent management strategies, regular evaluation of efficacy of integrated talent management practices, & improvement of retention programs based on identified strategies contributing significantly towards employees’ turnover intentions.

Human Resource Management: Case Study with Solutions

Human resource management (HRM) plays a vital role in organizations as it focuses on effectively managing the human capital to align with organizational goals and objectives. This abstract provides an overview of the key aspects of HRM in organizations. It highlights the importance of recruitment and selection in attracting qualified candidates, training and development in enhancing employee skills and knowledge, performance management in evaluating and improving employee performance, compensation and benefits in ensuring fair compensation and employee well-being, employee relations in maintaining positive workplace relationships, employee engagement and motivation in fostering a productive work environment, HR information systems in managing employee data and facilitating decision-making, and legal compliance in adhering to employment laws and regulations. Effective HRM contributes to employee satisfaction, productivity, and retention, thereby enhancing organizational success. Keywords: Human resource management, HRM, Workforce management, Recruitment and selection, Training and development, Performance management

A novel approach towards multiattribute decision making using q-rung orthopair fuzzy Dombi–Archimedean aggregation operators

When dealing with real-life problems, the q-rung orthopair fuzzy set is a core concept because the qth power of the membership and non-membership degrees is less than or equal to one. The process of selecting and evaluating alternatives based on several criteria or characteristics is known as multi-attribute decision-making (MADM) problems. The overview of the attribute values is a significant problem in MADM. It must be done in an accurate, consistent, and meaningful way. q-rung orthopair fuzzy numbers (q-ROFNs) are more flexible and powerful for representing uncertain or fuzzy information than other fuzzy number systems such as intuitionistic fuzzy numbers or Pythagorean fuzzy numbers. The paper introduces a new operator within the q-ROF framework or environment. This operator combines the characteristics of Dombi and Archimedean operations. These two operations likely have defined rules and properties within the q-ROF environment. The paper then proceeds to propose some weighted aggregation operators (AOs) based on the Dombi and Archimedean operations under q-ROF. These weighted AOs are likely used for combining or aggregating multiple attributes or criteria in decision-making processes. The paper explores the properties of these operators, which could include aspects like monotonicity, idempotence, or other desirable mathematical properties. Furthermore, the paper emphasizes applying the proposed operators within the q-ROF environment to MADM. This suggests that operators may be used in decision-making scenarios involving multiple attributes or criteria. The paper provides a procedure or methodology for applying the proposed operators in such decision-making processes. Lastly, the paper presents a practical example related to human resource selection. It demonstrates how the suggested strategy can be employed in real-world scenarios with its decision steps and the new operator. The example aims to demonstrate the viability and efficacy of the suggested strategy in solving decision-making problems related to human resource selection.

Impact of Human Resource Practices with Reference to Montessori School Chennai City

This study delved into analyzing the impact of human resource practices with reference to Montessori school Chennai city. A random sample of 150 individuals from the Montessori school. To achieve the study's objectives, a questionnaire was designed as a data collection tool, and appropriate statistical tests and tools within (spss.v 20) were used. this study examines the impact of human resource practices in Montessori schools, with a specific focus on the educational landscape of Chennai city. Montessori education is known for its unique approach to child development, emphasizing individualized learning and holistic growth. human resource practices play a crucial role in shaping the quality of education and the overall functioning of Montessori schools.The research adopts a qualitative approach, utilizing interviews, surveys, and observations to gather data from Montessori schools across Chennai city. the study investigates various aspects of human resource management, including recruitment and selection, training and development, performance evaluation, and employee engagement. Human resource management and educational outcomes in Montessori schools, this study provides valuable insights for school administrators, policymakers, educators, and researchers. ultimately, the findings contribute to the ongoing discourse on enhancing educational practices and fostering positive learning environments in Montessori schools. Enhanced Educational Quality to understanding how human resource practices influence Montessori schools can lead to the implementation of more effective strategies for teacher recruitment, training, and development. This, in turn, can enhance the quality of education provided to students, fostering their holistic development.

Dasar Perilaku Manajemen Sumber Daya Manusia (SDM) Dalam Meningkatkan Kualitas Pendidikan

This article aims to learn about Human Resource Management (HRM) in improving the quality of education in Tarbiyatul Mut’alimin Pagaden. The interview was conducted with the head of the MA Tarbiyatul Mutaailimin and the study of literature by collecting books and journals related to human resource management in improving the quality of education. The data analysis techniques in this article are narrative. Human resource management According to Handoko is the withdrawal, selection, development, maintenance, and use of human resources to both individual and organizational goals.The result of this research is that MA Tarbiyatul Muta’alimin Pagaden has already implemented human resource planning starting from recruitment, evaluation, and supervision this has become the main program because the resource as a vital tool in improving the quality and quality of education in MA Tarbiyatul mutaalimin According to the head of the school MA Targyatul Mutu’alimi Mohamad badri., M.Pd.I. and the implementation of evaluation, recruitments, development of human resources has also been carried out in MA Tarbiyatul Muta'alimin pagaden.

Rekrutmen Tenaga Pendidik dan Tenaga kependidikan

Explanation regarding the recruitment of good teaching staff and educational staff can be done by selecting existing candidates, as knowledge in implementing a good organizational culture. One way to strive for quality Human Resources (HR) is through a recruitment system. Human resource management is the attraction, selection, development, maintenance and use of human resources to achieve goals, both individual and organizational goals. The research was carried out using library research, namely a series relating to library data collection methods. Recruitment was carried out to meet the needs of human resources in the organization in accordance with the position analysis and human resource planning that had been carried out previously. So that the expected new personnel were obtained.

UNIVERSITY SUPERIOR PERFORMANCE BASED ON BALANCE SCORECARD: THE ROLE OF MANAGERIAL COMPETENCE AND MANAGEMENT CONTROL SYSTEM

This study aims to develop a Balanced Scorecard (BSC) model as a University performance management system with the implementation of managerial competencies and the role of management control systems. The unique potential of resources at state universities that have been incorporated (PTNBH) is managed effectively to support performance achievement. In order to achieve these achievements, the quality of the availability of appropriate human resources is needed in meeting managerial criteria such as competence, expertise and experience and the role of the management control system is needed as an effort to produce university performance. The population of this study is all leaders within Semarang State University. The sampling technique used a purposive sample of 236 people with statistical data analysis using SEM Partial Least Squares (PLS). The results showed that managerial competence and management control systems have a positive and significant effect on performance achievement, meaning managerial competencies that meet qualifications and are qualified followed by performance achievements based on balance scorecards. Similarly, the implementation of an effective control system leads to the achievement of performance. Research advice for leaders in the university environment should be in implementing the selection of human resources for managerial must consider work experience factors besides that future researchers can add or combine models with other predictor variables and conduct research on different objects, for example in other government-owned service institutions or it could also be in private companies so that the study of performance concepts is stronger and can generalized. KEYWORDS- Balance scorecard, University Performance, Managerial competence, and Management Control System

Analysis of Human Resource Management Trends and Innovative Approaches in the Era of Sharing Economy

Based on the analysis of human resource management trends and innovation in the era of sharing economy, this paper discusses the innovation paths in the era of sharing economy through the three aspects of human resource recruitment and selection, human resource training and development, and employee relationship management, and concludes that the trends of human resource management based on the era of sharing economy are mainly reflected in the co-operation with third-party service providers and management, the application of new technologies and tools, flexibility, and the use of new technologies and tools. technologies and tools, flexibility and personalised employee care, and the importance of socialising and networking. The conclusion will provide useful reference for HRM in the era of sharing economy and promote the innovative development of HRM in the new era.

Computer Laboratory Management In Improving Students' Hard Skills In The Field Of Multimedia

The computer laboratory is a support for learning, skills and school infrastructure. Then required planning, organizing, implementation and evaluation. To make the computer laboratory directed and managerial so that the goal of procuring a computer laboratory is achieved effectively and efficiently. As for improving the hard skills themselves, it requires teaching that is repeated consistently and always evaluates so that the hard skills are even better. This research is included in qualitative research with a descriptive approach, the data collection methods used are interviews, observation and documentation. The key informant in this research is the head of the computer laboratory. While the supporting informants were the Head of School, Deputy Head of School for Facilities and Infrastructure, Deputy Head of School for Curriculum, and students. This research was conducted at MAN 1 Jombang. Based on the results of research on computer laboratory management including planning activities or goals for managing computer laboratories as well as organizing which includes the selection of good human resources and the preparation of organizational structures, the implementation of evaluation which is a managerial activity here also describes how to increase hard skills in the multimedia field. It also describes the supporting and inhibiting factors in managing computer laboratories in improving students' hard skills in the field of multimedia at MAN 1 Jombang.

Manajemen Sumber Daya Manusia pada Program Tahfidz Pendidikan Islam di Kota Bontang

Human Resources Management (HR) encompasses various crucial aspects of organizational management. One primary challenge involves recruiting and retaining high-quality talent. The objective of this research is to explore human resource management in relation to (1) the recruitment of human resources and (2) the development of human resources. This study adopts a descriptive qualitative approach to examine the human resource management practices at MTs Alam Al Hafidz and SMP IT Atsaqibiyah in Bontang City. Data collection methods include observation, interviews, and documentation. The data analysis technique employed is interactive analysis, consisting of data collection, condensation, presentation, and drawing conclusions. The research findings indicate that (1) meticulous recruitment and selection of human resources contribute to ensuring the engagement of high-quality teachers and staff in the educational process. (2) Investing in coaching for teachers is crucial to enhance their ability to teach and guide students in memorizing the Koran. This encompasses various aspects such as training, rights fulfillment, salary payments, communication, and skills.

Effect of Recruitment and Selection on Employee’s Performance in Public Universities in Meru County, Kenya

Human resource management encompasses all aspects of an organization's interactions with its personnel, including hiring and firing, benefits administration, goal setting and monitoring, employee performance evaluations, and handling employee departures. Public universities in Meru County have established rules and processes to provide their highest possible quality of service to their students. Similarly, these universities' human resources departments have helped establish procedures to guarantee staff members' adherence to legal frameworks, punctuality in reporting for work, absence-free attendance, audits of risk management practices, and a focus on workplace health, safety, and succession. Despite their best efforts, they are experiencing poor and substandard staff performance. Staff morale is poor and employees are not committed to their jobs, which results in frequent walkouts. Employees vent their frustrations, citing the high turnover rate as a reason why they too are looking for new employment. Nevertheless, there is paucity of conceptual and empirical knowledge. Thus, the ground for the present study was to determine the effect of recruitment and selection on employee performance in public universities in Meru County. The study employed descriptive cross-sectional research design. Academic, administrative, and human resources personnel made up the 90 study's target population. The study employed census method to obtain the study respondents. The study employed structured questionnaires to collect data. A pretesting of data collection tools was undertaken at university of Embu due to comparative characteristics. The pilot study enhanced validity and reliability of the tools. Using a statistical software for the social sciences (SPSS) window version 25, numerical data obtained in the field via surveys were sorted and recorded. The researcher used descriptive statistics (such as frequency, percentage, mean, and standard deviation) to describe and summarize the data, and inferential statistics to draw conclusions from the data. Pearson's bivariate correlation and multiple regression analysis were inferential statistics that was used to learn more about the correlation and effect of the variables of interest with regard to the continuous variables of interest. The study observed the ethical considerations of the research. This research uncovered a noteworthy positive correlation between various human resource functions, including recruitment and selection within public universities in Meru County. Through regression analysis, it was determined that approximately 46.1% of the variations in employee performance across these public universities could be attributed collectively to the utilization of recruitment and selection. Consequently, this study concludes that recruitment and selection exerted the most significant influence on employee performance. As a result, it is recommended that universities prioritize the enhancement of individual components within their HR functions rather than opting for a holistic approach.

How to Use Human Resource Management to Enhance the Core Competitiveness of Real Estate Enterprises in Developed Regions of China

Building an efficient human resource management system is the key to enhancing the core competitiveness of real estate enterprises. This article aims to explore how to enhance the core competitiveness of real estate enterprises through effective human resource management. In today's fiercely competitive market environment, human resources are one of the most important assets of enterprises. This article will propose relevant strategies and practical experience from aspects such as human resource planning, recruitment, and selection, to help real estate enterprises improve their core competitiveness.