File Name: journals on recruitment and selection .zip
The hospitality and tourism industry faces a number of workforce challenges, especially the high turnover rates and associated replacement costs associated with continually identifying and hiring new employees. The purpose of this paper is to discuss how hospitality and tourism organizations can use electronic human resource management eHRM and artificial intelligence AI to help recruit and select qualified employees, increase individual retention rates and decrease the time needed to replace employees.
Use of this Web site signifies your agreement to the terms and conditions. Special Issues. Contact Us. Change code. Effective organizational performances rely on the proper allocation of human resources in different functional areas. Proper recruitment and selection procedure helps an organization to allocate right type of qualified employees in the proper job position for ensuring organizational effectiveness. The banking sector is playing a crucial role in the economic advancement of Bangladesh through generating job opportunities and recruiting huge number of candidates in each year.
Different researchers have projected different sources, methods, models and theories in light of designing effective recruitment and selection program. However, there is no analytical study on recruitment and selection strategies and practices in the private sector commercial banks of Bangladesh till date. The aim of the study is to fill the gap with identifying mostly used recruiting sources, selection methods, developing a selection model for the entry-level position along with identifying perceived major barriers and strategies for maintaining the effectiveness of recruitment and selection practices.
Both qualitative and quantitative approaches have been followed to complete this study. Data have been collected from both primary and secondary sources. Primary data have been collected from Human Resource practitioners of 14 private commercial banks through using a well-structured questionnaire with the inclusion of both open-ended and close-ended questions.
Statistical analysis software SPSS version has been used for quantitative analysis. Major findings of the study are maximum banks have different preference level for using recruitment sources and selection methods.
They follow different selection procedure for the entry-level vacant positions. There are also notable commonalties in using job analysis, some recruitment sources and selection methods, assigning primary and final hiring decision responsibilities to Human Resource Managers and line managers, perceiving major challenges and adopting strategies for effective recruitment and selection functions. An attempt has been made to develop a comprehensive selection model for the entry-level position.
Finally, some recommendations have been provided in this paper which will be beneficial for banks, human resources practicing organizations and for future research. Ofori, D. Recruitment and selection practices in small and medium enterprises.
International Journal of Business Administration, Vol. Gamage, A. Recruitment and selection practices in manufacturing SMEs in Japan: An analysis of the link with business performance. Ruhuna Journal of Management and Finance, Vol. Storey, J. Is HRM catching on? International journal of manpower.
Dessler, G. Human Resource Management, 13th ed. Ballantyne, I. Recruiting and selecting staff in organizations. ISBN Ntiamoah, E. Abrokwah, E. Agyei-Sakyi, M. Opoku, B. An investigation into recruitment and selection practices and organizational performance. ISSN Werther, W. Human resources and personnel management 4th ed.
New York: McGraw-Hill. Vencatachellum, I. Tabassum, A. Fatema, N. Absar, M. Indian Journal of Industrial Relations, Vol. Haq, A. Henry, O. Recruitment and selection practices in SMEs: Empirical evidence from a developing country perspective. Advances in Management, Vol. Stewart, G. Moving beyond the mechanistic model: an alternative approach to staffing for contemporary organizations.
Human Resource Management Review, Vol. Kepha, O. Mukulu, E. Hsu, Y. A study of HRM and recruitment and selection policies and practices in Taiwan. Harris, H. Wickramasinghe, V. Staffing practices in the private sector in Sri Lanka. Career Development International, Vol. Sinha, V. A review on changing trend of recruitment practice to enhance the quality of hiring in global organizations.
Management, Vol. Breaugh, J. Journal of Management, Vol. Montan, H. Human resource practices and firm performance of multinational corporations: Influences of country of origin. Zottoli M. Recruitment source research: current status and future directions, Human Resource Management Review, Vol.
Chapman, D. The use of technologies in the recruiting, screening, and selection processes for job candidates. International Journal of Selection and Assessment, Vol. Carless, S. Graduate recruitment and selection in Australia. Tayeb, M. Organizations and national culture: methodology consideration. Organization Studies, Vol. Selection methods used in recruiting sales team members. Periodica Oeconomica, October, pp. Compton R.
Morrissey, and N. Effective Recruitment and Selection Practices. ISBN: El-Kot, G. A survey of recruitment and selection practices in Egypt. Moscoso, S. Selection interview: a review of validity evidence, adverse impact and applicant reactions. Stewart, J. Graduate recruitment and selection practices in small businesses. Career Development International Review, Vol. Heraty, N. In search of good fit: policy and practice in recruitment and selection in Ireland.
Journal of Management Development, Vol. Van Vianen, A. Perceived fairness in personnel selection: Determinants and outcomes in different stages of the assessment procedure.
Zhu, C. Staffing practices in transition: some empirical evidence from China.
Journal Metrics. The recruitment and selection of staff in any organization be it public or private sector is of paramount importance to the organization. This is so because it is the staff that turns the vision and mission of the organization into reality. Thus, the objectives of any organization can only be realized through the effective co-ordination of the human resource staff of the organization. This paper attempts an examination of the process of staff recruitment and selection in the public service of Nigeria. Five relevant research questions were raised and addressed.
What should recruiters be looking for when they are selecting managers or potential managers? Standard methods of recruitment are examined and new ways are rwcommended, based on the author's experience of four major needs: the needs of the job itself, the current needs of the team that will work with the jobholder, the needs of the organisation and the needs of the future. Bergwerk, J. Report bugs here. Please share your general feedback.
Abstract: In the context of the current global scenario HR practices play a very important role for increasing or decreasing the performances of employees which further affects the organizational performances. The objective of this study is to examine the impact of two factors of HR practices namely recruitment and selection and compensation practices on perceived employee and organizational performances in respect of service and manufacturing organizations of India. Data was collected through survey questionnaire from the service firms and manufacturing firms like banks public and private insurance firms, automobile firms, fertilizer industries, pharmaceutical firms, luxury item industries of India. This study provides evidence that there is a positive link between two factors of HR practices recruitment and selection and compensation practices with perpetual performances of employee and organization. As recruitment and selection and compensation practices are a good predictor of perceived employee and organizational performances, the industries both service and manufacturing sectors should pay attention to these two HR practices in order to ensure superlative performance.
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The reason for this paper is to survey the recruitment and selection practices of open part higher education institutions in Hyderabad. The recruitment and selection of scholastic staff, which are the most significant resources of a college, is basic for the standard of education to stay focused at international levels. The education division requires scholastics with significant capabilities from dependable colleges, with applicable experience, who are equipped for adding to teaching, research and network administration.
Gallen, Dufourstrasse 40a, St. Gallen, Switzerland. However, with the recent COVID pandemic, organizations suddenly have to navigate the unprecedented and thereby find new solutions to challenges arising across many areas of their operations.
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of Technologies in the Recruiting, Screening,. and Selection Processes for Job Candidates. International Journal of Selection and Assess-. ment.Taylor F. 29.05.2021 at 01:38
The banking industry is one of the major sectors contributing to the Bangladesh economy; it needs a considerable number of qualified and potential employees to attain the organization's goal.Nanna A. 30.05.2021 at 02:17
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