Recruitment and Selection

O presente artigo objetiva estabelecer uma relação entre a formação e a existência dos partidos políticos no Brasil e a teoria de Robert Michels, analisando, para tanto, desde os procedimentos previstos para a criação de partidos, a estrutura das agremiações, a hierarquia observada na composição e manutenção dos diretórios provisórios e na ausência de participação dos filiados na vida político partidária. Inicia-se o trabalho com uma análise acerca dos procedimentos utilizados para a formação dos partidos políticos no Brasil, para, em seguida, desenvolver uma argumentação que se funda na relação entre o quantitativo de filiados, a organização partidária e a participação dos indivíduos nas agremiações. Utilizar-se-ão dados estatísticos extraídos do site da Justiça Eleitoral acerca da situação dos partidos políticos e o número de filiados distribuídos no período de 2014 a 2018. Ao final, sugere-se uma reflexão acerca da real participação dos eleitores no sistema partidário brasileiro e do papel dos partidos políticos no exercício da representação política, buscando delimitar quais as funções que mais se conectam e em que momento elas tomam corpo na existência de cada partido político. Palavras-chave: Democracia, Partidos políticos, oligarquização, participação. A importância dos partidos políticos para o estabelecimento da democracia é algo que não se discute diante do sistema eleitoral que se nos apresenta. As funções de intermediação e de agregação de interesses exercidas pelas agremiações partidárias compõem um movimento corporativo de força considerável nas grandes casas legislativas, embora não retorne para os filiados a segurança democrática esperada no que diz respeito participação na vida partidária de forma igualitária aos que pretendem e ainda no que se refere ao comportamento dos chefes políticos e daqueles que ocupam cargos eletivos, que nem sempre são a mesma pessoa. Os partidos políticos brasileiros reúnem uma quantidade considerável de filiados que tem impressões diversas sobre a função a ser exercida pelo partido político e sobre o que vem

The dominant explanation for hiring dysfunction has long been "skills mismatch"-the claim that workers lack the capabilities employers need. While supported by evidence of scarring, polarization, and exclusion, this explanation omits a central structural force: the incentive models of digital hiring platforms. Drawing on fiscal year reports from LinkedIn, Indeed/Recruit Holdings, and related HR technology firms, this paper demonstrates how platform profitability aligns with inefficiency. Revenues rise when vacancies remain unresolved, as each additional posting, resurface, or application generates monetizable circulation. I reexamine major literatures-Harvard Business School's Hidden Workers, longitudinal "Lost Generation" studies, JOLTS hires-to-openings data, ghost job surveys, and polarization analyses-through this lens. Together, they reveal that inefficiency is not merely accidental or supply-side, but systematically rewarded. The analysis reframes job seekers not only as labor supply, but also as unprotected consumers and unpaid revenue drivers. This critique advances a new interpretive frame for labor market research: inefficiency is structural, not personal.

Projektowanie oraz aplikacja skutecznych i efektywnych modeli biznesu jest warunkiem konkurencyjności oraz zdolności do współpracy współczesnych przedsiębiorstw. Kreowanie wartości dla klienta i interesariuszy to bardzo często eksponowany komponent jak i atrybut modeli biznesu. W pracy przedstawiono koncepcję metody pomiaru wartości jakiej tworzenie umożliwia aplikowanie (stosowanie) proinnowacyjnych modeli biznesu. Prezentowany model pomiaru oparto na Strategicznej Karcie Wyników (BSC). Przedstawiono wyniki wykorzystania opracowanej metody w badanych przedsiębiorstwach.

KAMU TAHU GAK? Kadang aku suka mikir, istilah work-life balance ini tuh beneran ada atau cuma jargon HR doang. Karena kalau lihat realita di sekitar, orang-orang masih aja lembur, masih kepaksa kerja pas weekend, bahkan banyak yang ngerasa "hidupnya ya kerja doang". Temen-temenku juga sering ngomong pengen hidup seimbang antara kerja dan main, tapi kenyataannya pulang kerja masih ngerjain laporan, weekend dipakai tidur seharian buat balas dendam kurang tidur. Di sisi lain, HR perusahaan terus-terusan jual narasi kalau mereka peduli sama kesejahteraan karyawan. Katanya "Kami mendukung work-life balance", tapi kok jam 9 malam masih ada email kerjaan masuk? Jadi aku mulai bertanya-tanya: apakah work-life balance itu realita yang bisa dicapai, atau sebenernya cuma marketing HR biar kita nggak kabur cari kerjaan lain?

The main objective of this study is to examine the relative influence of candidate competencies vs. rater biases on hiring
recommendations made using asynchronous video interview (AVI) tools, while considering a candidate's gender and
qualifications. A 2 × 2 within-subject design was employed with 151 HR professionals in Spain to explore the effects of
candidate gender (female vs. male) and qualifications (highly qualified vs. semi-qualified) on hiring recommendations.
Binary logistic regression and qualitative analyses revealed that although competencies play a strong role biases were
the dominant factor influencing hiring recommendations for all candidates. For women, competence was a key predictor.
Sociability predicted hiring recommendation of semi-qualified candidates, particularly men, for whom morality also
played an important role. First impressions favoured highly qualified women, while nonverbal communication favoured
highly qualified men. Consistent with role congruity theory, communal competencies were more valued in women, while
agentic competencies were crucial for men.

Public administrations are facing the challenge of continuous improvement of processes to meet both ethical and compliance standards. This study examines the extent to which non-job relevant factors (gender and tenure) may have a greater impact on managers' positions than job-relevant factors (skills and job performance) in the public sector. Our study with 412 public incumbent managers in different rank positions revealed that tenure and the innovation orientation skill, and gender are the main predictors to upper positions. Moreover, men have shown higher levels of counterproductive performance than women. This highlights the need for a review of human resources processes and the implementation of competency-based management models to achieve fairer procedures and improved ethical public governance.

The use of game-related assessments (GRAs) in personnel selection is increasing. However, the type of GRA under
investigation should be considered. This study focuses on game-based assessments, which closely resemble leisureoriented videogames. We specifically examined a serious game that assesses personality traits (assertiveness, sociability,
tolerance, and rules). We analyzed its predictive validity, applicant reactions, and the impact of personal and job-related
factors on scores. The study included 182 participants who played the GRA and completed a Big Five questionnaire.
Findings revealed that the game predicts adaptive performance, offering incremental value over the Big Five (ΔR2 = .107).
Additionally, candidates reacted more positively to the GRA in terms of comfort and fit, although the effect size was
small (d = -0.1757 and -0.3119, respectively). Relating to personal and job-related characteristics, only job experience
significantly affected the assertiveness score, albeit with a small effect size (d = -0.3870).

Penelitian ini menganalisis proses rekrutmen dan seleksi di PT. Toso Industry Indonesia, yang meski mengikuti SOP dan tahapan terstruktur, sering mengalami keterlambatan selama 4–6 minggu. Menggunakan metode kualitatif, data dikumpulkan melalui observasi, wawancara, dan studi dokumen. Hasilnya menunjukkan bahwa kendala utama berasal dari tingginya kriteria posisi, terbatasnya personel HRD, serta minimnya kandidat yang sesuai di pasar kerja. Penelitian ini merekomendasikan pembentukan tim rekrutmen khusus dan digitalisasi proses untuk meningkatkan efisiensi dan ketepatan waktu.

Kata kunci: rekrutmen, seleksi, SDM, efisiensi, PT. Toso Industry Indonesia

This study analyzes the recruitment and selection process at PT. Toso Industry Indonesia, which, despite adhering to established Standard Operating Procedures (SOP), frequently experiences delays spanning 4–6 weeks. Using a qualitative approach, data were collected through observation, interviews, and document analysis. Findings reveal key issues including complex job requirements, limited HR personnel, and a shortage of suitable candidates in the labor market. Although structured, the process often misses its target timeline due to internal and external constraints. The study recommends forming a dedicated recruitment team and adopting digital tools to improve efficiency and timeliness.
Keywords: Recruitment, Selection, Human Resource Management, Efficiency, PT. Toso Industry Indonesia

It’s not every day that the students and staff of an Australian university succeed in forcing a vice-chancellor from office. But that’s what happened last week at the Australian National University (ANU). After a year of determined efforts both on and off campus to deter chancellery from doggedly pursuing goals that everyone from a former chancellor to a virtuoso violinist, as well as at least one federal senator, have agreed are arbitrary and destructive, the vice-chancellor announced in a short written statement that she was stepping down.

It is obvious that the vice-chancellor would not have had to resign but for the increasingly organised revolt against ANU management by thousands of academics and their pupils, along with administrators and facilities staff. A union-organised vote of no confidence in both the chancellor and vice-chancellor created early momentum. Staff and students who spoke to journalists, addressed the Senate and made confidential documents public inspired others to do the same. A trickle of open letters, petitions and rallies became a deluge.

Less obvious is the answer to a question that somebody posed in a town-hall meeting called by the chancellor, who has refused to concede that she also ought to step down, marking this uncommon occasion. Why, that person asked, had it taken so long to get to this point when it was clear for months that change was necessary? The question went unanswered. Yet, it is worthy of an answer, for at least two reasons: first, it is a question that carries the weight of the many months in which staff have been needlessly brutalised, and students treated like chumps; second, the answer has a bearing on the order of things at universities around Australia.

In lieu of an answer from the chancellor, here I want to offer one of my own devising. My conjecture is that a partial explanation might be found in a set of beliefs about the relationship between talent and effort that is encapsulated in the notion of meritocracy. My supplementary question that follows from this conjecture is: has meritocracy gotten the better of our universities?

Scarcity of land in the city of Lusaka is resulting into increased land prices and various sectors of society are increasingly questioning the extent of transparency and fairness in land administration. This study examines public perceptions of corruption in urban land administration in terms of proneness of land administration processes to corruption, drivers of corruption, and forms of corruption. The study further explores options for reducing corruption in land administration in the city. Data was collected using a questionnaire administered on 265 Lusaka residents. Additional data was also collected from five focus group discussions and five in-depth key informant interviews. Key informants included lawyers, government workers, Zambia Land Alliance, Civic Forum on Housing and lecturers. This study identified 16 stages or process in land administration from making layout maps to title deed issuance. All the processes of land administration were reported to be prone to corruption...

The ever-changing advancement in digital technology is transforming the traditional ways of designing, implementing and assessing development projects, thus encouraging integration of digital technologies into how Monitoring and Evaluation (M & E) has been done. This position paper investigates the shifts in M & E, scrutinizing the increased need for real-time data, the role of artificial intelligence, advancement in data analysis, the role of stakeholders and data governance in the digital era. Learning from a variety of literature and case studies regarding digital M & E, the authors argue for an encompassing and ethically driven approach to digital M & E. It necessitates continuous learning, participatory approach to implementation of M & E related activities and standardized operation procedures for comparison across different geographies. Authors conclude with various practical recommendations for practitioners, policy makers and researchers on how they could leverage the use of digital tools to improve real-time data use and evidence-based decision making, to ensure timely adoption and mitigation of strategies that are working or not, which will strengthen efficient and effective use resources and achievement of sustainable development goals.

The ever-changing advancement in digital technology is transforming the traditional ways of designing, implementing and assessing development projects, thus encouraging integration of digital technologies into how Monitoring and Evaluation ( M & E) has been done. This position paper investigates the shifts in M & E, scrutinizing the increased need for real-time data, the role of artificial intelligence, advancement in data analysis, the role of stakeholders and data governance in the digital era. Learning from a variety of literature and case studies regarding digital M & E, the authors argue for an encompassing and ethically driven approach to digital M & E. It necessitates continuous learning, participatory approach to implementation of M & E related activities and standardized operation procedures for comparison across different geographies. Authors conclude with various practical recommendations for practitioners, policy makers and researchers on how they could leverage the use of digital tools to improve real-time data use and evidence-based decision making, to ensure timely adoption and mitigation of strategies that are working or not, which will strengthen efficient and effective use resources and achievement of sustainable development goals.

This study systematically reviewed the integration of blockchain and business intelligence (BI) within human resource information systems (HRIS) and payroll platforms to assess their potential in securing sensitive workforce data while enhancing organizational decision-making. Employing the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) methodology, the review identified, screened, and synthesized 218 relevant studies published between 2010 and 2022 across multiple disciplines, including information systems, management, computer science, and data governance. After rigorous inclusion and exclusion procedures, the final evidence base encompassed 134 peer-reviewed journal articles, 52 conference proceedings, and 32 gray literature sources, representing a cumulative citation impact exceeding 37,000. The findings revealed a clear evolution of HR and payroll systems from traditional administrative recordkeeping mechanisms into strategic infrastructures embedded with advanced predictive analytics and governance functions. Blockchain consistently emerged as a transformative security layer by providing immutability, distributed consensus, and smart contract functionalities, which collectively mitigate risks associated with payroll fraud, insider manipulation, and reconciliation errors. In parallel, BI tools were identified as critical enablers of workforce planning, compensation benchmarking, pay equity analysis, compliance auditing, and predictive modeling of employee retention and turnover trends. Sector-specific applications highlighted the adaptability of blockchain-BI frameworks. In petroleum and power industries, they facilitated hazard pay calculations and union negotiations; in public institutions, they improved compliance monitoring and reporting accuracy; and in multinational corporations, they enabled cross-border payroll harmonization, transparency in expatriate compensation, and streamlined tax compliance. The synthesis also demonstrated that convergence with emerging technologies such as Internet of Things (IoT) devices, digital twins, and reliability engineering principles was driving the creation of cyber-physical HR systems. These next-generation infrastructures enabled automation of attendance verification, workforce simulations, predictive compensation forecasting, and anomaly detection in wage disbursement. Collectively, this systematic review positions blockchain-BI integration within HRIS and payroll as a critical yet evolving paradigm for securing sensitive workforce data, advancing organizational intelligence, and shaping the future of data-driven human resource management

This study aims to analyze the effect of recruitment, training, and performance appraisal on sales performance with psychological contract as an intervening variable at Internet Provider Compnay, Depok. The sample in this study were 120 employees of Internet Provider Company at Depok. The method used in this research is a quantitative approach with data analysis using Structural Equation Modeling (SEM) PLS. The results showed that recruitment had no significant effect on psychological contracts or sales performance. This indicates that the recruitment process carried out by the company has not been able to influence the perception of employee psychological contracts or improve sales performance. On the other hand, training proved to have a significant effect on psychological contracts, which indicates that effective training can improve employees' psychological contract perceptions of the company. In addition, training also has a positive effect on sales performance, which indicates that improving skills through training can improve company performance. Performance appraisal also showed a significant influence on psychological contract and sales performance, which means that objective performance appraisal can strengthen psychological contract and promote sales performance improvement. Overall, the psychological contract was shown to have a positive influence on sales performance, strengthening the relationship between good HR management and firm performance outcomes. These findings provide important implications for companies in improving the quality of recruitment, training, and performance appraisal to achieve optimal sales results.
Keywords : Recruitment, Training, Performance Appraisal, Sales Performance, Psychological Contract

This paper examines the level of job satisfaction of insurance employees in Bangladesh. It shows that job satisfaction factors are associated with the overall satisfaction of insurance employees. Factors including recognition, task significance, pride in work, bureaucracy and conflicts are improving job satisfaction of insurance employees in Bangladesh.

The effective implementation of e-government services in Kenya remains hindered by inadequate training methods at Huduma Centres, where 45% of staff lack digital proficiency and only 30% of training covers critical areas, highlighting the urgent need to assess training effectiveness. This study sought to investigate the influence of training methods on the implementation of e-government services across Huduma Centres in Kenya. Specifically, it explored how different training approaches shape digital service delivery outcomes. The study was guided by Experiential Learning Theory and the Human Capital Theory, which emphasize practical learning and investment in workforce capabilities, respectively. Adopting a descriptive research design under a positivist paradigm, the study targeted a population of 312 Huduma Centre employees. Stratified random sampling was used to select 156 respondents, comprising 56 operations staff, 50 technical support personnel, and 50 front-office officers. Data were collected using structured questionnaires and analyzed through descriptive and inferential statistics, including Pearson correlations and multiple linear regression. The results indicated a strong positive correlation between training methods and e-government service delivery (r = 0.672), with regression analysis revealing a significant predictive relationship (β = 0.654, p < 0.05). Simulation-based training showed the highest factor loading (0.964), highlighting its critical role in enhancing system competency. The findings confirm that wellstructured and interactive training methods significantly improve digital service implementation. These results underscore the need to institutionalize simulation and experiential learning-based training programs to enhance the quality and consistency of egovernment service delivery across Kenya's Huduma Centres.

Better recruitment and selection strategies result in improved organizational outcomes. With reference to this context, the research paper entitled Recruitment and Selection has been prepared to put a light on Recruitment and Selection process. The main objective is to identify general practices that organizations use to recruit and select employees and, to determine how the recruitment and selection practices affect organizational outcomes at Afghan NGOs. Successful recruitment and selection practices are key components at the entry point of human resources in any organization. The main objective of this paper is to identify general practices that organizations use to recruit and select employees .The study also focus its attention to determine how the recruitment and selection practices affect the organizational outcomes and provide some suggestions that can help. Data analysis has been done with statistical tools like tables, graphs, pie charts.

Sprawność administracji publicznej zależy od efektywności kształcenia profesjonalnych kadr urzędniczych. Doświadczenia 30 lat służby cywilnej, niestabilności otoczenia politycznego sprawiają, że hasło restytucji konkursów w służbie cywilnej może być jedynie kolejnym tymczasowym fetyszem zmierzającym do ułożenia relacji sfery politycznej i administracyjnej. Tymczasem powstaje pytanie, z którym dotychczas ustawodawca nie był w stanie sobie poradzić – co należy sprawić, aby otwarty i konkurencyjny nabór nie miał charakteru pozornego? Wykorzystanie dotychczasowych doświadczeń legislacyjnych, zarówno przedwojennych, jak i transformacyjnych po 1989 r., pozwala na wyciągnięcie wniosków umożliwiających stworzenie zoptymalizowanych reguł selekcyjnych  w służbie cywilnej.
Autor opowiada się za modelem otwartego i konkurencyjnego naboru, jednak nie ogranicza się jedynie do powrotu status quo z okresu sprzed obowiązywania noweli grudniowej z 2015 r., proponując następujące postulaty de lege ferenda: przyjęcie dwuetapowego systemu rekrutacji oraz zaostrzenia kryteriów formalnych związanych z aplikowaniem o wyższe stanowiska urzędnicze. Może się wydawać, iż jest to próba wąskiego, punktowego spojrzenia na służbę cywilną. Jednakże doniosłość podejmowanej problematyki objawia się w jasnym rozstrzygnięciu węzłowego zagadnienia modelu urzędnika, potrzeby profesjonalizacji kadry urzędniczej, a także wykorzystania gabinetów politycznych jako formy łagodzenia napięć między sferą polityczną a administracyjną. Proponowany lifting prawny może dopiero stanowić punkt wyjścia w procesie kształtowania się tożsamości służby cywilnej i odejścia od stanu nieustającego ,,dryfowania”.
W tekście zastosowano metodę analizy piśmiennictwa i literatury oraz metodę formalno-dogmatyczną, subsydiarnie wykorzystano obserwację uczestniczącą.

Dunia kerja sekarang bukan hanya soal kontrak, gaji, dan target. Meskipun lapangan kerja di Indonesia makin langka, tidak sedikit orang yang akhirnya memilih untuk berhenti atau setidaknya menarik diri dari pekerjaannya. Fenomena yang sering jadi bahan obrolan beberapa tahun terakhir adalah Quiet Quitting dan Loud Quitting. Keduanya sama-sama lahir dari rasa lelah, kecewa, atau tidak puas di tempat kerja. Bedanya, Quiet Quitting lebih halus: karyawan tetap hadir, tapi tanpa semangat dan hanya bekerja sebatas kewajiban. Sementara Loud Quitting jauh lebih dramatis: resign dengan suara keras, penuh keluhan, bahkan ada yang diumbar di media sosial. Fenomena ini mencerminkan realitas baru generasi kerja, terutama Gen Z, yang lebih blakblakan soal batasan diri dan lebih berani menolak budaya kerja lama yang menuntut "kerja ekstra tanpa pamrih". A. 0 1 F 9 2 B Quiet Quitting 0 1 F A E 5 Quiet Quitting adalah ketika karyawan berhenti secara perlahan, bukan dari perusahaan, tapi dari semangatnya. Mereka tetap datang, tetap kerja, tapi hanya sebatas minimum. Tidak ada lembur, tidak ada inisiatif lebih, hanya sebatas "yang penting selesai". Biasanya ini muncul karena rasa lelah, tidak dihargai, atau merasa masa depan di perusahaan sudah kabur. Fenomena ini bikin banyak perusahaan kaget karena karyawan tidak benar-benar keluar, tapi juga tidak benar-benar hadir.

À la veille de la Première Guerre mondiale, l’examen médical d’aptitude militaire ne comporte aucun critère spécifique au pilotage. L’importance stratégique prise par l’aviation et la volonté de lutter contre le « mal des aviateurs », à l’origine de nombreux accidents, poussent les médecins à imaginer de nouvelles techniques de sélection permettant d’identifier une élite physique et mentale. Ces tentatives se caractérisent par leur caractère expérimental, leur complexité et la mobilisation de dispositifs techniques inédits. Elles font rapidement l’objet de débats internationaux dans le cadre d’une discussion scientifique interalliée qui permet d’affiner des procédures bientôt uniformisées et institutionnalisées.

Les développements institutionnels et techniques de l’aviation militaire sont désormais bien connus et ont été enrichis par l’histoire culturelle qui a mis en évidence l’imaginaire mythifié du pilote de guerre . La participation des médecins à l’élaboration des caractéristiques physiques et mentales de cette profession est cependant demeurée dans l’ombre. L’histoire de la médecine en guerre et de la médecine militaire s’est pourtant saisie des aviateurs mais principalement du point de vue de la spécificité des troubles pouvant les affecter et des soins qu’on a pu leur apporter . Or, faire l’histoire de la définition médicale du pilote de guerre permet de relire à nouveaux frais la genèse d’une profession, l’impact de la guerre sur les pratiques savantes et les modalités de la circulation transnationale des savoirs.

Cet article s’appuie sur un ensemble de sources, issues notamment des archives de santé militaire, qui permettent de détailler l’organisation progressive des examens médicaux de l’aéronautique militaire à travers un ensemble d’instruction, de circulaires, de correspondances, notes, de bulletins de la navigation aérienne et de textes de conférence. On peut ainsi suivre, semaine après semaine, l’évolution des règlements, la densification et la complexification remarquable des exigences de la sélection médicale du personnel. À cela s’ajoutent l’étude des instructions données aux médecins pour procéder concrètement à la sélection, les périodiques médicaux, les thèses de médecine et travaux de recherche sur la sélection médicale des aviateurs.

Training is one of the most important elements in all type of an organization. It up lifts the performance of an employee and directly improves the performance of an organization. The main objective of this study is to find the impact of training on the performance of the employees. The research design consider in this study is Descriptive Research design. The sampling technique used in this study is Convenient sampling. The data was collected through structured questionnaire. The samples are collected from 120 employees. The objectives are analysed through various statistical tools such as percentage analysis and Chi-Square test. The important finding of the study is that training and development practices have a positive impact on the productivity, quality of work and reduction of errors in the Hatsun Agro product private limited.

Workplace  safety  is  threatened  by  professionals  exhibiting  dangerous  traits,  an  under-researched  area demanding attention. This study introduces a novel questionnaire to identify "red flags" during recruitment, performance reviews, and post-incident debriefings. The questionnaire assesses risk mitigation awareness and targets traits such as compulsive lying, apathy, glibness, lack of remorse, and manipulative tendencies. Scenarios  are  included  to  enhance  recognition  of  emotional  and  behavioral  patterns,  including  those indicative  of  workplace  psychopathy,  like  thriving  on  chaos  and  unethical  decision-making.  The questionnaire  covers  a  range  of  categories,  including  impulsivity,  anger,  and  antisocial  behaviors.  The goal is to integrate this tool into Occupational Resources Department procedures, including Employment Assistance  Programs  (EAPs).  This  will  help  address  related  issues  like  trauma  and  burnout.  Further research on Dark Triad personality traits is crucial for improving recruitment, performance appraisal, and post-event evaluations. The aim is to create safer, more productive workplaces by proactively addressing these  often-overlooked  risks.  This  approach  contributes  to  a  more  comprehensive  understanding  of workplace risks and provides a practical toolfor risk management

The aim of this conceptual article is to demonstrate the dependency relation between Human Resource Management (HRM) and Knowledge Management (KM), in particular between the HRM practices and the KM processes. The article is structured in two stages: 1) a review of the literature regarding the themes of HRM and KM individually, highlighting the particularities of each system, 2) a review of the literature on the dynamics, influences and confluences, between HRM and KM. Are then discussed the main results where we evidenced the strategic and complementarity relationship between HRM and KM.

The purpose of this paper is to map and describe from the recruiter's perspective the processes utilized by Executive Search Firms or Headhunters while executing a candidate search for a client. Through a dual method consisting of a systematic literature review and task analysis, 40 academic articles among 98 were identified as related to the search process and integrated on a process mapping. This analysis led to the creation of a descriptive diagram explaining the processes typically utilized by executive recruiters/headhunters. Although the literature review indicated a probable general sequential process, in many instances it becomes cyclical because candidates may become clients. The novelty of the manuscript resides with the integration of academic literature for this narrow process. In the case of practitioners (executive recruiters) the study helps those in the early career stages or new entrants, allowing them to learn more about how to carry on a search. Ultimately, it presents a comprehensive picture for all other professionals (as clients or candidates) that can maximize the use of and interaction with Executive Search Firms.

This dissertation examines the relationship between human resource (HR) practices, training programs, and employee engagement within ASDA, and their influence on employee motivation and performance. Using a quantitative survey of 100 employees across diverse age groups, genders, and tenure levels, the study provides reliable insights into workforce dynamics.

The garment industry in Tirupur, a major textile hub in India, plays a crucial role in the country's economy. However, employee job satisfaction remains a critical factor in sustaining productivity and organizational success. This study explores the relationship between organizational strategies and job satisfaction within the garment industry in Tirupur. It examines how strategic management practices, including leadership styles, employee engagement initiatives, compensation structures, and workplace culture, influence job satisfaction levels. Using a combination of qualitative and quantitative research methods, data was collected from employees across various levels in garment manufacturing units. The findings indicate a strong correlation between wellstructured organizational strategies and higher job satisfaction, leading to increased employee retention and performance. The study highlights the need for organizations to adopt employee-centric strategies to enhance satisfaction and overall productivity.

Due to rising mental health issues in the workplace, organisations need to take preemptive, datadriven measures to foster employee well-being. In this review article, a complete, data-driven framework for constructing Mental Health Index Dashboards specific to organisational environments is introduced. This paper utilised a desk review approach. This involves a comprehensive review of scholarly journals. Credible journals and reliable online materials were used, and findings were presented thematically. Through the integration of quantitative and qualitative data sources such as

This research explores the evolving landscape of recruitment in the 21st century, focusing on the communication gap between youth job seekers and senior recruiters. Drawing on first-hand survey data from both groups, it reveals mismatches in expectations, soft skills evaluation, and professional readiness. The study aims to bridge this gap by highlighting key areas where candidates can align with modern hiring demands and where recruiters can adapt to engage the emerging workforce more effectively.

This paper critically examines the practice of job advertisements where vacancies are ostensibly open to competition but are, in reality, already predetermined for internal candidates or individuals within the institution's network. Although such practices are reported in Pakistan, similar patterns exist globally, including in developed countries and the Middle East. Through a review of existing literature, the study contextualizes the issue within concepts of meritocracy, procedural compliance, and symbolic recruitment. The paper highlights the duality of such recruitment processes: while they serve to satisfy legal and institutional requirements, they also perpetuate candidate disillusionment, economic burden, and erosion of trust in the education-to-employment pipeline. Recommendations are made to align hiring practices with transparent, merit-based frameworks for sustainable talent development.

Human resource management (HRM) has been widely recognized in both academic literature and practical context for its strategic significance in achieving crucial organizational outcomes, including improved effectiveness, sustained growth, competitiveness, and stable competitive advantages (Oliveira et al., 2021). Historically, the implementation of the Pendleton Act of 1883 and the Civil Service Reform Act of 1978 in the U.S. marked significant milestones in the promotion of personnel management grounded in meritocratic principles. These acts established protocols for allocating federal government

Gamification refers to the use of game elements in a business context to change users&#39; behaviours, mainly increasing motivation towards a certain task or a strategic objective. Gamification has received a good deal of emphasis in both academia and industry across various disciplines and application areas. Despite the increasing interest, we still need a unified and holistic picture on how to engineer gamification, including the meaning of the term, its development process, the stakeholders and disciplines which need to be involved in it, and the concerns and risks that an ad-hoc design could raise for both businesses and users. To address this need, this article reports on empirical research which involved reviewing the literature and a range of gamification techniques and applications as secondary research, and an expert opinion study of two phases, qualitative and quantitative, as primary research. Based on the results, we provide a body of knowledge about gamification and poi...

In Romania, the management of an election campaign is viewed with much reluctance, both by politicians and by an electorate who is afraid of manipulation and is about to be oversaturated by commercial advertising, on the one hand, and political demagoguery, on the other hand.

The purpose of the study was to establish the relationship between Recruitment and Selection and the employee performance in Technical Institutes in Kenya. Human resource is an important corporate asset and the overall performance of company depends on the way it is put to use. In order to realize company objectives, it is essential to recruit people with requisite skills, qualification and experience and while doing so Human Resource Managers need to keep present and future requirements of organization in mind. The technical training institutes have in the recent past, faced transformation, expansion, conversions/upgrading and competition from other service delivery organizations. The objective was be to find out the relationship between recruitment and selection, and employee performance in technical training institutes in Kenya. The research adopted both descriptive and correlational research designs and a mixture of an approach consisting of both qualitative and quantitative res...

The aim of the research was to find out the relationship between employee relations and the employee performance in technical training institutes in Kenya. One of the HRM practice that is key to overall performance of an employee and at large the employer is employee relations. This consists of all those areas of human resource that involve relationships with employees directly or through collective agreements where trade unions are recognized. It embraces interrelationships, both formal and informal between managers and those they manage (Armstrong, 2009). Technical Institutes contribute to the development of any given country. The technical training institutes have in the recent past, faced transformation, expansion, conversions/upgrading and competition from other service delivery organizations. This means that the performance of the employees therein will also be affected in one way or the other. The research adopted both descriptive and correlational research designs. It also used a mixture of methods approach consisting of both qualitative and quantitative research methods, applied to a sample of the technical training institutes in Kenya. A sample size of 3 Technical Institutes in Kenya and 137 respondents was used. A linear regression analysis was used to explain the relationship between independent and dependent variable. The data was analyzed through Statistical package for social sciences and presented using the statistical methods. The results were used test and determine the relationship of the variables. The findings revealed that employee relations respectively had a positive relationship on their performance.

The current theoretical paper presents a comprehensive overview of findings from research attempting to understand what happens with expatriates and their families while living abroad. Our paper draws on research on adjustment of individual family members (expatriates, their partners, and children) and families as a whole, across different literatures (e.g., cultural psychology, family psychology, stress literature). The key challenges of expatriation are discussed, as well as family members' resources. Our findings lead to the following conclusions: First, there is lack of systematic research as studies are either missing a theoretical background or largely neglect the multi-informant approach. A comprehensive theory of expatriate family adjustment integrating multiple theoretical perspectives, including the culture identity formation and the impact of home country and host country culture, is called upon. Second, the majority of studies paid little attention to define the concept of family or failed to take into account the cultural aspect of relocation. Third, there is a call for more longitudinal studies including all family members as adjustment is a process that unfolds over time and therefore cannot be sufficiently explained by cross-sectional studies. Suggestions for future research and practical implications are provided, with a special focus on how families could be assisted during their adjustment process.

Qatarization is Qatar’s long-term human development strategy. From this agenda, the research covers public policies and reports to review how Qatarization is derived as a development strategy. The study attempts to answer the research question: “what is the role of Qatarization in facilitating human development?” The author posits that understanding the concept of Qatarization at an organizational level is significant in the implementation to support Qatar’s human development strategies. Following an integrative literature review, the paper scans literature on Qatarization practices in the country with a relatively high proportion of migrant workers due to its small native population. Although the current practices of workforce localization vary in general and the implementation is relatively inadequate, it is asserted that Qatarization has immense potential in facilitating the human capital development of the country. Therefore, Qatar needs to strategize upon institutionalization o...

Purpose-The purpose of this study is to examine how employees see the use of social media in the job hunt and to determine how these opinions vary depending on demographic and social media usage-related factors. Methodology-A sample of 514 workers from South Region IT companies was gathered for this study in order to learn more about their perspectives on the use of social media in the job search process. A self administered questionnaire including Five-point Likert type numerical scale ranging from Strongly Disagree to Strongly Agree was used. In order to know the differences in employees' perceptions, independent samples t-test and One Way ANOVA was applied. Findings-According to the study's findings, most employees thought social networking was a useful tool for job searching. Therefore, the current study's findings confirm that, from the standpoint of the employees, social media is a useful instrument for job searching. However, employees' opinions regarding the usefulness of social media varied significantly depending on their age, job level, years of experience, and amount of time spent on it; gender had no effect on these opinions.

Purpose of the Study: This study evaluates the effectiveness of the 'Sistem Sumber Manusia' (SSM) online application in Brunei Darussalam's government sector, focusing on employee satisfaction, system usability, and its impact on Human Resource (HR) processes. The study aims to identify the benefits, challenges, and potential improvements necessary to optimize the system for government employees. Methodology: A structured quantitative approach was employed, utilizing literature reviews and surveys distributed among government employees in the Ministry of Education. The study used stratified random sampling to ensure representative participation across different job roles. Data were analyzed through descriptive statistics and thematic analysis to assess employee satisfaction, usability issues, and system effectiveness. Main Findings: The findings reveal that while the SSM application has improved HR operations by streamlining payroll and administrative tasks, employees face difficulties related to system complexity, data security concerns, and accessibility challenges. The majority of respondents expressed moderate

Artificial intelligence (AI) has brought about change in the manner of traditional recruitment processes. It has improved the efficiency, accuracy, and experiences of candidates during the process significantly. The organizations are also fast adopting such AI-driven solutions in the form of resume-screening algorithms, chatbots, predictive analytics, and video interviews for assessments by streamlining the decision-making. However, concerns around the fairness of AI and reduction of bias in hiring successes are highly controversial. This study investigates the statistical effect of AI adoption on the effectiveness of recruitment using a quantitative research method. AI adoption acts as an independent variable, while recruitment efficiency, reduction of bias, and candidate experience are dependent variables. A total of 250 responses was collected from HR professionals across multinational corporations and startups with the help of structured questionnaires. Multiple regression analysis using SPSS was conducted to determine the relationships between AI adoption and the identified recruitment outcomes. The results show that AI adoption significantly influences efficiency in recruitment (β = 0.58, p < 0.001) and candidate experience (β = 0.61, p < 0.001); in other words, AI-driven tools speed up the process of hiring and enhance candidate engagement. Nevertheless, it was also concluded that AI has a positive, albeit weak, impact regarding bias reduction: β = 0.32, p = 0.041. This indicates that AI alone cannot completely remove the inherent biases of recruitment; hence, there is an ongoing need for human supervision and improvement of the models of AI. These results present both the opportunities and challenges associated with AI-driven recruitment. While AI saves a lot of time in the hiring process and improves the candidate experience, issues of fairness, algorithmic bias, and ethical concerns still prevail. Best practices for organizations include regular auditing of AI-driven tools, high-quality data input, and integration of human decision-making with AI solutions. Ethical considerations of data privacy, transparency, and responsible use of AI will help in gaining trust in the technology by both candidates and HR practitioners. This is an empirical study adding to the growing body of literature on AI in HR, as there has been little to no statistical relationship between AI adoption and key recruitment metrics. Hence, future research should focus on longitudinal studies that will examine the long-term impact of AI on recruitment and assess additional moderating variables such as industry type, company size, and AI training methodologies. The study provides clear evidence that a balanced approach is required, in which AI could complement but not replace human judgment in recruitment decisions.

This white paper outlines key insights, challenges, and recommendations derived from a hands-on HR internship at Hello Mentor Pvt Ltd. It focuses on core HR functions such as recruitment, onboarding, employee engagement, performance tracking, and policy formulation, showcasing how these areas contribute to organizational growth and employee satisfaction.

Perencanaan media pembelajaran memerlukan pemahaman mendalam tentang tujuan pembelajaran yang ingin dicapai. Tujuan penelitian ini adalah untuk melihat dan menganalisis penerapan perencanaan media pembelajaran pada pembelajaran Pendidikan Agama Islam (PAI) di MI Sudirman Kadipiro. Peneliti menggunakan pendekatan kualitatif dengan jenis studi kasus. Teknik pengumpulan data menggunakan observasi di kelas, wawancara dengan guru PAI, dan analisis dokumentasi tentang penggunaan media pembelajaran. Hasil penelitian menunjukkan bahwa perencanaan media pembelajaran di MI Sudirman Kadipiro berhasil meningkatkan partisipasi siswa selama pembelajaran. Memanfaatkan berbagai metode pembelajaran, seperti presentasi multimedia, video pembelajaran, dan sumber daya digital interaktif, membuat kelas menjadi dinamis dan menarik. Siswa lebih terlibat dalam diskusi, proyek berbasis media,

Teachers' recruitment strategies are indispensable instruments for the selection of qualified and competent teachers. This study examined teachers' recruitment strategies and job performance in public senior secondary schools in Kwara State, Nigeria. The study adopted a descriptive survey of correlational type. Two research questions and one hypothesis were raised to guide the study. The population of the study consisted of four hundred and two respondents in the 196 public secondary schools in Kwara State. The research instruments used were titled Teachers' Recruitment Strategies Questionnaire" (TRSQ) and Job Performance Questionnaire (JPQ) were used to collect data for the study. Mean, Standard deviation and Pearson Product-Moment Correlation Statistics were used to analyze the data. The findings of the study revealed that there was a significant relationship between teachers' recruitment strategies and job performance in public senior secondary schools in Kwara State (p-value .000 < significant level .05). It was recommended among others that Kwara State government through Kwara Teaching Service Commission (TESCOM), must endeavour to keep a high level of recruitment strategies to ensure and maintain the professional and competent spirit of teachers and good moral standard of the educational system in Kwara State. This is an open access article under CC-BY-NC 4.0 license.

The purpose of this paper is to assess the recruitment and selection practices of public sector higher education institutions in Ghana. The research employed quantitative research approach with a descriptive survey design. Questionnaire was used to collect data from 128 respondents. Stratified and simple random sampling techniques were used to select the sample from the targeted population. Data processing was done using SPSS version 22. Results of the analyses showed, inter alia, the following; (a) Public sector higher education institutions in Ghana predominantly relies on recommendation as its main mode of employment; (b) Identification of available vacancies and delay in feedback after interviews were the two main challenges with the public sector higher education institutions in Ghana recruitment and selection practices. It is recommended that employee referrals (recommendation) though a good idea should be reduced, public sector higher education institutions in Ghana should ma...

Research into which leadership attributes differentiate highly successful leaders from mediocre leaders has failed to excite popular or academic interest. When these attributes are recognised they are often played down and referred to as “soft skills”. Crosbie (2005) states that this is because leaders struggle to define these skills precisely as they seem intangible. For Crosbie (2005) the problem lies in defining leadership behaviours; because if people find leadership attributes hard to define it is no surprise that their focus will be on the more tangible “hard” results that are related to “hard” skills. The purpose of this paper is to review the literature relating to the leadership behaviours/competencies.

RESUMEN: Factores como las nuevas tecnologías, la competitividad o la globalización han propiciado un cambio en los modelos de gestión empresarial. Dentro de estos, la gestión por competencias se presenta como la herramienta más útil, práctica y flexible para la gestión de las personas dentro de las organizaciones. La competitividad también ha llegado a la captación de talento, y por eso, resulta interesante saber como y cuando realizan una u otra técnica, así como saber si han sabido identificar a la persona correcta y que competencias o características prefieren incorporar a sus plantillas. El presente trabajo se estructura en dos partes, una revisión bibliográfica sobre las competencias laborales más demandadas, seguido de un análisis empírico de estas, y, en segundo lugar, sobre las técnicas de selección empleadas para evaluar dichas competencias en Cantabria. Con ese propósito se han llevado a cabo varias encuestas dirigidas a los responsables de los departamentos de recursos h...