journal recruitment and selection pdf

Journal Recruitment And Selection Pdf

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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. This study's main objective is to evaluate the effectiveness of the recruitment and selection process in the banking industry of Bangladesh based on the perception and experience of recently recruited employees in different private and public limited banks. Primary data were used to conduct a quantitative analysis for the following research problem.

The journal aims to provide a forum for publication and dissemination of scientific research conducted in the fields of management, as well as promote the interconnection of academic research with practical reality. It is intended to disseminate the scientific results obtained by academics and professionals, both nationally or internationally. The journal is based on a process of double blind review. The paper is based on qualitative case studies of companies located in Portugal.

University of Tasmania

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.

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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.

Impact of Recruitment and selection of HR Department Practices

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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.

metropolitan daily newspaper and internet. 3)The organization adopts structured interviews for all positions classed as. high and average skilled.

Employees Perception on Recruitment and Selection Process in Banking Sector of Bangladesh

Skip to search form Skip to main content You are currently offline. Some features of the site may not work correctly. Ekwoaba and U. Ikeije and N. Ekwoaba , U.

The result of the study shows that Basic Bank discourages the employee referral based recruitment process and it relies more on external sources of recruitment. It is also found that this bank has an extensive selection process consisting of CV screening, employment tests, interviews and background checks. At the end of the study some suggestions are made to review the recruitment and selection policies of Basic Bank that will lead to higher employee retention and improved organizational performance.

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.

The Impact of Recruitment and Selection Criteria on Organizational Performance.

Gallen, Dufourstrasse 40a, St. Gallen, Switzerland.

Impact of Recruitment and selection of HR Department Practices

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European Scientific Journal May edition Vol, No ISSN: – public sector higher education institutions in Ghana recruitment and selection.

Open Access Repository

In Australia, unemployment and under-employment continue to be significant issues experienced bymigrants from non-English-speaking backgrounds NESB. Despite these immigrants having relevant qualifications, skills, and work experience, a high proportion have difficulties in obtaining employment in Australian organisations. Communication or language proficiency has been identified as one of the primary causal factors. Moreover, studies have identified the importance of communication as a key competency sought by managers and recruiters in all job applicants. Given the importance of making employment decisions more objective and measurable to meet anti-discrimination requirements, this study examines the perceptions of managers and recruitment specialists about the communication skills that are essential for successful recruitment and selection.

Recruitment and Selection for Company Culture

Whilst all aspects of human resource management HRM are important, it is noted that the point of entry into the Public Service is through a recruitment and selection process. The recruitment of human resources in the organization is considered a key element of human resource management as the main method of ensuring labor organization. Identifying sources of recruitment is an important step in the course of the recruitment process.

Но этого было достаточно. СЛЕДОПЫТ ИЩЕТ… - Следопыт? - произнес.  - Что он ищет? - Мгновение он испытывал неловкость, всматриваясь в экран, а потом принял решение. Хейл достаточно понимал язык программирования Лимбо, чтобы знать, что он очень похож на языки Си и Паскаль, которые были его стихией.

 Обычная проверка кандидата. - Ну и ну… - Беккер с трудом сдержал улыбку.  - И что же ты ответила.

Проверка на наличие вируса, - решительно сказал он себе, стараясь успокоиться.  - Я должен сделать проверку на наличие вируса. Чатрукьян знал: это первое, чего в любом случае потребует Стратмор.

 Джабба! - Соши задыхалась.  - Червь… я знаю, на что он запрограммирован! - Она сунула распечатку Джаббе.  - Я поняла это, сделав пробу системных функций. Мы выделили отдаваемые им команды - смотрите.

После каждой из них следовал один и тот же ответ: ИЗВИНИТЕ. ОТКЛЮЧЕНИЕ НЕВОЗМОЖНО Сьюзан охватил озноб. Отключение невозможно. Но .

И на другом конце сразу же сняли трубку. - Buenas noches, Mujeres Espana. Чем могу служить.

Мысль о том, что придется отстоять в очереди несколько часов, была невыносима. Время идет, старик канадец может куда-нибудь исчезнуть. Вполне вероятно, он решит поскорее вернуться в Канаду.

 Но, директор, - возразила Сьюзан, - это не имеет смысла. Если Танкадо не понял, что стал жертвой убийства, зачем ему было отдавать ключ. - Согласен, - сказал Джабба.  - Этот парень был диссидентом, но диссидентом, сохранившим совесть. Одно дело - заставить нас рассказать про ТРАНСТЕКСТ, и совершенно другое - раскрыть все государственные секреты.

 - Она смотрела ему прямо в. Хейл наклонил голову набок, явно заинтригованный такой скрытностью. И, как бы желая обратить все в игру, сделал еще один шаг. Но он не был готов к тому, что произошло в следующее мгновение. Сохраняя ледяное спокойствие, Сьюзан ткнула указательным пальцем в твердокаменную грудь Хейла и заставила его остановиться.

Я очень хочу домой. Росио покачала головой: - Не могу. - Почему? - рассердился Беккер.



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Global Journal of Human Resource Management. Vol.3, No.2, pp, However, the recruitment and selection of employees also provides an opportunity for.


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of Technologies in the Recruiting, Screening,. and Selection Processes for Job Candidates. International Journal of Selection and Assess-. ment.


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