Academic literature on the topic 'Hiring channel'
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Journal articles on the topic "Hiring channel"
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Hilger, Anne, Christophe Jalil Nordman, and Leopold R. Sarr. "Which Skills Matter for What Type of Worker? Cognitive Skills, Personality Traits, Hiring Channels and Wages in Bangladesh." Indian Journal of Human Development 16, no. 2 (August 2022): 219–47. http://dx.doi.org/10.1177/09737030221120472.
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We use matched employer-employee data representing the formal sector in Bangladesh to provide descriptive evidence of both the relative importance of cognitive skills and personality traits in this part of the labour market and the interplay between skills and hiring channels in determining wages. While cognitive skills (literacy, a learning outcome) affect wages only by enabling workers to use formal hiring channels, they have no additional wage effect. Personality traits do not affect hiring channels, but they do enjoy a positive wage effect. This wage effect differs by hiring channel: those hired through formal channels benefit from higher wage associations with openness to experience, but lower effects of hostile attribution bias. Those hired through networks enjoy higher wages for higher levels of emotional stability, but they are also punished for higher hostile attribution bias—in line with different occupational levels being hired predominantly through one channel or the other. We provide suggestive evidence that employers might use hiring channels differently, depending on what skill they deem important: employers valuing communication skills, arguably observed during selection interviews, are associated with a larger within-firm wage gap between formal and network hires, while the importance of teamwork is associated with a smaller wage gap.
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Eriksson, Stefan, and Jonas Lagerström. "Detecting discrimination in the hiring process: evidence from an Internet-based search channel." Empirical Economics 43, no. 2 (August 12, 2011): 537–63. http://dx.doi.org/10.1007/s00181-011-0496-6.
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Gavazza, Alessandro, Simon Mongey, and Giovanni L. Violante. "Aggregate Recruiting Intensity." American Economic Review 108, no. 8 (August 1, 2018): 2088–127. http://dx.doi.org/10.1257/aer.20161420.
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We develop an equilibrium model of firm dynamics with random search in the labor market where hiring firms exert recruiting effort by spending resources to fill vacancies faster. Consistent with microevidence, fast-growing firms invest more in recruiting activities and achieve higher job-filling rates. These hiring decisions of firms aggregate into an index of economy-wide recruiting intensity. We study how aggregate shocks transmit to recruiting intensity, and whether this channel can account for the dynamics of aggregate matching efficiency during the Great Recession. Productivity and financial shocks lead to sizable procyclical fluctuations in matching efficiency through recruiting effort. Quantitatively, the main mechanism is that firms attain their employment targets by adjusting their recruiting effort in response to movements in labor market slackness. (JEL D22, E24, E32, J23, J41, J63, M51)
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Bruttel, Oliver, Arne Baumann, and Matthias Dütsch. "The new German statutory minimum wage in comparative perspective: Employment effects and other adjustment channels." European Journal of Industrial Relations 24, no. 2 (July 25, 2017): 145–62. http://dx.doi.org/10.1177/0959680117718661.
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Germany was one of only seven EU member states without a statutory minimum wage before its new legislation took effect in January 2015. We explore the consequences for wage structure, employment and companies. The new wage floor brought significant increases for low-paid employees, with limited observable negative employment effects thus far. To explain these benign outcomes, we refer to institutionalist and behavioural theories and discuss a number of other adjustment channels for companies. Preliminary evidence suggests that companies in sectors highly affected have responded by reducing working hours and/or increasing work intensity and prices. Some have cut special payments and non-wage benefits, reduced labour turnover and attempted to absorb higher wages by hiring more qualified staff. Non-compliance may also constitute an adjustment channel.
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Chemmanur, Thomas J., Lei Kong, Karthik Krishnan, and Qianqian Yu. "Top Management Human Capital, Inventor Mobility, and Corporate Innovation." Journal of Financial and Quantitative Analysis 54, no. 6 (November 15, 2018): 2383–422. http://dx.doi.org/10.1017/s0022109018001497.
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Using panel data on top management characteristics and a management quality factor constructed using common factor analysis on individual management quality measures, we analyze the relation between top firm management quality and corporate innovation input and output. We show that top management quality is an important determinant of corporate innovation, with individual aspects of management quality affecting innovation in younger and older firms differently. Further, firms with higher top management quality engage in more risky (“explorative”) innovation strategies. Finally, hiring more and higher-quality inventors is an important channel through which firms with higher management quality achieve greater innovation output.
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Sury, Kartina. "We’re Hiring! Brand and Remuneration as Antecedents in Social Media Recruitment Campaign." Advanced Science Letters 21, no. 4 (April 1, 2015): 759–62. http://dx.doi.org/10.1166/asl.2015.5943.
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Advances in digital technology have contributed to the shift of companies’ marketing strategy in regards to realtime engagement with customers to support brand-to-customers and attracting future employees. In discussing recruitment initiatives, many companies have begun to harness the power of social media to drive leads of new talents and employees recruiting strategy while strengthening company-applicants relationship. Brand awareness and established corporate reputation are argued as the expected outcomes of social media recruitment initiative. Deloitte, Ernst and Young are amongst those well-known case studies on social network utilization for recruitment initiative with Facebook, LinkedIn and YouTube as the leading platform to support Human Resources effort. The purpose of this study is to contribute to the emerging discussion on social media in specific of its utilization for both recruitment and brand development by discussing future research opportunities and the framework of drivers in social media recruitment in specific to life insurance industry. This study focuses on discussing the outcomes of companies-applicants relationship through social media recruitment, which are brand awareness and employer’s reputation building by focusing on key pertinent variables namely brand and reputation and remuneration offerings. This paper limits its discussion to below managerial level type of job post in life insurance industry published and socialized on Facebook and LinkedIn channel, targeting Indonesians young graduates with maximum of five years of working experience.
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Leekha Chhabra, Neeti, and Sanjeev Sharma. "Employer branding: strategy for improving employer attractiveness." International Journal of Organizational Analysis 22, no. 1 (March 4, 2014): 48–60. http://dx.doi.org/10.1108/ijoa-09-2011-0513.
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Purpose – To examine the organizational attributes that attract final-year management students towards organizations. The paper aims to study the already adopted employer branding strategies and the preferred channel through which organizations should promote employer attractiveness. Based on previous studies and current findings, a conceptual model on employer branding process has been developed and presented. Design/methodology/approach – This article is based on semi-structured interviews, survey results and review of academic employer branding models. Findings – It was found that among the students, most preferred organizational attributes were organizational culture, brand name and compensation. Students rated job portal to be the preferred channel for employer attractiveness. The study showed that there exists a significant and positive correlation between strong brand image and likelihood to apply. Research limitations/implications – The survey sample was limited to private business schools only. Practical implications – One of the sources for hiring on which corporate rely heavily is private business schools. This study provides the employers an insight to make their strategies for employer branding more effective. In the process, it benefits the prospective employees as well. Originality/value – The study provides valuable inputs for formulating effective employer branding strategies. The novelty of the study is the conceptual model on the process of employer branding. One of the highlights of which is preferred communication channel for effectiveness of the strategies.
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Gutiérrez, Elizabeth, Ben Lourie, Alexander Nekrasov, and Terry Shevlin. "Are Online Job Postings Informative to Investors?" Management Science 66, no. 7 (July 2020): 3133–41. http://dx.doi.org/10.1287/mnsc.2019.3450.
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Human capital is a key factor in value creation in the modern corporation. Yet the disclosure of investment in human capital is scant. We propose that a company’s online job postings are disclosures made outside of the investor-relations channel that contain forward-looking information that could be informative to investors about future growth. We find that changes in the number of job postings are positively associated with changes in future performance and that this relation is stronger when postings likely represent growth rather than replacement. Consistent with job postings providing new information to the market, investors react positively to changes in the number of job postings. The market reaction to postings is stronger when firms are likely to be hiring for growth rather than replacement and for firms with low labor intensity (and therefore high marginal productivity of labor). This paper was accepted by Brian Bushee, accounting.
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Šuminas, Mykolas. "Effects of minimum wage increases on employment in Lithuania." Ekonomika 94, no. 2 (January 1, 2015): 96–112. http://dx.doi.org/10.15388/ekon.2015.2.8235.
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From the advent of minimum wage it was subject to controversy: economists did not agree on its effects on the state of the economy, the welfare of both firms and workers. Empirical academic literature usually investigates employment reaction to the minimum wage fluctuations. Regrettably, such papers do not exist for Lithuania, so the literature of similar scope and topic of the US and UK (along with several other countries) is explored in this paper.The effect of the Lithuanian real minimum wage on aggregate employment is estimated by using time series models. Dependant on the specification, the real minimum wage elasticity is estimated to be –0.03–0.03 yet statically insignificant in all of the models. The result is in line with the reviewed literature; more precisely most of papers published in mid-1990s and beyond do not register any significant minimum wage effects on employment. The phenomenon is attributed to the fact that firms can exploit other channels (raising prices, hiring more productive employees, etc.) to make adjustments to new, higher wages. The paper does not explore what channels were used by the firms; however, a possible channel of productivity is investigated. Moreover, the temperate minimum wage policy is one of the factors that could have led to the insignificance of minimum wage to employment conclusion: the nominal minimum wage was only raised during the period of economic growth, and during economic downturns and recoveries it was frozen. The claim is further supported by the share of minimum wage earners in respect to total employed and the minimum wage to average wage ratio: the variables were relatively constant from 2005 onwards.
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Sumption, Madeleine. "Is Employer Sponsorship a Good Way to Manage Labour Migration? Implications for Post-Brexit Migration Policies." National Institute Economic Review 248 (May 2019): R28—R39. http://dx.doi.org/10.1177/002795011924800111.
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This paper examines the implications of labour migration models that rely on employer sponsorship. According to UK government proposals, long-term migration into high-skilled jobs after Brexit will require workers to be sponsored by employers, while workers in low-skilled and low-wage jobs will receive short-term work permits that do not require an employer sponsor. The paper argues that choosing employer sponsorship over worker-driven routes has three key effects: it gives the government greater ability to regulate which jobs migrants fill; it gives employers more power over their workforce; and it increases the administrative burden associated with hiring workers from overseas. This implies that in high-skilled jobs, employer sponsorship is likely to improve the skill composition of labour migrants but reduce the total number of skilled workers admitted; and that in low-skilled positions the government faces a trade-off between the ability to channel workers to specific jobs (including those where employers struggle to attract workers) and the risk of increasing underpayment or exploitation.
Dissertations / Theses on the topic "Hiring channel"
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BERARDI, NICOLETTA. "Relationships and economic transactions." Doctoral thesis, Università degli Studi di Milano-Bicocca, 2011. http://hdl.handle.net/10281/29884.
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The Leitmotive of my dissertation is the role that the networks of relations existing among economic agents play in their behavior and, thus, in economic outcomes.
While networks play a crucial role on many dimensions, one of the most prominent and investigated features is that they are privileged channels of information diffusion.
The first and second chapter of this thesis explore instances where social networks are information channels.
They both belong to the stream of network literature focusing on links at the individual level and their relevance with respect to labor outcomes.
The first chapter focuses on the hiring stage and the potential wage differential imputable to being hired through social networks. The chapter develops a theoretical framework that takes into account the effects of moral hazard concerns and the diversity of networks and cultures on the choice of hiring channels. This model rationalizes the emergence of either informal or formal hiring channels and of either positive or negative wage differentials for workers hired through informal channels, depending on circumstances. In particular, the prevalent way of perceiving the use of networks as hiring channel is determinant. Indeed, a worker hired through a personal contact may either feel indebted and grateful or, on the contrary, she may think that she is somehow favored and does not really need to exert as much effort as the other workers.
Conditional on being employed, in contexts where favoritism is prevalent, social networks are likely to be adopted as hiring channels for unskilled jobs and to result in wage penalties and even more, the stronger the ties. In contexts where gratitude predominates, however, the opposite happens.
The empirical analysis is based on firm and individual matched data from the 2003 Investment Climate Assessment survey of the World Bank on Senegal's manufacturing formal sector.
It estimates an endogenous switching model, allowing for both endogenous selection and switching effects of formal and informal hiring channels.
The results for Senegal are consistent with the theoretical predictions in case of favoritism: informal hiring channels are preferred to fill unskilled vacancies and are associated with a wage penalty. Moreover, the probability of having been hired through a social network and the absolute value of wage penalties are increasing in the strength of ties.
The second chapter focuses on the role played by networks during the career progression, independently of the hiring channel. It takes into account multiple mechanisms whereby networks have an impact on career outcomes and their dynamic coevolution. Indeed, professional links affect salary not only directly if they are valuable to the employer, but also indirectly through mobility since they represent privileged channels of information diffusion about job opportunities.
Moreover, professional links have an impact on labor outcomes, but at the same time a worker's network is substantially shaped by career choices.
The chapter develops therefore a dynamic framework where the utility of workers is affected by the characteristics of their professional network and by the mobility decisions they make during their career. The optimal value depends on professional networks directly through current utility to the extent that links are valuable to the employer and indirectly through the effect that they have on mobility decisions.
The empirical analysis is based on individual and firm matched information provided by BoardEx Ltd, a UK supplier of data to headhunting companies, describing the career history of thousands of Executives in US, UK, France, and Germany.
The data support the main hypotheses of the theoretical setting and the insight that professional networks are relevant both because they are valuable for the employer and because they facilitate job mobility.
These findings are robust to alternative definitions of career value and specifications accounting for mobility and link endogeneity.
We also find that contemporaneous colleagues are not a useful component of a worker's network.
Moreover, networks characterized on average by ties between nodes that have been colleagues for a long time have a lower direct and indirect effect on labor outcomes.
Finally, networks where many links are represented by workers that have been colleagues a long time before are less valuable to the employer.
The third chapter investigates the relations between organizations and suggests that they may provide them with commitment ability.
It models risky projects with autocorrelated productivity shocks as creating an option value of investing over time so that later investments benefit from the information revealed by the realization of earlier investments.
However, once a firm has invested in a production project, lobbies within it (e.g., some divisions of the firm may have divergent interests from those of the Head Office or Board of Directors) or outside it (e.g., there may be political pressure as well as pressure from upstream or downstream trading partners) may pressurize into paying out early revenues from such investments precisely when the autocorrelation of productivity implies the firm should be reinvesting them in the project.
An alliance with one or more other firms characterized by joint ownership of a production project may then provide a commitment mechanism against lobbies' pressure and therefore enable more efficient levels of investment.
The same argument applies when decision makers are governments instead of firms, as often the case for infrastructure projects in developing countries.
The Business Environment and Enterprises Performance survey data corroborate the model's prediction that organizations under conditions favorable to internal or external lobbying pressure are more likely than other firms to choose joint ventures, a common form of joint ownership, as their corporate governance structure.
Moreover, the estimation of an instrumental variable probit model suggests that this effect is actually downward biased, consistently with the theoretical model. Indeed, although joint ventures are more necessary when a firm is under potential lobbying pressure, they also contribute to reducing such pressure.
In conclusion, the three chapters of this thesis explore some instances where networks are key to economics, contributing to the shift from atomistic explanations toward a more relational understanding of economic phenomena.
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Agard, Christine Paula. "Recruitment Strategies, Matrices, and Techniques Used in Hiring Veterans." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3133.
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Successful transition to civilian employment is a challenge for veterans. The purpose of this single case study was to explore critical aspects of hiring managers' decision-making process and to understand how these strategies and techniques affect the hiring of veterans. Tajfel and Turner's social identity theory and Lewin's organizational change model formed the conceptual framework for the study. The participants for this study were 8 hiring managers from a midsized company in the Upper Hudson Valley Region, New York. Data were collected using semistructured interviews. The data were analyzed and coded and 4 themes emerged: strategies used to fill open positions, specific recruitment and interview protocols, veterans' skills from military training, and lack of experience with hiring veterans. The study results may contribute to veteran's awareness of the skills that employers are seeking that veterans may be able to fulfill. The results of the study could create an opportunity for hiring managers to recognize that veterans represent a trained, ready-made talent pool. The social impact of the study could help hiring managers identify and design the required job description criteria to include the transferable skills of veterans.
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Adkins, Christopher J. "Examining the X and Y Generations' Motivation for Choosing Law Enforcement: My How Things Have Changed?" Youngstown State University / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=ysu1441790663.
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Leung, Ricky. "'Networks' or 'society'? determinants of hiring channel in Chinese private enterprises." 2003. http://catalog.hathitrust.org/api/volumes/oclc/52907707.html.
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Thesis (M.S.)--University of Wisconsin--Madison, 2003.Typescript. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (p. 20-25).
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YU, CHIA LING, and 余佳玲. "The Influence of Person－Organization Fit on Organizational Identification in the Hospitality Industry: Hiring Channel as a Moderator." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/43260431300619010249.
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碩士南台科技大學
人力資源管理研究所
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The high turnover rate has always been an issue in the hotel industry. How to find the appropriate professionals through correct recruiting methods is the key to enhance the industry’s competitiveness. Past research showed that personnel recommendation is an extremely effective recruiting method (Stone, 1998). Businessmen often use the industry-academic cooperation method to hire university interns as full-time employees, but very few discuss the impact of recruiting methods on the relationship between employees and the organizations. This research main serves the purpose of exploring the integration degree between individuals and the organizations and the influence of recruiting methods on organizational identification. The integration degree between individuals and the organizations was an independent variable, the organizational identification was a dependent variable and the recruiting method was a moderator, with the hotel industry employees as research participants. The total number of effective samples was 271. The recycled questionnaires used descriptive statistics, correlation analysis, variance analysis and regression analysis to conduct statistic analysis. The research results have found out that individuals with different personal backgrounds have significant difference in organizational identification. Employees who are introduced families and friends have higher positive influence on the integration degree between individuals and the organizations than those who entered the workplace through ordinary recruiting methods, which means recruiting methods have a moderating effect on the relationship between individuals and the organizations and the organizational identification.
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Lima, Joana Seabra de Azevedo. "Portuguese recruiters perceptions of online contents during screening and the impact on their hiring decisions." Master's thesis, 2020. http://hdl.handle.net/10071/21955.
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Although verifying information and running backgrounds checks are common practices in most
companies, the inclusion of practices such as social media screen or cibervetting, in the recruiting
process, is still an unexplored theme, especially in Portugal. Therefore, this study aims to uncover if
screening is a current practice in Portugal and which were the Social Media contents dimensions
(Behaviours, Connections, Personal information, Textual and Visual information, Professional
information and SNS presence), and characteristics of the applicants, which impacts the most,
recruiters perceptions. Additionally, the hypothesis was tested with age, level of education and size of
the company. We resorted to a quantitative method to gather the data and to IBM - SPSS, to analyse
it. The results were obtained resorting to Spearman's correlation coefficient, which showed that online
contents dimensions, has different influences on recruiter's perceptions. On the overall, the dimension
"Behaviours" proved to negatively influence perceptions, while "Connections", "Personal
information", "Textual and Visual information" and "SNS presence" displayed, on the majority,
neither positively or negatively influence decisions, while "Professional information" was proved to
positively influence recruiter’s perceptions. When analysing the impact of the characteristics of the
judge, "Age" showed statistically significant correlations with several dimensions of applicant's online
contents ( Behaviours and Textual and Visual information) and characteristics (Race, Nationality and
Marital Status), while recruiter's "Level of education" showed a correlation with applicants' online
content dimensions (Connections, Textual and Visual information, Professional information and SNS
presence), and applicant’s characteristics (religion) and lastly, a correlation between recruiter's
"Company size", and applicants' online content dimensions (Connections, Personal information,
Textual and visual information and SNS presence) and characteristics (Gender).
In sum, Recruiter's perceptions of Candidates during the screening process can be influenced by
their online content, their characteristics and by the specific characteristics of the recruiters. This
research is significant to understand the perceptions and discrimination existing in companies who
make hiring decisions based only on perceptions regarding applicants and to aware reader of the
importance of managing their digital footprint online image.Embora verificar os antecedentes e a informação dada pelos candidatos sejam práticas comuns na maioria das empresas durante o processo de recrutamento, a inclusão de práticas como o "screening" das redes sociais, ainda é um tema inexplorado, principalmente em Portugal. Dado isto, este estudo pretende desvendar se o "screening" é uma prática corrente em Portugal e quais são as dimensões dos conteúdos "online" presentes nas redes sociais, (Comportamentos, Conexões, Informações pessoais, Informações Visuais e Textuais, Informações profissionais e Presença nas redes sociais), e as características dos candidatos, que maior influência têm nas perceções dos recrutadores. Adicionalmente, testámos as hipóteses com as caraterísticas do recrutador (idade, nível de educação e tamanho da empresa). Recorremos a métodos quantitativos para recolher os dados, posteriormente analisados no IBM-SPSS, e que analisámos através do coeficiente de "Spearman". Os resultados provaram que as diversas dimensões de conteúdos "online provocam "perceções" diferentes nos recrutadores. No geral a dimensão "Comportamentos" provou influenciar negativamente as perceções, enquanto as "Conexões", "Informações pessoais", "Informações Textuais e Visuais" e a "Presença nas redes sociais", na sua maioria, não demonstraram alterar positivamente ou negativamente as perceções, no entanto, as "Informações profissionais" demonstraram influenciar positivamente as perceções dos recrutadores. Ao analisar o impacto das caraterísticas do "juiz", a "idade" demonstrou correlações estatisticamente significativas com várias dimensões dos conteúdos "online" dos candidatos ("Comportamentos" e "Informações Textuais e Visuais), e com a ("Raça", "Nacionalidade" e "Estado civil") dos candidatos, enquanto o "Nível de educação", mostrou correlações com as dimensões ("Conexões", "Informações profissionais" e "Presença nas redes sociais") e a "Religião" dos candidatos, e por último, o "tamanho da empresa" onde o recrutador trabalha provou estar relacionado com as dimensões ("Conexões", "Informações Pessoais", "Informações Textuais e visuais" e "Presença nas redes sociais") e a suas caraterísticas (género). Em suma, as perceções do recrutador sobre os candidatos, durante o processo de seleção, podem ser influencias pelos seus conteúdos online, as caraterísticas dos candidatos e as caraterísticas do recrutador. Esta pesquisa é significativa para entender a perceção que os recrutadores obtêm, dos conteúdos "online" das redes sociais dos candidatos e da discriminação existente nesta prática. Adicionalmente também para conscientizar o leitor sobre a importância de gerir a sua pegada digital.
Books on the topic "Hiring channel"
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Ingram, Sherrin Ross. Successful strategic planning: 10 things you absolutely must know before hiring a consultant to prepare a strategic plan for your business. Chicago: Jourdan & Brown Pub., 2011.
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Bonet, Rocio, and Monika Hamori. Talent Intermediaries in Talent Acquisition. Edited by David G. Collings, Kamel Mellahi, and Wayne F. Cascio. Oxford University Press, 2017. http://dx.doi.org/10.1093/oxfordhb/9780198758273.013.4.
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Talent intermediaries are entities that stand between the individual worker and the organization that needs work done. They include online intermediaries such as job boards or social networking sites, and search and placement firms such as executive search firms and temporary-help service firms. Talent intermediaries have an increasingly important role in the contemporary employment landscape: they influence not only how and which individuals are matched to organizations but also how tasks are performed or conflicts are resolved once talent is hired by the organization. This chapter reviews the already extensive literature on talent intermediaries, focusing on their role in the identification, assessment, and hiring of talent. The chapter shows the advantages that talent intermediaries present to the talent-acquisition process compared with hiring organizations and the ways in which their intermediation changes traditional talent-acquisition processes that involved only two parties: the job seeker and the hiring organization.
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Ness, Immanuel. Who Can Organize? Trade Unions, Worker Insurgency, Labor Power. University of Illinois Press, 2017. http://dx.doi.org/10.5406/illinois/9780252036279.003.0007.
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This chapter investigates the policy and practice of established U.S. labor unions toward migrant labor and guest workers and provides alternative models for building worker power on a global basis. Organized labor operates at a disadvantage as it typically responds rather than acts as capital changes the nature of work to lower wages. Ideally, a proactive labor movement would shape the nature of work. Therefore, U.S. national labor unions and peak organizations have historically opposed all forms of migration. Most notably, in 1986, national unions were instrumental in shaping the employer-sanction provision in the 1986 Immigration Reform and Control Act (IRCA). However, because legal penalties for hiring undocumented workers are minimal, the law has not deterred employers from hiring them. Furthermore, because minimum wage and hour standards are often unenforced by state and federal government regulatory agencies, undocumented immigrants are frequently more desirable to employers than U.S.-born workers.
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Tabibian-Mizrahi, Michal. Precarious Employment in the Public Sector. Edited by Michael Shalev. Oxford University Press, 2017. http://dx.doi.org/10.1093/oso/9780198793021.003.0009.
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This case study of precarious employment in public hospitals shows that the adoption of neoliberal practices was a gradual process whose roots can be traced to earlier decades. Innovative and even revolutionary changes in civil service hiring practices emerged in the early 1960s, gathering momentum in the subsequent decade. In this domain, at least, neoliberal practices preceded the neoliberal ideological shift, and helped pave the way for the latter’s assimilation. At the same time, being conferred with significance and legitimacy assisted the further growth of precarity in the public sector. This dialectic of ideas and organizational practices constituted an important mechanism entrenching neoliberal modes of employment within the state.
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Cette, Gilbert, Jimmy Lopez, and Jacques Mairesse. Labour Market Regulations and Capital Intensity. Oxford University Press, 2018. http://dx.doi.org/10.1093/oso/9780198821878.003.0009.
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What is the impact of labour market regulations as measured by the OECD indicator of employment protection legislation (EPL) on capital and skill composition? Precisely, this study investigates the effects of changes in EPL on changes in four types of capital and three components of labour skill. They include construction, non-ICT, ICT, and R&D capital components on the one hand, and low-, medium-, and highly-skilled labour on the other. Our analysis is grounded on a large country–industry panel dataset of fourteen OECD countries, and eighteen manufacturing and market service industries, from 1988 to 2007. It shows that strengthening EPL lowers ICT capital and, even more severely, R&D capital relative to non-ICT and construction capital; it also brings down low-skilled relative to highly-skilled workers’ employment. These results suggest that structural reforms for more labour flexibility could have a favourable impact on firms’ R&D investment and hiring of low-skilled workers.
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Ely, Robin, and Alexandra C. Feldberg. Organizational Remedies for Discrimination. Edited by Adrienne J. Colella and Eden B. King. Oxford University Press, 2016. http://dx.doi.org/10.1093/oxfordhb/9780199363643.013.28.
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Laws now exist to protect employees from blatant forms of discrimination in hiring and promotion, but workplace discrimination persists in latent forms. These “second-generation” forms of bias arise in workplace structures, practices, and patterns of interaction that inadvertently favor some groups over others. This chapter reviews research on how these biases manifest themselves in the core processes of organizations—that is, how people are hired, compensated, developed, and evaluated—all of which are aspects of organizational life that tend to privilege some groups over others. It also reviews research that points to remedies for these biases, illustrating that organizational practices can be sites for intervention and change. The chapter concludes with methodological and substantive recommendations for future research on discrimination and its remedies in organizations.
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Kreiss, Daniel, Kirsten Adams, Jenni Ciesielski, Haley Fernandez, Kate Frauenfelder, Brinley Lowe, and Gabrielle Micchia. Recoding the Boys' Club. Oxford University Press, 2020. http://dx.doi.org/10.1093/oso/9780197535943.001.0001.
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This book offers the first in-depth look at the employment patterns and work experiences of women working in political technology on presidential campaigns in the United States. The book draws on a unique data set of 1,004 staffers working in political technology on presidential campaigns during the 2004, 2008, 2012, and 2016 election cycles; analysis of hiring patterns during the 2020 presidential primary cycle; and interviews with forty-five women who worked on twelve different presidential campaigns. The book reveals that women are underrepresented in political tech and especially in leadership positions, struggle to make their voices heard on campaigns, and have few means of holding people accountable for inappropriate behavior. This book is animated by the lived experiences of women. It conveys the struggles that many women endured to gain access to campaign workspaces and the battles for inclusion many faced once they got there. It shows how few formal channels women had to hold men accountable for sexist or demeaning behavior that prevented them from being the best they could be at their jobs. All with the aim of helping those who do this work create more gender-equitable and inclusive workplaces—and ones that value the ideas and skills of all those who work to get candidates elected. For those women entering the field or their careers more generally, this book offers an inside look at what those who came before experienced to help them navigate workplaces dominated by men.
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Brint, Steven. Two Cheers for Higher Education. Princeton University Press, 2018. http://dx.doi.org/10.23943/princeton/9780691182667.001.0001.
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Today's headlines suggest that universities' power to advance knowledge and shape American society is rapidly declining. But this book's author has tracked numerous trends demonstrating their vitality. After a recent period that witnessed soaring student enrollment and ample research funding, the book argues that universities are in a better position than ever before. Focusing on the years 1980–2015, it details the trajectory of American universities, which was influenced by evolving standards of disciplinary professionalism, market-driven partnerships (especially with scientific and technological innovators outside the academy), and the goal of social inclusion. Conflicts arose: academic entrepreneurs, for example, flouted their campus responsibilities, and departments faced backlash over the hiring of scholars with nontraditional research agendas. Nevertheless, educators' commitments to technological innovation and social diversity prevailed and created a new dynamism. The book documents these successes along with the challenges that result from rapid change. Today, knowledge-driven industries generate almost half of US GDP, but divisions by educational level split the American political order. Students flock increasingly to fields connected to the power centers of American life and steer away from the liberal arts. And opportunities for economic mobility are expanding even as academic expectations decline. In describing how universities can meet such challenges head on, especially in improving classroom learning, the book offers not only a clear-eyed perspective on the current state of American higher education but also a pragmatically optimistic vision for the future.
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Nagatomo, Diane Hawley, Kathleen A. Brown, and Melodie L. Cook, eds. Foreign Female English Teachers in Japanese Higher Education: Narratives From Our Quarter. Candlin & Mynard ePublishing Limited, 2020. http://dx.doi.org/10.47908/11.
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The goal of this book is to provide information, inspiration, and mentorship to teachers (namely foreign women, but not restricted to such) as they navigate the gendered waters of teaching English in Japanese higher education. Such a book is timely because foreign female university teachers are outnumbered by their foreign male colleagues by nearly three to one. This imbalance, however, is likely to change as reforms in hiring policies (which have until recently generally favored male applicants) have been widely implemented to encourage more female teachers and researchers. The narratives by the contributors to this book offer a kaleidoscope of experiences that transverse several loosely connected and overlapping themes. This book is, in a sense, a “girlfriend’s guide to teaching in a Japanese university” in that it provides much practical information from those who are already in the field. It covers areas such as gaining entry into Japanese higher education teaching, searching for and obtaining tenure, managing a long-term professorial career, and taking on leadership responsibilities. The personal side of teaching is examined, with authors describing how individual interests have shaped their teaching practices. Family matters, such as negotiating maternity leave, reentering the workforce, and difficulties in balancing family and work are discussed by those who have “been there and done that”. The darker issues of the job, such as harassment, racism, and native-speakerism are introduced, and several chapters with practical and legal information about how to combat them are included, as well as a list of valuable resources. The contributors to this volume have drawn upon their own unique experiences and have situated their stories in areas that are of great personal importance. The individual narratives, when taken together, highlight not only the complexity of the professional identity of EFL teachers but also the myriad of issues that shape the careers of women in Japanese higher education. These issues will resonate with all female EFL faculty, regardless of their geographical location.
Book chapters on the topic "Hiring channel"
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Marchetti, Sabrina. "Migration." In IMISCOE Research Series, 33–51. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-031-11466-3_3.
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AbstractState policies may strongly influence the employment of migrants for care and domestic work (Ruhs & Anderson, 2010). Both sending and receiving countries have adopted mechanisms to channel migrants (especially women) into this specific occupation. The care market-oriented scenario described in the previous pages creates a growing demand for a (female) migrant labour force employed to work for longer hours and at lower wages than local workers (Anderson & Shutes, 2014; Cangiano & Shutes, 2010). These migrant care workers are generally disadvantaged by policies privileging skilled over unskilled migration, as well as by legislation denying (long-term) residence permits to people employed in the care sector. Policies that make the regular employment of migrants very difficult contribute to the under-valuation of these jobs, which are generally assigned to the most vulnerable and stigmatized subjects in each national context (Lan, 2006). Women migrating to work in the domestic and private care sector face a complex landscape of migration and labour regulations that is extremely difficult to navigate. The situation is also problematic for households that cannot find appropriate or affordable care within declining welfare states and among fellow nationals reluctant to take these jobs, but are forbidden or discouraged from directly hiring a domestic worker who is a third-country national. As a consequence, irregular migration and informal work are expanding within the realm of private homes.
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Dixin, Xu, and Wu Chengming. "Changes in Tenancy and the Hiring of Farm Labour." In Chinese Capitalism, 1522–1840, 130–46. London: Palgrave Macmillan UK, 2000. http://dx.doi.org/10.1007/978-1-349-61990-0_8.
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Gesang, Bernward. "Starke Hirne – gute Chancen? Über Gerechtigkeit als Prinzip der Ethik." In Darf ich das oder muss ich sogar?, 101–10. Berlin, Heidelberg: Springer Berlin Heidelberg, 2022. http://dx.doi.org/10.1007/978-3-662-64891-9_9.
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Widyasari, Permata Ayu. "The Relativism of Ethical Dilemma Decision Making." In Proceedings of the 19th International Symposium on Management (INSYMA 2022), 473–80. Dordrecht: Atlantis Press International BV, 2022. http://dx.doi.org/10.2991/978-94-6463-008-4_60.
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AbstractThe research involves 120 business students answering ethical dilemmas in business. The case was about a company using social media as a pre-employment background check and considering it part of the hiring process. The students must answer from both the candidate’s and the employer’s perspectives. Initially, the students stated their opinion from the perspective of the candidate. Later, they stated the point of view of the employer. It tested whether they modify their ethical judgment as they have a different position. Chi-square and McNemar’s tests were used to prove the results. The research contributes to the fact that ethical judgment is associated with ethical intention; therefore, when a person judges that an act is ethical, they will tend to do it if they are in the same position. Secondly, it provides evidence of ethical relativism. Based on McNemar’s test, it is proven that there is different ethical judgment in the candidate’s perspective and the perspective of the business owner HRD. 49% of the respondents change their ethical judgment when they are in a different position.
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Christensen Hughes, Julia, and Sarah Elaine Eaton. "Academic Misconduct in Higher Education: Beyond Student Cheating." In Academic Integrity in Canada, 81–102. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-83255-1_4.
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AbstractWhen people hear the term “academic misconduct”, student cheating often comes to mind. In this chapter we provide a broader perspective, presenting formal definitions of the terms academic integrity and academic misconduct, arguing that such concepts should apply to all members of the academy. Unfortunately, research conducted in the UK and the US suggests that faculty and administrators engage in misconduct and unethical practice, in research as well as other domains. Here we review policy changes in Canada’s approach to dealing with research misconduct, with the aim of strengthening “Canada’s research integrity system” (HAL in Innov Policy Econ, 2009, i). We also present public accounts of academic transgressions by Canadian faculty and administrators, with a primary focus on research misconduct. A query of Retraction Watch found 321 retractions involving academics working in Canadian higher education institutions during the years 2010–2020. Articles in the press are then used to further highlight incidents of academic fraud and plagiarism, as well as questionable practices in student supervision, hiring practices, international student recruitment, and inappropriate interpersonal relationships. We conclude by calling for a comprehensive study of academic misconduct by faculty and administrators at Canadian higher education institutions as well as an assessment of how well the changes to Canada’s policies on research misconduct are working, particularly with respect to public disclosure.
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Eldén, Sara, and Terese Anving. "‘Quality Time’ in Nanny Families: Local Care Loops and New Inequalities in Sweden." In Palgrave Macmillan Studies in Family and Intimate Life, 85–107. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-92889-6_5.
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AbstractPolitical initiatives such as tax deductions for domestic services including nannies have, together with a growing au pair market, paved the way for new possibilities of organizing child care and parenting in Sweden. This affects everyday ‘local care loops’ for the upper-middle-class families purchasing the services, as the logistics of solving the work-family dilemma change with the possibility of hiring cheap female—and often migrant—care workers (Näre & Isaksen 2019). In this chapter, we analyse how this affects the doing of family in ‘nanny families’. Taking our point of departure in a qualitative study with nannies and au pairs (n = 26), parents (n = 29), and children receiving care (n = 19) (Eldén and Anving 2019), we show how everyday care is experienced and understood from the perspective of different actors involved in the practice, with a special focus on ideas of ‘quality time’. We argue that the new possibilities of organizing care and time in families reproduce inequalities: the new local care loops enable the possibility for some—well-off—parents to realize ideals of ‘good and stress-free parenting’, with quality time with their children, while at the same time not giving up on the idea of gender equality.
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Amin, Md Faizul Ibne, Yutaka Watanobe, Md Mostafizer Rahman, and Raihan Kabir. "Watchtower Selection in Off-Blockchain PCN Using Peterson Leader-Election Algorithm." In Frontiers in Artificial Intelligence and Applications. IOS Press, 2022. http://dx.doi.org/10.3233/faia220250.
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Despite the incredible adoption of cryptocurrencies, blockchain-based cryptocurrencies have likewise raised some concerns. The scalability problem is the major one among them. An off-blockchain payment channel network (PCN) has been introduced to solve this issue. PCN can fundamentally reduce blockchain scalability by constructing a number of payment channels between the nodes and without committing every single transaction to the blockchain. But as a matter of fact, there has an unwanted assumption in PCN that channel participants must remain online and follow blockchain updates, for the synchronization with blockchain to protect the channel against deception. To mitigate this issue “Watchtower” concept has been proposed. Watchtower is a watching service and always stays online that a channel participant can hire it by offering incentives for monitoring the channel and checking blockchain updates consistently to prevent fraud on behalf of the hiring party. However, watchtower may be more beneficial by cooperating with the cheating counterparty and neglecting to perform the watching service properly. The efficiency drawback can occur for that. In this work, we have been motivated by this issue and tried to find out an effective and reliable watchtower for the channel watching service from multiple watchtower nodes or candidates in the PCN. In particular, we have been approached by using the distributed Peterson Leader-Election Algorithm to find the best watchtower among multiple of them where the more successfully performed work node or candidate will be selected for the channel monitoring job. We also have provided a detailed step-by-step process of the algorithm including experiments and illustrations for employing watchtower among multiple of them.
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Wilson, Eli Revelle Yano. "Producing Difference." In Front of the House, Back of the House, 23–52. NYU Press, 2020. http://dx.doi.org/10.18574/nyu/9781479800612.003.0002.
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This chapter shows how management structures a socially divided workplace from the back office. Chefs and dining room supervisors at Match, Terroir, and The Neighborhood channel workers into distinct types of service jobs based on socially coded ideals, and subject each group of workers to divergent supervisory practices. I argue that management’s strategic decisions regarding hiring, service protocols, and workplace policies adhere to an overarching logic of upscale service packaged with powerful race, class, and gender assumptions, as well as strategically differentiated service brands that nuance how each workplace is organized. Wilson shows how service brands shape the kinds of social relations and labor prospects that workers encounter.
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Bensimon, Fabrice. "‘Taking their labour and art to the best market’." In Artisans Abroad, 16—C1F8. Oxford University PressOxford, 2023. http://dx.doi.org/10.1093/oso/9780198835844.003.0002.
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Abstract This chapter addresses the political economy of British emigration to the Continent. Throughout the eighteenth century, a thousand engineers and artisans crossed the Channel. After the end of the Napoleonic wars, this flow dramatically increased. As free-trading ideas gained ground, British bans on the emigration of artisans and on the exportation of machinery were lifted in 1824 and 1843, respectively. In most cases, skilled migrants could rely upon the technological gap between Britain, which had begun its industrial revolution in the late eighteenth century, and the Continent, which lagged behind. In several sectors (e.g. linen, iron, railway building), employers played a crucial part in the hiring of British artisans. Given the superiority of British technology, both continental entrepreneurs and British investors preferred to use British machinery and to employ British workers who knew how to operate it. In lace, by contrast, workers themselves were the primary agents of migration. Their movement to the Continent was mostly at the behest of British artisans who crossed the Channel to gain access to continental markets without having to pay duties or the cost of smuggling. The press, information passed by word of mouth, and in some cases recruitment agents could also play a part in prompting the move.
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"The Zen of Hiring." In Rapid Organizational Change, 49–64. Chichester, UK: John Wiley & Sons, Ltd, 2017. http://dx.doi.org/10.1002/9781119219071.ch4.
Full textConference papers on the topic "Hiring channel"
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Golombek, Matthew. "HOW HIRISE CHANGED MARS EXPLORATION." In GSA Annual Meeting in Phoenix, Arizona, USA - 2019. Geological Society of America, 2019. http://dx.doi.org/10.1130/abs/2019am-336503.
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Ristovska, Andrijana, and Ljupco Eftimov. "ORGANIZATIONAL CHANGE AND EMPLOYEE STRESS: EMPIRICAL ANALYSIS OF EMPLOYEES IN THE REPUBLIC OF NORTH MACEDONIA." In Economic and Business Trends Shaping the Future. Ss Cyril and Methodius University, Faculty of Economics-Skopje, 2021. http://dx.doi.org/10.47063/ebtsf.2021.0001.
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This paper addresses the issue of the importance and necessity of introducing constant organizational changes and their impact on employee stress as one of the primary pull factors of the employee turnover intention. In this regard, human resource managers in organizations are becoming increasingly aware that hiring and retaining talents are the most important determinants of success in the complex global world and that they must work more intensively on modernizing the process of change management to help employees, not only for acceptance, but also for their involvement in the change implementation process. The number of respondents from the processed data so far is 439 employees (differing according to their demographic characteristics). The purpose of this paper is to determine whether there is a statistically significant difference between the four different types of organizational change according to the Cummings and Worley (2014) organizational change classification (Human process changes; Techno-structural changes; Human resource management changes and Strategic changes), regarding their impact on the employee emotional state, as well as which type of organizational change has the most significant impact on employee stress in the Republic of North Macedonia. The survey findings contributed to the conclusion that Macedonian employees in terms of their feelings of fear, anxiety, nervousness, etc., equally perceive the impact of the different types of organizational change. More specifically, there are no statistically significant differences between the impacts of the different types of organizational change over the stress they face because of these changes.
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Pascual-Fuster, Bartolomé. "Recruitment policies in Spanish universities, a case study: Teaching and research quality." In Fifth International Conference on Higher Education Advances. Valencia: Universitat Politècnica València, 2019. http://dx.doi.org/10.4995/head19.2019.9450.
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This article analyzes research and teaching quality of the faculty members of the Department of Business Economics of “Universitat de les Illes Balears” (UIB) depending on the origin of their Doctor degree (local or external). This department changed the recruitment policy, from the traditional policy of hiring the own doctorate students to the policy of hiring doctorate students from other universities. Faculty members with an external Doctor degree were recruited mainly in the Spanish Job Market, most of them obtained the Doctor degree in a high-quality doctorate program, and were focused on research. Taking into account several control variables, such as age and specialization area, we obtain that faculty members with external Doctor degree show statistically significant better research quality indicators, and present no significant differences in teaching quality indicators than faculty members with a UIB Doctor degree. Therefore, we conclude that the recruitment policy of the department increased research quality without hurting teaching quality. This represents an indirect analysis of the relationship between research and teaching quality, showing a strategy to improve one without hurting the other. However, when we analyze the direct relationship between research and teaching quality we obtain some weak evidence of a negative relationship.
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Oliveira, Johnatan. "How to Identify Programming Skills from Source Code?" In Congresso Ibero-Americano em Engenharia de Software. Sociedade Brasileira de Computação, 2022. http://dx.doi.org/10.5753/cibse.2022.20988.
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Both open-source and proprietary software systems have become increasingly complex. Despite their growing complexity and increasing size, software systems must satisfy strict release requirements that impose quality, putting significant pressure on developers. Therefore, the success of software projects is dependent on the identification and hiring of qualified developers to build a solid and cohesive team with different programming skills. Our main goal is to develop and evaluate a method able to compute programming skills from source code analysis. Our method uses software metrics such as Changed Files and Changed Lines of Code, to compute the skills. Our results showed that our method is able of identifying programming skills of the developers about mainly libraries used, programming languages, and profile concerning back-end & front-end and unit test.
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Ward, Caryl, and Jill E. Dixon. "Change: Watch For The Right Time." In Charleston Library Conference. Purdue Univeristy, 2020. http://dx.doi.org/10.5703/1288284317177.
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Collection budgets are an essential tool for building collections yet the amounts of allocations can ebb and flow over the years. Modifying the budget structure is an intimidating, exhausting exercise with administrative and political ramifications that affect the workload of collections librarians as well as the workflows in acquisitions departments. External and internal forces such as impending budget cuts and serials reviews, a new library system, new department heads, newly minted librarians’ learning curves, and the creation or demolition of big deals seem like roadblocks to a budget revision process. They can also be seized as opportunities to look at new models. Libraries get by with the allocations provided in any given year, but would it be better for the collections if the approach to allocations was more flexible from the beginning, more of a proactive allocation instead of reactive? At Binghamton University Libraries, the hiring of a new Head of Collection Development and migrating to a new library system necessitated collaborative conversations concerning structures and roles for the two departments. This paper presents scenarios and recommendations for determining when and how to collaboratively evaluate a legacy budget structure, redefine allocations, and review staff roles.
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Tomašković, Slavko, and Julka Sremac. "THE FUNDAMENTAL FUNCTIONS OF PUBLIC SECTOR ORGANIZATION ON THE EXAMPLE OF SUBOTICA LOCAL SELF-GOVERNMENT." In Sixth International Scientific-Business Conference LIMEN Leadership, Innovation, Management and Economics: Integrated Politics of Research. Association of Economists and Managers of the Balkans, Belgrade, Serbia, 2020. http://dx.doi.org/10.31410/limen.2020.363.
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Organizations, as well as individuals, realized that they possess their core, the core which consists of the necessary activities and necessary people, the core which is surrounded by an open and flexible space that can be complemented with flexible workers and flexible delivery contracts. The attempts to save money, by downsizing the management layers or by hiring temporary workers, change the form of the organization and the style of coordination within the organization itself. This paper will firstly explain the notion of organization and organizing. Since the example which will be presented is the Local Self-Government Subotica organization, the author will state the specific characteristics of a public organization first.
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Suciu, George, Adrian Pasat, and Cristian Vasilescu. "NOVEL ARTIFICIAL INTELLIGENCE TECHNOLOGIES FOR ENHANCED RECRUITMENT CAMPAIGNS USING SOCIAL MEDIA." In eLSE 2019. Carol I National Defence University Publishing House, 2019. http://dx.doi.org/10.12753/2066-026x-19-169.
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The recent digital development forced many market leaders to adopt advanced artificial intelligence (AI) technologies to facilitate the transition from rigid processes to more flexible, outcome-driven approaches. The use of AI presents numerous benefits. First of all, the AI technology helps enable the analysis of unstructured data from a variety of sources across social media channels. Also, AI allows companies not only to automate certain processes but also to reconfigure them to complement and, more importantly, augment the skills and expertise of employees. The new era of artificial intelligence-systems gather information, analyze, recommend, plan and more importantly, learn. This paper presents an innovative approach to recruitment. According to recent studies, business intelligence and analytics showed to be the most crucial area that AI can deliver results. We analyze how software companies are more prone to integrate AI applications in marketing because of the new market trend - digital marketing. Services companies, on the other hand, are more interested in the use of AI in human resources. Our case study applies sentiment analysis (SA) techniques to improve the recruitment processes aiming to increase the efficiency of internship campaigns by ensuring a better match between the candidates' professional skills and the hiring company fields of activity. We demonstrate that AI can improve the recruitment process and assist in hiring the right persons. Thus, the HR staff has the opportunity to select the internship candidates based on their skills and determine the right position where abilities of an individual candidate are most needed. This novel approach not only increases the company productivity but also motivates candidates to improve their skills.
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Pletneva, Ekaterina Olegovna. "ATURES OF HIRING STAFF IN THE CONTEXT OF CORONAVIRUS INFECTION: CHANGES IN THE NEEDS OF THE EMPLOYER AND THE COMPETENCIES OF THE STAFF." In РОССИЙСКАЯ НАУКА: АКТУАЛЬНЫЕ ИССЛЕДОВАНИЯ И РАЗРАБОТКИ. Самара: Самарский государственный экономический университет, 2021. http://dx.doi.org/10.46554/russian.science-2021.09-1-112/114.
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Singh, Ankit Kumar, V. Naren, R. S. Thillak, and G. Paavai Anand. "Real-Time Car Sharing and Car Rental Portal." In International Research Conference on IOT, Cloud and Data Science. Switzerland: Trans Tech Publications Ltd, 2023. http://dx.doi.org/10.4028/p-ttawzq.
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This portal represents the implementation of a car rental & pooling system. High traffic congestion is one of the issue which is faced by people in their day to day life. Carpooling system may help in reducing unnecessary traffic on roads. Sometime higher authorities encourages people to use carpool system during the period whenever there is a hike in the prices of petroleum products or when the pollution level of that state is going beyond the maximum limits. The main objective of this carpooling system will to enable different persons living in an area to use this system to minimize monthly expenses, no tension of hiring a car at higher cost. The portal aims to create a hybrid link between Car sharing services and Car rental services under the same roof. The car-sharing service enables you to connect and organize passengers for a shared ride in a very short time. Arrangements to combine cars among 2 or even more unrelated people traveling to work or school have not changed in the past. Real-Time Carpooling is based on the use and integration of multiple technologies and provides for more flexible shared trips by allowing riders and drivers to agree on sharing journeys in advance or in the short term. Dijkstra’s shortest path algorithm have been used in a separate route tab.
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Ianos, Maria gratiela, and Ana voichita Tebeanu. "A STUDY ON INITIAL TRAINING AND COMPETENCE MODEL FOR TEACHERS IN PROFESSIONAL AND TECHNICAL EDUCATION." In eLSE 2018. Carol I National Defence University Publishing House, 2018. http://dx.doi.org/10.12753/2066-026x-18-150.
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Technical and vocational education and training (TVET) plays an important role in economic development, due to is its main orientation towards the world of work (UNESCO TVET Strategy 2016-2021) and the emphasis of the curriculum on the acquisition of employable skills. It's considered to be a tool for productivity enhancement and poverty reduction, at a global level (Europe 2020 communication, EU 2010, 2014). The dynamics of change in TVET in recent years has generated new perspectives / approaches regarding the role of the teacher and his/her responsibilities, on the one hand, and, on the other hand, a request for increasing the quality of initial teacher training (Maclean R., Pavlova M., 2013; ET2020 Working Group on Schools Policy (2014-15)). These changes have led to a growing need to adapt the initial teacher training programs in TVET to the current labor market requirements. The quality of teachers in TVET is reflected in the quality of graduates' training and reflects on all stakeholders. Thus, the teachers' role in TVET is essential in achieving quality education and especially in supporting / coordinating students in the transition process- from school to the labor market. The low performances of TVET graduates (relative to basic skills) and the situation on the labor market (compared to the low level of achieved specialized competencies) cast doubt on the quality of TVET, in general, and on the skills of TVET teachers in particular. This paper presents a study on the initial training of TVET teachers worldwide, also taking into account some countries in Europe, among these Romania. The characteristics of the teaching profession in TVET (focusing on the specific competencies for TVET) are highlighted, as well as the specificity of TVET in common competences. Also, the paper presents the implications of new changes (new learning approaches, new technologies in hiring companies, etc.) on the role of TVET teachers and competency profiles. The paper aims at updating the competencies of TVET teachers and proposes an analysis of the assessment in the graduation exams of the training programs. The article is based on a documentary study of some specialized papers on the initial teacher education. The results of the study are reflected in the outline of an up-to-date competency model for TVET teachers, taking into account its rapid pace of development, and in making a critical analysis of how the final evaluation is achieved within the initial training programs.
Reports on the topic "Hiring channel"
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Hunt, Will, and Jacqueline O'Reilly. Rapid Recruitment in Retail: Leveraging AI in the hiring of hourly paid frontline associates during the Covid-19 Pandemic. Digital Futures at Work Research Centre, March 2022. http://dx.doi.org/10.20919/alnb9606.
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Increased demand due to the Coronavirus pandemic created the need for Walmart to onboard tens of thousands of workers in a short period. This acted as a catalyst for Walmart to bring forward existing plans to update the hiring system for store-level hourly paid associates in its US stores. The Rapid Recruitment project sought to make hiring safer, faster, fairer and more effective by removing in-person interviews and leveraging machine learning and predictive analytics. This working paper reports on a case study of the Rapid Recruitment project involving semi-structured qualitative interviews with members of the project team and hiring staff at five US stores. The research finds that while implementation of the changes had been successful and the changes were largely valued by hiring staff, lack of awareness and confidence in some changes threatened to undermine some of the objectives of the changes. Reservations about the pre-employment assessment and the algorithm’s ability to predict quality hires led someusers reviewing more applications than perhaps necessary and potentially undermining prediction of 90-day turnover. Concerns about the ability to assess candidates over the phone meant that some users had reverted to in-person interviews, raising the riskof Covid transmission and potentially undermining the objective of removing the influence of human bias linked to appearance and other factors unrelated to performance. The impact of awareness and confidence in the changes to the hiring system are discussed in relation to the project objectives
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Lopez, David, Mariana Weiss, José Francisco Pessanha, Karla Arias, Livia Gouvea, and Michelle Carvalho Metanias Hallack. The Effects of the Energy Transition on Power Sector Employment in Latin America. Inter-American Development Bank, February 2023. http://dx.doi.org/10.18235/0004715.
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The present study analyzes the relation between energy transition and the job creation potential in Latin America. It capitalizes on companies' characteristics to infer potential hiring process drivers in forthcoming years. The analysis is based on an econometric model on cross-sectional data to explain the dependent variable "potential hiring rate" depending on the firm's size (based on the number of clients), area of activity or technology, employees' level of education, and the existence of labor policies. The data came from 338 companies interviewed, including generation, transmission, distribution, energy transition services, oil and gas, and construction companies in six Latin American Countries (Bolivia, Chile, Costa Rica, Mexico, Panama, and Uruguay). The econometric study focused on 135 companies that declared hiring new employees in the next year concerning the time they were interviewed. The results show that the smaller energy companies with a larger participation of a qualified workforce will tend to have a higher expected hiring rate in the forthcoming year, implying an inverse relationship between a firm's size and potential hiring rate. The model findings convey that as the workforce is compounded with more qualified employees, the higher the expansion of the company's labor force will be, particularly in renewable generation companies. There is an additional aspect worth considering about the factors behind the company's potential hiring rate, and it is the question of job quality. The results suggest that firms hiring more are those with a lower number of policies in place. It can be explained by the fact that more traditional companies tend to have better-established policies, such as hydrocarbon and utilities. These are not the companies with the highest increase in the workforce. This takeaway raises a discussion about whether a change in the job's quality is associated with the energy transition or if it is just associated with new entrants that will become traditional in the following years. Moreover, it also helps to explain some of the political economies of the labor market that may play a role in the energy transition process. Therefore, one of the present study's main takeaways is the need to analyze deeper and promote job quality in smaller energy companies.
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Barjum, Daniel. PDIA for Systems Change: Tackling the Learning Crisis in Indonesia. Research on Improving Systems of Education (RISE), September 2022. http://dx.doi.org/10.35489/bsg-rise-ri_2022/046.
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Indonesia is facing a learning crisis. While schooling has increased dramatically in the last 30 years, the quality of education has remained mediocre (Rosser et al., 2022). Teacher capability is an often cited weakness of the system, along with policies and system governance. Approaches focused primarily on adding resources to education have not yielded expected outcomes of increased quality. “It is a tragedy that in the second decade of the twenty-first century, some children in Indonesia are not completing primary school and are turned out into the workforce as functional illiterates.” (Suryadarma and Jones, 2013; Nihayah et al., 2020). In the early 2000s, Indonesia began a process of decentralising service delivery, including education, to the district level. Many responsibilities were transferred from the central government to districts, but some key authorities, such as hiring of civil service teachers, remained with the central government. The Indonesian system is complex and challenging to manage, with more than 300 ethnic groups and networks of authority spread over more than 500 administrative districts (Suryadarma and Jones, 2013). Niken Rarasati and Daniel Suryadarma researchers at SMERU, an Indonesian think tank and NGO, understood this context well. Their prior experience working in the education sector had shown them that improving the quality of education within the classroom required addressing issues at the systems level (Kleden, 2020). Rarasati noted the difference in knowledge between in-classroom teaching and the systems of education: “There are known-technologies, pedagogical theories, practices, etc. for teaching in the classroom. The context [for systems of education] is different for teacher development, recruitment, and student enrollment. Here, there is less known in the public and education sector.” Looking for ways to bring changes to policy implementation and develop capabilities at the district level, SMERU researchers began to apply a new approach they had learned in a free online course offered by the Building State Capability programme at the Center for International Development at Harvard University titled, “The Practice of PDIA: Building Capability by Delivering Results”. The course offered insights on how to implement public policy in complex settings, focused on using Problem Driven Iterative Adaptation (PDIA). The researchers were interested in putting PDIA into practice and seeing if it could be an effective approach for their colleagues in government. This case study reviews Rarasati and Suryadarma’s journey and showcases how they used PDIA to foster relationships between local government and stakeholders, and bring positive changes to the education sector.