To see the other types of publications on this topic, follow the link: Hiring tools.
Journal articles on the topic 'Hiring tools'
Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles
Consult the top 50 journal articles for your research on the topic 'Hiring tools.'
Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.
You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.
Browse journal articles on a wide variety of disciplines and organise your bibliography correctly.
1
Kopaska, Jeff. "Hiring Tools." Fisheries 38, no. 10 (November 4, 2013): 433. http://dx.doi.org/10.1080/03632415.2013.836503.
Full text
2
Hegebarth, Kevin. "Hiring optimization: Measuring the effectiveness of hiring tools on operational performance." Employment Relations Today 39, no. 1 (March 2012): 31–36. http://dx.doi.org/10.1002/ert.21352.
Full text
3
Sahay, Pradeep. "Lean Six Sigma tools in the hiring process." Strategic HR Review 14, no. 1/2 (April 13, 2015): 22–29. http://dx.doi.org/10.1108/shr-06-2014-0040.
Full textAbstract:
Purpose – The purpose of this paper is to examine how “Lean” principles from the manufacturing world can be adapted to create a best-in-class recruiting function and demonstrate the causal connection between the “value-added” recruiting activity and positive business results. Design/methodology/approach – This concept paper is based on practitioner experience in leveraging Lean Six Sigma tools in improving the efficiency and effectiveness of the talent acquisition process. Findings – Talent acquisition today is an activity fraught with risks – Did we hire the right person, the right skills the right fit? – and has the maximum impact on an organization bottom line. It is more than just posting a requisition and making an offer, but a series of sourcing activities, branding efforts, assessment processes and on-boarding activities and more – all designed to help an organization answer these key questions and find talent relevant to its business context. Appraising some of the evolving best practices in talent acquisition within the larger ambit of talent management issues facing organizations at large underscores the need for a new way of thinking about talent management. Originality/value – Being more innovative in sourcing and recruiting can give organizations a sustainable competitive advantage with visible impact on the bottom line.
4
Ingle, Kyle, Cynthia T. Thompson, and Zipporah W. Abla. "An exploration of preferred teacher characteristics and hiring tools in Belize." Journal of Educational Administration 56, no. 4 (July 2, 2018): 414–28. http://dx.doi.org/10.1108/jea-05-2017-0051.
Full textAbstract:
PurposeThe purpose of this paper is to answer the following research questions: what characteristics do key Belizean educational leaders value in teacher applicants and why? What hiring tools do they use to ascertain whether teacher applicants have the characteristics they prefer?Design/methodology/approachThe authors utilized a mixed-methods approach drawing upon three data sources – face-to-face interviews with Belizean educational leaders, field notes, and government documents. A card sorting activity of applicant characteristics and tools was embedded into the interview.FindingsInformants preferred motivation, caring, subject matter knowledge, and teaching skills. Intelligence was perceived as a potentially negative characteristic unless coupled with other characteristics, such as strong teaching skills, motivation, and caring or the umbrella of other characteristics, such as content knowledge or university training/credentialing. Professional characteristics, such as where one went for teacher training and academic performance, were perceived as having less relative importance than personal characteristics. Least important were applicant demographics. Consistent with the extant literature, Belizean informants perceived the interview, evidence of prior experience, and certification as the most important tools in vetting and hiring applicants.Research limitations/implicationsThe exploratory study is limited by the small sample of informants, but provides insights into preferences for applicant characteristics and hiring tools in an understudied international context. This study informs future research that may seek to survey representative samples of various stakeholder groups (i.e. general managers and principals) for their preferences in applicant characteristics and hiring tools from across Belizean schools and educational providers.Originality/valueThe study adds to limited research on preferred teacher characteristics among educational leaders responsible for hiring and/or working with teachers and to the limited international educational leadership research.
5
Voss, Nathaniel M., Christopher J. Lake, and Cassandra Chlevin-Thiele. "Effectively Communicating Validity Information About Personnel Selection Tools." Journal of Personnel Psychology 19, no. 2 (April 2020): 51–62. http://dx.doi.org/10.1027/1866-5888/a000242.
Full textAbstract:
Abstract. Organizational researchers and practitioners often struggle to effectively and convincingly communicate validity information. In a series of between-subjects experimental studies using samples of university students and hiring managers, the effects of framing and numeracy were examined as validity information was communicated about various personnel selection tools. Across samples, higher numeracy was associated with higher understanding of the validity information and more favorable perceptions of the selection tools. The relationship between numeracy and favorable perceptions was mediated by understanding. Positive framing was more beneficial for students than hiring managers, especially when understanding was also high. These results can be leveraged by practitioners who are interested in tailoring their messages to more convincingly communicate validity information to stakeholders.
6
Pordeli, Hassan, Mohamad Sepehri, Russell Baker, and Tom Burke. "Improving New Hire Turnover Through The Use Of Assessment Tools." Journal of Business Case Studies (JBCS) 4, no. 9 (July 5, 2011): 11. http://dx.doi.org/10.19030/jbcs.v4i9.4804.
Full textAbstract:
This study focuses on one organizations adoption and use of a specific job matching assessment instrument for all of their hiring decisions over a three-year period. The paper examines the effectiveness of the organizations hiring assessment tool as a process for reducing their new hire turnover. The results of the study shows a significant improvement (reduction) in the new hire turnover, compared with the previous three-year period without utilizing the tool. These findings are consistent with years of empirical research on personality, consisting of characteristics behavior measurements that predict how an individual behavior in various situations (Greenberg, 1980).
7
Zięba-Olma, Katarzyna. "Evaluation of the effectiveness of recruitment for hiring managers." Nowadays and Future Jobs 1, no. 1 (December 26, 2017): 23–28. http://dx.doi.org/10.21511/nfj.1.2017.03.
Full textAbstract:
The issues raised in the article are very relevant, due to the growing costs of recruitment for hiring managers. The object of the article is also important due to need to improve the level of knowledge of recruiters, which unfortunately is still imperfect. As a result of the research, it was discovered that the majority (75%) of recruiters do not have sufficient knowledge about the industry in which they recruit a manager, don’t take into consideration the individual needs of organizations seeking managers with special skills, for instance, in the field of innovation management - the use of modern technologies. The aim of the article is to assess the effectiveness of recruitment for hiring managers. The main attention is paid to methods and tools used by the recruiters, evaluation of recruiter performance, following the subjectivity of the recruiter during the candidate’s assessment, incompatibility of the organization and the candidate in terms of remuneration, length of breaks between individual stages of recruitment and their impact on candidates. The methodology of the study includes analysis of relevant literature, desk research and the research method – anonymous survey.
8
Liera, Román. "Moving Beyond a Culture of Niceness in Faculty Hiring to Advance Racial Equity." American Educational Research Journal 57, no. 5 (December 6, 2019): 1954–94. http://dx.doi.org/10.3102/0002831219888624.
Full textAbstract:
This study applies cultural historical activity theory to examine the experiences of 17 professors at a religiously affiliated private university who participated in a 10-month, inquiry-based intervention to change their culture around faculty hiring. The findings illustrate that professors who use race-conscious language and tools to interrogate their campus culture’s historical roots with racism rethought their hiring process. In doing so, faculty perceived racial equity work as an action-oriented, organizational effort to use equity-minded language and create a more equitable hiring structure. The study contributes to the literature on organizational change for racial equity by identifying faculty experiences with racism and critical knowledge about the organizational culture mediating faculty learning and agency.
9
Ramkumar, A. "A Conceptual Study on How Electronic Recruitment Tools Simplify the Hiring Process." Indian Journal of Public Health Research & Development 9, no. 6 (2018): 136. http://dx.doi.org/10.5958/0976-5506.2018.00537.5.
Full text
10
Huwyler, Oliver. "Interest groups in the European Union and their hiring of political consultancies." European Union Politics 21, no. 2 (January 17, 2020): 333–54. http://dx.doi.org/10.1177/1465116519897820.
Full textAbstract:
Interest groups do not only attempt to influence European legislation by devising and executing their own strategies, or relying on their allies. Almost 50% have also experience in hiring political consultants. Using novel survey data from the policy formulation stage, this study shows that business interest groups are more likely to hire consultancies than non-business interest groups. It suggests that business associations’ higher likelihood of hiring consultancies is linked to membership promotion. For firms, it likely relates to their need for specialised lobbying tools and trust-building measures when seeking private goods from policy-makers. Furthermore, the results indicate that consultancy hiring by business interest groups becomes less likely the more they focus on lobbying. This moderation effect highlights that business interest groups show awareness of principal–agent problems and take mitigating action.
11
Nandigama, Dhanisha, and Aarti Shyamsunder. "Eeny, Meeny, Miny, Moe: Hire Him and Let Her Go? Using Science to Reduce Hiring Bias." NHRD Network Journal 14, no. 2 (February 24, 2021): 259–73. http://dx.doi.org/10.1177/2631454120987343.
Full textAbstract:
Despite advances in behavioural economics, industrial and organisational psychology and other fields examining the impact of bias on hiring decisions and informing organisational practices to improve the quality and fairness of such decisions, not all human resources practitioners or managers know or implement such practices. There is, therefore, an opportunity to structure talent acquisition/hiring practices and systems in ways that change the default, convenient behaviour of these decision-makers (prone to bias) and shift them towards less biased decisions. From nudging decision-makers to be more accountable, to using automated tools that minimise the element of human error, from the language used in recruiting materials to signal inclusion, to the use of structure to promote fairness and accuracy—this article describes eight evidence-based ways to reduce the impact of bias (gender bias, as an illustration) in hiring decisions.
12
Klingenberg, Beate, and Susan M. Kochanowski. "Hiring for the green economy." Journal of Management Development 34, no. 8 (August 10, 2015): 987–1003. http://dx.doi.org/10.1108/jmd-06-2014-0058.
Full textAbstract:
Purpose – The purpose of this paper is to investigate how recruiters at a college career fair perceive sustainability and the knowledge business graduates should have about it. It reports on how recruiters understand sustainability and perceive their organization’s engagement and resulting expectations for new hires. The results indicate that recruiters neither understand sustainability well, nor are suitably informed of their organizations’ needs with respect to this topic. Educators, as a consequence, face a dilemma of how to craft adequate educational experiences, as employer needs are not clearly expressed. The paper concludes with suggestions on how educational institutions can nevertheless proceed with offerings in sustainability education. Design/methodology/approach – The study was performed by conducting personal, structured interviews at a college career fair. Findings – While most respondents considered sustainability to be an important topic, there appears to be a lack of thorough understanding of sustainability. Recruiters were not overly informed about their organizations’ position and efforts toward sustainability. They considered it to be important that students learn about sustainability, but preferences for educational tools were not aligned with expected depth of knowledge. This leaves educators in search of guidance on how to align educational offerings with organizational needs. Research limitations/implications – As a pilot study, the total number of interviewed organizations was low, and therefore, the results should not be over-interpreted. The findings nevertheless point to a clear disconnect between organizations’ expressed needs for adequate trained personal and their ability to define what they are looking for. These results encourage more research to develop a better link between company strategy toward sustainability, recruiter’s know-how of it and concise expectations in new hires that could be mirrored in educational offerings. Practical implications – Human resources play a critical role in providing organizations with the capabilities to become more sustainable. Organizations need to develop concise recruitment policies that better communicate what they are looking for, as well as educational programs for recruiters to ensure future hiring fulfills critical needs. Originality/value – This paper closes a gap in the literature as it includes a thus-far ignored stakeholder group, namely recruiters; into the research on how to align organizational needs with the development of adequate educational offerings that generate future leaders and managers well-versed in sustainability.
13
MORIMOTO, Mayo. "Inkan Seals as Tools of Labor Selection in Early 20th Century Mining." Social Science Japan Journal 23, no. 2 (2020): 225–57. http://dx.doi.org/10.1093/ssjj/jyaa025.
Full textAbstract:
Abstract In this study, I analyze a hiring mechanism prevalent in the coal mining industry in the first decade of the 1900s by investigating ‘job applications’, which are assumed to have functioned as employment contracts. These job applications include the names, ages, addresses, and previous occupations of 775 applicants, as well as the names of respective referrers, all of which have been compiled in a database. It is noteworthy that some of the applicants affixed personal seals to their job applications. At the time, the use of seals—a traditional Japanese practice—was not pervasive throughout the entire citizenry, as it is now. Coal miners of that era tended to be rustic people with little formal education who were accorded a relatively low socio-economic status. In this article, we explore possible motivations underlying their use of seals. Our results indicate a statistically significant tendency toward the use of seals among these relatively low-skilled workers, as well as a tendency for applicants who used seals to be hired directly by the mining company, rather than through referral hiring, even though the latter was widely used at the time. These trends are consistent with the supposition that the company sought disciplined and diligent workers to hire people who owned seals. This is also consistent with the supposition that low-skilled workers employed seals as a signal to project an image of diligence.
14
Kazim, Emre, Adriano Soares Koshiyama, Airlie Hilliard, and Roseline Polle. "Systematizing Audit in Algorithmic Recruitment." Journal of Intelligence 9, no. 3 (September 17, 2021): 46. http://dx.doi.org/10.3390/jintelligence9030046.
Full textAbstract:
Business psychologists study and assess relevant individual differences, such as intelligence and personality, in the context of work. Such studies have informed the development of artificial intelligence systems (AI) designed to measure individual differences. This has been capitalized on by companies who have developed AI-driven recruitment solutions that include aggregation of appropriate candidates (Hiretual), interviewing through a chatbot (Paradox), video interview assessment (MyInterview), and CV-analysis (Textio), as well as estimation of psychometric characteristics through image-(Traitify) and game-based assessments (HireVue) and video interviews (Cammio). However, driven by concern that such high-impact technology must be used responsibly due to the potential for unfair hiring to result from the algorithms used by these tools, there is an active effort towards proving mechanisms of governance for such automation. In this article, we apply a systematic algorithm audit framework in the context of the ethically critical industry of algorithmic recruitment systems, exploring how audit assessments on AI-driven systems can be used to assure that such systems are being responsibly deployed in a fair and well-governed manner. We outline sources of risk for the use of algorithmic hiring tools, suggest the most appropriate opportunities for audits to take place, recommend ways to measure bias in algorithms, and discuss the transparency of algorithms.
15
Gródek-Szostak, Zofia, Danuta Kajrunajtys, Luis Ocha Siguencia, and Agnieszka Chęcińska Zaucha. "EPSS – METHOD AND TOOLS FOR IMPROVING THE COMPETENCE IN THE XXI CENTURY." SOCIETY. INTEGRATION. EDUCATION. Proceedings of the International Scientific Conference 5 (May 25, 2018): 272–82. http://dx.doi.org/10.17770/sie2018vol1.3153.
Full textAbstract:
The paper discusses the features and usability of Electronic Performance Support Systems (EPSS) in education and improving the competence of adults. It is a serious problem for enterprises to search for employees (definite period, employment of students) for work that requires the use of business software. Learning (training) in the performance of tasks in such environment is an investment (requires time and expense). EPSS have been designed as tools to reduce the number of hours of training involving a trainer (human). These systems are coached - supported by people who use business software in their work on an ongoing basis. In the research we present how to implement them and in which way their popularization can help in hiring people without special pre-preparation, and only with the basic computer skills.
16
TRETYAKOVA, Larisa A. "Business evaluation of hiring personnel in a highly competitive environment." SOCIAL AND ECONOMIC PHENOMENA AND PROCESSES, no. 2 (2020): 71–79. http://dx.doi.org/10.20310/1819-8813-2020-15-2(109)-71-79.
Full textAbstract:
In today's socio-economic environment, in order to achieve strategic objectives, each organization needs a highly qualified staff with the optimal competency and the capacity to perform its professional duties effectively. As a result, there is a high impact of staff selection, recruitment and evaluation on the success of the organization. The lack of effective tools for staff evaluation and development is a significant reason for limiting the ability of organizations to develop competitive advantages. Goals/objectives: development of certain theoretical provisions and substantiation of detailed procedure for conducting business evaluation when hiring personnel in a highly competitive environment. The subject of the study is socio-economic and managerial relations that determine the patterns of organizing a business assessment of personnel when hired in a highly competitive environment. Methods. The methodological basis is the systematic approach and the method of dialectical cognition, which made it possible to systematize and substantiate the methodological toolkit of business evaluation of personnel during hiring. Main results/discussion. The results of the study include a detailed procedure for conducting a business evaluation when hiring personnel, taking into account the conditions of a highly competitive environment. State and municipal authorities can apply the proposed recommendations when developing projects and programs aimed at creating a highly competitive professional environment in organizations. Conclusions. The proposed business evaluation procedure for hiring staff takes into account the conditions of a highly competitive environment, and the chosen evaluation system will contribute to a significant increase in the productivity and quality of the staff, decisions made, and therefore will lead to an increase in the value of the organization's human resources.
17
Bezyak, Jill, Kanako Iwanaga, Erin Moser, and Fong Chan. "Assessing employers’ stigmatizing attitudes toward people with disabilities: A brief report." Journal of Vocational Rehabilitation 54, no. 2 (March 15, 2021): 185–91. http://dx.doi.org/10.3233/jvr-201129.
Full textAbstract:
BACKGROUND: People with disabilities are one of the most marginalized groups in society, and having a disability significantly increases the likelihood of unemployment or underemployment. The reluctance to hire individuals with disabilities is significantly influenced by the longstanding, negative stereotypes of people with disabilities. OBJECTIVE: To better understand employers’ negative attitudes toward individuals with disabilities, assessment tools must properly capture factors contributing to this stigma. METHODS: The Employers’ Stigmatizing Attitudes Toward People with Disabilities Scale (ESATPD) was validated in the current study. RESULTS: Results of the exploratory factor analysis indicate a strong, unidimensional structure of the scale accounting for 47.14% of the total variance with a sample. The single ESATPD factor was labeled employment stigma. In addition, higher levels of employers’ stigma were related to negative attitudes toward disability, decreased support of recruitment efforts, as well as decreased intentions of hiring people with disabilities. CONCLUSION: Results support the implementation of tailored interventions directed at specific areas of concern for employers and employees in hiring positions.
18
Bilyk, E., O. Khymych, Y. Blynda, and U. Lukashevska. "TOOLS TO INCREASE THE EFFICIENCY OF PERSONNEL RECRUITMENT IN THE SYSTEM OF HUMAN RESOURCES MANAGEMENT IN THE IT SPHERE." National Association of Scientists 2, no. 32(59) (October 12, 2020): 24–31. http://dx.doi.org/10.31618/nas.2413-5291.2020.2.59.295.
Full textAbstract:
The article is devoted to the issues of increasing the efficiency of personnel recruitment in the personnel management system of IT enterprises. The key performance indicators of the recruitment department are substantiated, such as: the number of closed vacancies, the speed of closing vacancies, the quality of closing vacancies, the cost of closing vacancies and feedback from both candidates and managers (customers). The influence of social networks on the activities of recruiters is analyzed - a factor that influenced hiring more than it seems at first glance.
19
Kimbrel, Laurie A. "Teacher Selection: School Principal Hiring Practices, Level of Training, and Confidence." International Research in Education 7, no. 2 (September 19, 2019): 106. http://dx.doi.org/10.5296/ire.v7i2.15332.
Full textAbstract:
Student success is dependent on teacher quality; therefore, principals must hire the most effective teachers in order to ensure continuous school improvement. This study investigated teacher hiring processes to determine the extent to which principals use research-based practices that are most likely to identify high-quality teachers. This study also sought information about the type of personnel selection training principals receive and confidence of the principal in their ability to hire high-quality teachers. Data were gathered using a survey e-mailed to principals in ten states in the southern and western regions of the United States. Analysis indicated that principals favor traditional interviews as the primary teacher selection instrument and are unlikely to utilize predictive screening tools or research-based structured interviews. In most cases, principals do not make final hiring decisions based on measurable data or research-based qualities known to be predictive of high teacher performance. Most principals reported minimal teacher selection training through one-time workshops and graduate courses and yet possess a high degree of confidence in their skill to hire the best teachers.
20
Goldhaber, Dan, Cyrus Grout, and Nick Huntington-Klein. "Screen Twice, Cut Once: Assessing the Predictive Validity of Applicant Selection Tools." Education Finance and Policy 12, no. 2 (April 2017): 197–223. http://dx.doi.org/10.1162/edfp_a_00200.
Full textAbstract:
Despite their widespread use, there is little academic evidence on whether applicant selection instruments can improve teacher hiring. We examine the relationship between two screening instruments used by Spokane Public Schools to select classroom teachers and three teacher outcomes: value added, absences, and attrition. We observe all applicants to the district (not only those who are hired), allowing us to estimate sample selection-corrected models using random tally errors and variation in the level of competition across job postings as instruments. Ratings on the screening instruments significantly predict value added in math and teacher attrition, but not absences—an increase of one standard deviation in screening scores is associated with an increase of about 0.06 standard deviations of student math achievement, and a decrease in teacher attrition of 3 percentage points. Hence the use of selection instruments appears to be a key means of improving the quality of the teacher workforce.
21
Mishra, Anush. "The Study of Impact of Data Science on Business." International Journal for Research in Applied Science and Engineering Technology 9, no. VII (July 15, 2021): 1486–88. http://dx.doi.org/10.22214/ijraset.2021.36600.
Full textAbstract:
Data science is the study of huge amounts of data using current tools and methodologies to discoverpreviously unknown pattern, derive valuable information, and make business decisions. To create prediction models, data scientistsuse complicated machine learning algorithms. The present study focus on the impact of data science on society. The survey has been conducted with 50 companies and their responses were recorded and analyzed. The data science is a fast growing sector and many companies are hiring data scientist to increase their revenues and develop their businesses. It also makes significant impact on society by influencing advertisements. The factors like cost reduction, better product management found to be more preferred factor. While a significant growth in terms of hiring Data Scientists and average salary has been observed. The revenue spent of dvertisement has also increased. Thus we can say Data Science has made the business more successful. Today, it is used in almost every field in the world for various purposes, Specifically in security, healthcare, business, agriculture, transportation, education, prediction, telecommunications, and other fields.
22
Chalfin, Aaron, Oren Danieli, Andrew Hillis, Zubin Jelveh, Michael Luca, Jens Ludwig, and Sendhil Mullainathan. "Productivity and Selection of Human Capital with Machine Learning." American Economic Review 106, no. 5 (May 1, 2016): 124–27. http://dx.doi.org/10.1257/aer.p20161029.
Full textAbstract:
Economists have become increasingly interested in studying the nature of production functions in social policy applications, with the goal of improving productivity. Traditionally models have assumed workers are homogenous inputs. However, in practice, substantial variability in productivity means the marginal productivity of labor depends substantially on which new workers are hired--which requires not an estimate of a causal effect, but rather a prediction. We demonstrate that there can be large social welfare gains from using machine learning tools to predict worker productivity, using data from two important applications - police hiring and teacher tenure decisions.
23
Fisher, Elaine, Rebecca Thomas, and Jeb Williams. "73204 HR the Silent Partner: Building Teams & Tools for Better Recruitment and Hiring of Clinical Research Professionals." Journal of Clinical and Translational Science 5, s1 (March 2021): 42. http://dx.doi.org/10.1017/cts.2021.512.
Full textAbstract:
ABSTRACT IMPACT: Improved non-biased matching of clinical research professionals to PI needs will accelerate time to active project engagement for new hires. OBJECTIVES/GOALS: An ongoing challenge for HR recruiters when matching applicants to open job positions is the time-consuming screening effort, which relies on imprecise semantic searching. We propose building a precision-based matching tool using Natural Language Processing to automate the accurate and non-biased identification of suitable job candidates. METHODS/STUDY POPULATION: We conducted 30-45’ interviews with HR administration/recruitment specialists to delineate the recruitment and hiring process used to match CRC resumes to job descriptions (n=7). Next, CRC applicant resumes were evaluated by experts, first by independent review, followed by consensus and assignment of a final rating, 0= not qualified; 1= CRC1; 2= CRC2; 3= CRC3; 4= CRC4. Guidelines evolved after reviewing 6 batches of 50 unique resumes (300 total) and were based on applicant qualifications & experiences by job level, CRC 1-4. Using final guidelines an additional 3,145 resumes were rated. For uniform input into the NLP model, resume formats were converted and text contents extracted into multiple sections, i.e., education, professional experiences, etc. RESULTS/ANTICIPATED RESULTS: Guideline development: Rater agreement improved over time with poor agreement when no guidelines were present (.161- Kappa) to good agreement for final guidelines (.608- Kappa). Spearman’s rho correlation between guideline iterations and Kappa is large and positive (rho 0.886) indicating significant rater agreement. NLP Model: Resume to job description matching indicated a third of applications were qualified, a third overqualified, and a third underqualified, suggesting the majority of applicants were unable to identify their ‘best fit’ by job level. Our NLP model matched the candidate resume to CRC level with 73.3% accuracy; and achieved 79.2% accuracy when matching the applicant resume to the CRC job description. Refinement of the NLP Model is ongoing. DISCUSSION/SIGNIFICANCE OF FINDINGS: A precision-based NLP matching tool will improve applicant targeting for the hire of great, qualified candidates. Improved applicant to job matching offers several advantages, i.e., reduced bias with greater diversity and inclusion; reduced time-to-hire; ability to anticipate training needs; and a reduced time to active project engagement.
24
Moody, Janette, Brent Stewart, and Cynthia Bolt-Lee. "Showcasing the Skilled Business Graduate: Expanding the Tool Kit." Business Communication Quarterly 65, no. 1 (March 2002): 21–33. http://dx.doi.org/10.1177/108056990206500103.
Full textAbstract:
To aid in selecting employees, recruiters use such tools as the interview, resume, academic portfolio, and videos. However, these tools are not equally effective in helping job candidates showcase specific skills during the hiring process. In a survey, we asked recruiters about the skills they seek in applicants and the best method for students to demonstrate those skills. The top five skills sought, not unexpectedly, are 1: communication (oral and written); 2. computer literacy; 3. interpersonal/social; 4. critical thinking/leadership (tied); and 5. teamwork. Recruiters still favored the resume and interview as methods for demonstrating these skills, but they also felt a portfolio was useful in providing evidence of these skills in context. None recommended video presentation. Based on this study, we suggest that instructors provide students with explicit instruction on developing resumes and portfolios and in performing well in interviews.
25
Lazear, Edward P., and Kathryn L. Shaw. "Personnel Economics: The Economist's View of Human Resources." Journal of Economic Perspectives 21, no. 4 (November 1, 2007): 91–114. http://dx.doi.org/10.1257/jep.21.4.91.
Full textAbstract:
Personnel economics drills deeply into the firm to study human resource management practices like compensation, hiring practices, training, and teamwork. Why should pay vary across workers within firms—and how “compressed” should pay be within firms? Should firms pay workers for their performance on the job or for their skills or hours of work? How are pay and promotions structured across jobs to induce optimal effort from employees? Why do firms use teams and how are teams used most effectively? How should all these human resource management practices, from incentive pay to teamwork, be combined within firms? Personnel economists offer new tools to analyze these questions—and new answers as well.
26
Kristinsson, Kari, and Margret Sigrun Sigurdardottir. "Signaling Similarity in the Icelandic Labour Market: How Can Immigrants Reduce Statistical Discrimination?" Migration Letters 17, no. 2 (April 2, 2020): 349–56. http://dx.doi.org/10.33182/ml.v17i2.761.
Full textAbstract:
Research on immigration has emphasized the role that statistical discrimination plays in hiring decisions. A better understanding of how immigrants overcome this type of discrimination might lead to better interventions to improve their labour market participation. In this paper, we use qualitative interviews to examine how immigrants can reduce statistical discrimination by signalling their similarity to employers in their job applications. Specifically, we find that immigrants who demonstrate signal similarity to employers in the type of education, job experience and religion tend to reduce their statistical discrimination by employers. We suggest how further research can build on these results to provide possible tools for immigrant integration.
27
Al-rsa’i, Mohammed S., and Mohammed F. Shugairat. "Technology Driven Differentiated Instruction in Science Teaching." International Journal of Education 11, no. 2 (April 21, 2019): 15. http://dx.doi.org/10.5296/ije.v11i2.14700.
Full textAbstract:
This study aimed to investigate how to implement Differentiated instruction in Science teaching by using technology. The analytical approach was used and the results showed that technology enhanced Differentiated instruction because of the diversity of technology tools and programs. Moreover, the use of technology in Differentiated instruction requires the hiring of (TPACK) model (Technological Pedagogical content Knowledge) regarding the interrelationship between content, teaching and technology. Technology also helps in applying Differentiated instruction of Science through identifying students’ interests, and the degree of readiness, along with the appropriate learning patterns for each of them. The study recommends training science teachers how to implement the Differentiated instruction by using technology, and sensitize them to (TPACK) model increasing opportunities of including this model in the science curriculum.
28
Torosyan, Elena, Olga Tcukanova, Karine Smesova, Tatiana Feiling, and Olga Kalinina. "Development of human capital management system in the transportation industry." E3S Web of Conferences 164 (2020): 10012. http://dx.doi.org/10.1051/e3sconf/202016410012.
Full textAbstract:
This paper discusses the importance and methods of Human Resource management in the high-technology companies of the Travel, Transport and Logistic industry. The qualification and motivation of the employees is a key factor of increasing the effectiveness and competitiveness of the big marker players. In this study the particular attention is paid to the digital tools and software to optimize and improve the quality of the HR business processes. As a result of this study, it was found that information technologies can reduce the time of the recruiting and hiring processing and present the detailed analytics on the workforce to the executive management. It would be interesting to consider the impact of investments in HR business process optimization on the general effectiveness of the transportation industry.
29
Zelezinskii, A. L., O. V. Arhipova, and O. M. Aseledchenko. "IMPLEMENTATION OF DIGITAL INSTRUMENTS IN MARKETING AND OPERATING ACTIVITIES OF A HOTEL ENTERPRISE IN ORDER TO IMPROVE THE QUALITY OF PROMOTION AND PROVISION OF SERVICES." ECONOMIC VECTOR 3, no. 26 (September 2021): 50–54. http://dx.doi.org/10.36807/2411-7269-2021-3-26-50-54.
Full textAbstract:
The article discusses modern digital tools that can help hotel companies improve the quality of services provided and improve the efficiency of promotion. The authors identified the main trends in changing the behavior of the population under the influence of external and internal factors in the development of the hotel business, identified the leading digital technologies in the hotel business, presented their hierarchy, identified digital technologies as part of the hotel business product. The article also substantiates the use of digital technologies in hotel promotion and shows the effectiveness of introducing key digital tools into the activities of enterprises in the hospitality industry. It is concluded that digital technologies improve the quality of hotel services and increase hotel brand awareness. When selecting certain technologies, it is necessary to accurately determine the goals that the technology will cover, to research your target audience, the market of competitors, take into account that the hiring of competent specialists or a consulting firm will be in demand for the implementation of digital technologies in a hotel.
30
Alter, Steven, and Narasimha Bolloju. "A Work System Front End for Object-Oriented Analysis and Design." International Journal of Information Technologies and Systems Approach 9, no. 1 (January 2016): 1–18. http://dx.doi.org/10.4018/ijitsa.2016010101.
Full textAbstract:
This paper proposes that basic ideas from the work system theory (WST) and the work system method (WSM) might serve as a front end to object-oriented analysis and design (OOAD), thereby providing a path from business-oriented descriptions to formal, technical specifications. After describing the background motivation and summarizing work system concepts, the paper uses a hiring system example to show how two tools from WSM can be used as a front end for OOAD, in effect, a step before creating use case diagrams and other types of Unified Modeling Language (UML) artifacts. Potential benefits of this approach stem from a business-oriented question, “how can we improve this work system's performance,” rather than an IT-oriented question, “how can we create a technical artifact that will be used?”
31
Okoroafor, Chikezirim, and Ayodeji Olatunji Aiyetan. "Construction Project Performance: Inhibiting Factors for Stakeholder." Advances in Science and Technology 107 (June 28, 2021): 209–14. http://dx.doi.org/10.4028/www.scientific.net/ast.107.209.
Full textAbstract:
Globally, the construction industry is a catalyst for economic development. This is because it is the bedrock for economic activities. Over the years, the construction industry has been criticised for under-performing which brings about a decline in productivity. In order to improve construction project performance for infrastructural delivery, there are factors to be considered, inter alia, construction material related factors, construction machinery related factors, and project management related factors. In achieving this objective, a questionnaire survey was expedited to purposive practioners to evaluate the relative importance index of these factors. The paper reveals that in the category of construction material related factors, unsuitable locations for material and late delivery of construction materials topped the list with a MS value of 4.53 and 4.15, respectively; in the category of construction machinery related factors, poor maintenance of tools and machinery and difficulties in hiring construction tools and machinery topped the list with a MS value of 4.54 and 4.50, respectively; while in the category of project management related factors, efficient time management and project quality management topped the list with a MS value of 4.83 and 4.70, respectively. In addition, performance improvement factors were also highlighted.
32
Rogach, O. V., and A. M. Kuznetsova. "Formation and Development of the Project Team." Contemporary problems of social work 6, no. 3 (September 28, 2020): 100–106. http://dx.doi.org/10.17922/2412-5466-2020-6-3-100-106.
Full textAbstract:
the article raises questions about the formation and development of the project team. The empirical base of the study was chosen by the company “BIZNESCONSUL” LLC. The paper uses such research methods as: socio-economic analysis, complex analysis of economic activity, economic and mathematical methods, logical analysis, system analysis. Based on the research, a number of conclusions are made: the need to use tools for forming a project team (the responsibility matrix) is highlighted, which will reduce the time of recruitment and hiring of staff; a focused approach to the development of a project personnel motivation system is required, which will reduce staff turnover in the company; it is necessary to take into account the personal and professional qualities of the project Manager, which will allow him to consolidate project roles and improve the quality of project personnel management.
33
Silva, Warley Almeida, Luiz Carlos Carchedi, Jorão Gomes Junior, João Victor de Souza, Eduardo Barrere, and Jairo Francisco de Souza. "A Framework for Large-Scale Automatic Fluency Assessment." International Journal of Distance Education Technologies 19, no. 3 (July 2021): 70–88. http://dx.doi.org/10.4018/ijdet.2021070105.
Full textAbstract:
Learning assessments are important to monitor the progress of students throughout the teaching process. In the digital era, many local and large-scale learning assessments are conducted through technological tools. In this view, a large-scale learning assessment can be designed to tackle one or multiple parts of the teaching process. Oral reading fluency assessments evaluate the ability to read reference texts. However, even though the use of applications to collect the reading of the students avoids logistics costs and speeds up the process, the evaluation of recordings has become a challenging task. Therefore, this work presents a computational solution for large-scale precision-critical fluency assessment. The goal is to build an approach based on automatic speech recognition (ASR) for the automatic evaluation of the oral reading fluency of children and reduce hiring costs as much as possible.
34
Dewi, Asra, Rr Tutik Sri Hariyati, and Laurentia Dewi. "Pengembangan Panduan Peran dan Fungsi Top Manajer Keperawatan di Rumah Sakit." Journal of Telenursing (JOTING) 3, no. 1 (March 22, 2021): 8–19. http://dx.doi.org/10.31539/joting.v3i1.2065.
Full textAbstract:
Penelitian ini bertujuan untuk mengembangkan panduan peran dan fungsi kepala bidang keperawatan. Metode studi ini merupakan studi kasus dengan analisis situasi. Data diperoleh melalui wawancara dan studi dokumen. Tahapan dimulai dari pengkajian, identifikasi masalah, analisis masalah, penetapan prioritas masalah dan membuat plan of action. Implementasi dimulai dari penyusunan rancangan panduan dan selfasesment, hiring expert, sosialisasi dan evaluasi. Studi ini merupakan sebuah proyek inovasi yang sudah memiliki izin dari Rumah Sakit Jakarta. Hasil Penelitian menunjukan bahwa peran dan fungsi kepala bidang keperawatan berpotensi ditingkatkan. Inovasi dikembangkan dengan membuat panduan dan selfasessment mengacu pada literatur yang mencakup tiga peran utama manajerial dan lima fungsi manajemen. Uji coba pengisian tools selfassesment dapat dilaksanakan. Simpulan dan fungsi kepala bidang keperawatan sangat penting dalam mendukung tata kelola keperawatan dan meningkatkan kinerja.
Kata Kunci: Keperawatan, Panduan, Pengembangan, Peran dan Fungsi Manajemen, Top Manajer
35
Kar, Neelov, and Subhro Mitra. "Recruiting a Project Manager." International Journal of Information Technology Project Management 6, no. 1 (January 2015): 54–65. http://dx.doi.org/10.4018/ijitpm.2015010103.
Full textAbstract:
Project management is a practice based profession. Just knowing the project management principles does not make a person a successful project manager. It is more important to assess how the candidate applies the project management principle in practice than merely knowing the theoretical aspects of project management. Project Managers play a critical role in the organization. They are responsible for maintaining the revenue stream by ensuring steady flow of project deliverables, be it an internal initiative or a client program. As a Hiring Manager one has to use the right tools and methods to select the right candidate for the position of Project Manager. In this article some of the basic qualities of a Project Manager and the interview techniques adopted to select a Project Manager are discussed. The paper ends with discussion on new competency areas of Project Managers and new roles played by Project Managers in those areas.
36
Rynkov, Vadim M. "Labor market regulation in Eastern Russia in 1918–1922: Institutional factors, mechanisms, and outcomes." Russian Journal of Economics 7, no. 2 (July 9, 2021): 137–59. http://dx.doi.org/10.32609/j.ruje.7.56634.
Full textAbstract:
This article uses archival documents and periodical publications to analyze the impact of the Civil War on the labor market in the regions of Eastern Russia. It considers key labor market institutions such as legislation, infrastructure (labor exchanges, unemployment funds, and professional and entrepreneurship organizations), and labor contracts. It has been established that there was continuity in the regulatory framework and labor market management tools between the Provisional Government and the anti-Bolshevik governments. The study shows the challenges and shortcomings of managing hiring and dismissal processes by soft regulatory methods given the deep economic crisis. The labor supply was backed by extensive cohorts of prisoners of war, refugees, and foreign workers, which contributed to a drop in labor rates. The government sought to stabilize the situation by reinforcing transactional barriers to reduce employment. The labor market in Eastern Russia was subjected to regionalization and localization.
37
Laube, Heather. "Outsiders Within Transforming the Academy: The Unique Positionality of Feminist Sociologists." Gender & Society 35, no. 3 (March 24, 2021): 476–500. http://dx.doi.org/10.1177/08912432211000329.
Full textAbstract:
Several initiatives recognize the importance of transforming institutions, not just changing individuals, to diversify STEM (science, technology, engineering, mathematics) fields. Universities and colleges are distinctive gendered work organizations because workers (faculty) are highly educated and have authority in hiring, evaluation, and policy (shared governance). This article explores whether feminist sociologists are particularly well suited to guide institutional change to diversify the academy. Drawing on data from in-depth interviews with 24 feminist academic sociologists at the rank of associate or full professor, I analyze how their feminist and sociological identities intersect with institutional locations to create opportunities to transform the academy. Outsiders within, feminist sociologists revise and use the master’s tools to produce knowledge that improves recognition of, and ability to reduce, structural inequalities. Proficiency with these tools confers insider legitimacy and access to a “seat at the table” where disciplinary expertise and political commitments contribute to institutional change. Inevitably, these professors confront resistance, and in response develop strategies to advance their goals. Insights from feminist sociologists suggest that to transform universities to reflect the diversity of institutions and lived reality of contemporary faculty, it may be more useful to identify a set of commitments and principles that inform policies and practices, rather than specifying actions to support culture change.
38
Jensen, Eric. "Evaluating impact and quality of experience in the 21st century: using technology to narrow the gap between science communication research and practice." Journal of Science Communication 14, no. 03 (September 29, 2015): C05. http://dx.doi.org/10.22323/2.14030305.
Full textAbstract:
Access to high quality evaluation results is essential for science communicators to identify negative patterns of audience response and improve outcomes. However, there are many good reasons why robust evaluation linked is not routinely conducted and linked to science communication practice. This essay begins by identifying some of the common challenges that explain this gap between evaluation evidence and practice. Automating evaluation processes through new technologies is then explicated as one solution to these challenges, capable of yielding accurate real-time results that can directly feed into practice. Automating evaluation through smartphone and web apps tied to open source analysis tools can deliver on-going evaluation insights without the expense of regularly employing external consultants or hiring evaluation experts in-house. While such automation does not address all evaluation needs, it can save resources and equip science communicators with the information they need to continually enhance practice for the benefit of their audiences.
39
Hajjar, Remi M. "Effectively Working With Military Linguists." Armed Forces & Society 43, no. 1 (July 27, 2016): 92–114. http://dx.doi.org/10.1177/0095327x16632333.
Full textAbstract:
This article examines the relationship between advisors and linguists in the contemporary military advising mission and applies an emergent postmodern military culture theoretical framework. This project’s multimethod collected data from Iraq, documents, and interviews. The study reveals an intriguing and nuanced story about the deployment of advisors and linguists in the advising mission. This article defines the military advising mission including the major actors. The article then introduces the postmodern military culture theoretical framework and method. The findings report many themes including linguist selection and hiring processes, the importance of advisor–linguist relationships, the relevance of linguists’ backgrounds, linguists as full advisory team members, and the building blocks of successful advising sessions. Effective advisors work with linguists to deploy a Swiss Army knife of cultural tools including peacekeeper diplomat, warrior, subject matter expert, innovator, and others to accomplish the mission, which divulge broader changes indicative of an emergent postmodern military and culture.
40
Schaefer, Michael, and Oksana Hetman. "Effective tools of digital marketing implementation." University Economic Bulletin, no. 41 (March 30, 2019): 67–74. http://dx.doi.org/10.31470/2306-546x-2019-41-67-74.
Full textAbstract:
Relevance of research topic. Although the Internet is a part of the daily life, some parts of the population continue to be excluded from the digital world due to the lack of digital skills and knowledge. An access to the digital technologies become significantly important as a mean of allowing everyone to participate in the digital society fearlessly. That is why it is an extremely important to consider a wide range of the modern digital tools (mostly, marketing digital tools), which will help anyone to achieve their purposes in their professional and everyday activity. Formulation of the problem. The main problem that will be addressed during our study is summarizing, justification and analyzing digital marketing tools in order to rise digital literacy to achieve certain goals. Analysis of recent research and publications. Modern scientific, tutorial and popular literature’s space is filled with the description of the digital marketing concept, its significance and application into the current everyday life. Authors has reviewed papers of American, British, Chinese, Finish, Polish, Ukrainian and Indian authors and practitioners dedicated to summarizing the best marketing tools worldwide. However, all of these findings are not good schemed logically to provide the best applicable practice for inexperienced marketing tools users. Unexplored parts of the general problem. The main practical problem is to take a correct digital marketing tool in order to concentrate attention to the effective decision making and do not waste time and resources. The aim of our study is concentrated description and clustering of the modern digital marketing tools for their effective choice and application into the practice. The main tasks that will be solved due to our research are following (1) description of the current world social media environment in numbers; (2) research of the different types of marketing digital tools and their efficiency; (3) finding ways for the most effective digital marketing usage according to the case. Research methodology. Researching a wide range of digital marketing tools, we have used SEO engines, as well as scientific methods of analysis and synthesis, systemic approach to summarize and justify all current modern marketing tools. Methods of digital clustering and grouping have been used by constructing a table of digital marketing means. Results. Authors have analyzed a lot of statistic materials characterizing digital environment nowadays. It is underlined that 86% of people aged 16-55+ use social media at least once per day, and 72% use it multiple times per day that makes necessary to develop business digitalization. Social media marketing features have been characterized. The Main Digital Marketing Tools have been presented with their possibilities to use in a table form. Authors have provided a deeply detailed systematization of the digital marketing tools and made it clear recommendations about their correct and effective usage. Application of results. When the business grows, it is not necessary to add people (hiring) multiplying current costs, but it is advisable simply to add digital applications which will help to solve all managing issues. Digital tools help to construct a clear digital marketing plan outlining company's online marketing and advertising. The goal of a digital marketing plan is to drive conversions by means of social media, content, and blog strategy. Conclusions. Authors have described over 160 digital marketing tools clustering them for thirs types and application spheres. Accent is pointed out at the SEO tools, Marketing Automation and Mobile Marketing Applications. By having strong SEO and using online advertising, it is possible to drive visitors to the website of any company and to present them with a free information-based offer. Marketing Automating the follow-up to the lead generation process is a smart way to ensure the marketing runs continuously and smoothly all the time. Effective ways of Mobile Marketing usage include text message campaigns, having a mobile app and creating a mobile loyalty program.
41
Hsu, Jeremy. "Can AI hiring systems be made antiracist? Makers and users of AI-assisted recruiting software reexamine the tools' development and how they're used - [News]." IEEE Spectrum 57, no. 9 (September 2020): 9–11. http://dx.doi.org/10.1109/mspec.2020.9173891.
Full text
42
Grissom, Jason A., Mollie Rubin, Christine M. Neumerski, Marisa Cannata, Timothy A. Drake, Ellen Goldring, and Patrick Schuermann. "Central Office Supports for Data-Driven Talent Management Decisions." Educational Researcher 46, no. 1 (January 2017): 21–32. http://dx.doi.org/10.3102/0013189x17694164.
Full textAbstract:
School districts increasingly push school leaders to utilize multiple measures of teacher effectiveness, such as observation ratings or value-added scores, in making talent management decisions, including teacher hiring, assignment, support, and retention, but we know little about the local conditions that promote or impede these processes. We investigate the barriers to principals’ use of teacher effectiveness measures in eight urban districts and charter management organizations that are investing in new systems for collecting such measures and making them available to school leaders and the supports central offices are building to help principals overcome those barriers. Interviews with more than 175 central and school leaders identify barriers in three main areas related to accessing measures, analyzing them, and taking action based on their analysis. Supports fall into four categories: professional development, connecting principals to sources of expertise, creating new structures or tools, and building a data use culture. Survey analysis suggests that indeed principals in high support systems perceive lower barriers to data use and report greater incorporation of teacher effectiveness measures into their talent management decisions.
43
Midhat Ali, Muhammad, Sheheryar Mohsin Qureshi, Muhammad Saad Memon, Sonia Irshad Mari, and Muhammad Babar Ramzan. "Competency Framework Development for Effective Human Resource Management." SAGE Open 11, no. 2 (April 2021): 215824402110061. http://dx.doi.org/10.1177/21582440211006124.
Full textAbstract:
Competence becomes competitive advantage for a business at all times. Making human resource more effective, competence-based hiring, development, and performance evaluation are popular phenomena discussed in the literature though not very common in practice. Despite their importance, the reason these are not commonly implemented may be the complexity of the subject and the absence of a generalized framework, which can be adopted with little or no modifications. There have been efforts made for competency framework development, but these are occupation-specific and usually limited in implementation. A need for an easily replicated general framework exists, which has followed a structured and scientific methodology utilizing professional expertise during development, which is simple to understand and is applicable to as many jobs as required. This article examines in detail the development approach of a generic competency framework using scientific tools and producing weighted ratings of competencies. The purpose is to establish confidence in potential users for a methodology that is applicable to the development of a similar framework for a diverse array of jobs.
44
Politi, Gabriel da Rocha Campos, Tiberio Bruno Rocha Cruz, Daiane Maria De Genaro Chiroli, and Ligia Greatti. "Quality of technical assistance: economic evaluation of the quality in technical assistance processes." Independent Journal of Management & Production 12, no. 1 (February 1, 2021): 143–64. http://dx.doi.org/10.14807/ijmp.v12i1.1271.
Full textAbstract:
This study aims to analyze the economic feasibility of hiring new technicians in order to meet the existing demand for technical assistance. For this, a sensitivity analysis was performed and the data was collected in a qualitative and quantitative way. After that interviews were carried out and quality tools were applied, such as: brainstorms, cause and effect diagram and also financial and cost data was collected during the process. Thus, it was possible to identify that the main causes of the problem is the unavailability of technicians. Thus, an initial solution was developed to create financial configurations to assess which decision would be most plausible. Finally, the best performance scenario was to hire only one new technician, as it maximizes the company's net profit and the representative percentage of that profit from the generated revenue; it was also considered to what extent the solution could be applied. This research is important not only for the studied company, but also for others that have similar problems and need instructions to create a direction for a solution.
45
Bertini, Robert L., Haizhong Wang, and Kevin Carstens. "Preparing Oregon for Connected Vehicle Deployment: Application Prioritization Process." Transportation Research Record: Journal of the Transportation Research Board 2615, no. 1 (January 2017): 1–10. http://dx.doi.org/10.3141/2615-01.
Full textAbstract:
To build on a project recently completed for the Oregon Department of Transportation (DOT), processes and tools were developed to prioritize the implementation of connected vehicle (CV) applications. Internal mechanisms for addressing CV development and deployment at the Oregon DOT were assessed; the technical maturity of each potential CV application was scanned, reviewed, and assessed; preliminary goals were developed; prospective CV applications were linked; and applications that fit with the potential role of the Oregon DOT in advancing these initiatives were refined, prioritized, and ranked. A shared vision and business plan that prioritizes CV applications for Oregon is recommended. An internal effort aimed at producing a small set of priority CV applications for further development is described. This effort culminated in a CV application prioritization workshop that included a priority mapping exercise, discussion of the CV concept, and an initial mapping of goals and applications. The workshop identified seven near-term priority CV applications for the Oregon DOT; 12 applications that the Oregon DOT will monitor (and possibly collaborate on with others in the future); and eight applications that the Oregon DOT will monitor but that will be led by others. The Oregon DOT has used the results of this effort as a springboard for hiring new staff dedicated to CV policy, forming a CV steering team, and launching a CV business plan. The process and tools can be used by other states and transportation agencies in their CV application prioritization processes.
46
Kåhre, Peter. "Bibliotekariernas roll i skolan." Nordic Journal of Information Literacy in Higher Education 7, no. 1 (December 18, 2015): 48–62. http://dx.doi.org/10.15845/noril.v7i1.226.
Full textAbstract:
The purpose of the study is to critically discuss the role of librarians and libraries in educational processes. The study is done as a theoretical discussion that is built up from two different angles. And none of them have earlier been discussed in connection with the concept of information literacy.The first is about how the library as a tool has been functioning. This angle is worked out by using semiotic theories, sociological theories and learning theories. It is proposed that cultural and social processes involved in creating meaning and mediated by libraries, are dependent on structural qualities built up by the bibliographic system. Learning processes are dependent on situations and this means that library users have easier to get to the knowledge they need if they are able to use these structural capacities in libraries on their own.The second angle comes from a cognitive science discussion about how modern computer technology extends the human minds capacity to learn. It is pointed out that this technology means that it gets even easier to use the information searching tools. It is also pointed out that the critical stance towards this Extended Mind theory is about to what extend cognitive processes need to be done in the human mind. If these processes need to be done in the mind, it is also an argument that can be directed against intermediation activities from librarians. If this it is not true and the thesis main claim is true, this means that these computer tools functions better than help from mediators because they can at least be used without the need of interfering with another person. The knowledge seeker then does not need to translate their information question to another person. When possibilities to observe knowledge is mediated through situations this also means that trial and error are better pedagogical methods than instructions.The conclusion is that the most important strategy is to develop a good library structure and effective library tools as part of an electronic library. Librarians are needed to build and develop these libraries but it is the library and the tools in themselves that are of importance in the mediating process. These electronic libraries can be managed on a centralized level, which means small educational units can do without hiring librarians as personal mediators.
47
Mostern, Ruth, and Marieka Arksey. "Don't Just Build It, They Probably Won't Come: Data Sharing and the Social Life of Data in the Historical Quantitative Social Sciences." International Journal of Humanities and Arts Computing 10, no. 2 (October 2016): 205–24. http://dx.doi.org/10.3366/ijhac.2016.0170.
Full textAbstract:
Historians and historical quantitative social scientists, motivated by a renewed interest in quantitative history and by sophisticated tools for digital infrastructure, are developing data repositories for global-scale and collaborative analysis. However, their archives have been slow to grow. This article is directed toward historians who are contemplating such projects. Repository development is very valuable. On the other hand, studies show that repository projects that rely upon voluntary contribution from numerous researchers seldom reach critical mass. Our surveys and our study of the Collaborative for Historical Information and Analysis Data Hoover Project confirm this assessment. We conclude that historical data repositories remain poorly aligned with present day scholarly practices and are unlikely to realize their promise until the social life of data becomes a part of the profession. Because we believe that this is possible we introduce four strategies, each one backed by a successful project, that will help to make data sharing a part of professional practice. These suggestions are: 1) hiring ‘data hoovers’ to solicit and curate data, 2) appealing to close-knit communities and networking their domain-specific archives, 3) rightsizing crowdsourcing tasks, and 4) incorporating peer review.
48
Căplescu, Raluca-Dana, Miruna Ilie, and Vasile Alecsandru Strat. "Voluntary employee attrition. Descriptive and predictive analysis." Proceedings of the International Conference on Applied Statistics 1, no. 1 (October 1, 2019): 145–61. http://dx.doi.org/10.2478/icas-2019-0013.
Full textAbstract:
Abstract Voluntary attrition represents the percent of employees voluntarily leaving a company. Counteracting this phenomenon with hiring new employees has a great negative impact on the company for several reasons. Firstly, it hinders timely delivery of current projects and, consequently, damages reputation and diminishes client portfolio. Secondly, it increases costs by generating the need for many recruitment specialists. Thus, adapting the HR strategy is essential, especially as increasingly more Millennials enter the labor market. The present paper aims at presenting options for studying voluntary attrition and the situations when they can be used. We indicate both descriptive methods (turnover and retention rates, cohort analysis), in order to present tools that any HR manager can easily employ, and predictive methods (logistic regression, survival analysis), which are more accurate and provide more actionable insight towards minimizing attrition, but require data and skills. The results are presented comparatively, highlighting the advantages and disadvantages of each category. Most literature focuses on a single method, thus the main contribution of this article is that it compares several methods, allowing for an informed decision of the HR specialist, depending on the company’s resources, personnel qualification and specific context.
49
Dadzie, Perpetua, and Thomas Van der Walt. "DIGITISING UNIVERSITY LIBRARIES IN GHANA: HOW TECHNOLOGY IS FACILITATING ACCESS TO DIGITAL CONTENT AND SERVICES." Mousaion: South African Journal of Information Studies 33, no. 3 (February 8, 2016): 95–114. http://dx.doi.org/10.25159/0027-2639/244.
Full textAbstract:
The study investigated the extent to which technological advances are affecting the development of digital libraries in universities in Ghana. Using the case study approach, interviews were conducted with university librarians and information technology (IT) officers of three public universities in Ghana. In all, six staff members (i.e., two representatives each from the three libraries at the University of Ghana (UG), the Kwame Nkrumah University of Science and Technology (KNUST), and the University of Cape Coast (UCC)) were interviewed. Their views on the available information communications technology (ICT) infrastructure which would enable access to digital content and services, such as online databases, institutional repositories, online public access catalogues (OPACs) and World Wide Web (www) resources, were obtained. The findings revealed that all three universities have the basic ICT infrastructure to enable users to access digital content. However, there was restricted access to the OPAC; lack of visibility of the library website; and inadequate use of Web 2.0 tools in some of the libraries. Therefore, the study recommends the hiring of more multi-skilled librarians who would provide the necessary support for digital resources and services.
50
Babatunde, R. O., A. E. Omoniwa, and M. N. Ukemenam. "Gender analysis of educational inequality among rural children of school-age in Kwara State, Nigeria." Agricultural Science and Technology 11, no. 3 (September 2019): 267–74. http://dx.doi.org/10.15547/ast.2019.03.046.
Full textAbstract:
Abstract. Educational inequality has been accepted widely as an indicator of wellbeing. However, in most developing countries, very little attention has been paid to it. This article examined the gender differences in educational inequality among rural children of school-age in Kwara state, Nigeria. Using a three-stage random sampling technique, 200 rural households were sampled for data collection. Analytical tools used are descriptive statistics, the Gini-coefficient and the Ordinary Least Square regression analysis. The result of the analysis showed educational inequality for boys and girls was 0.4 and 0.5, respectively. Educational inequality among children of school-age was significantly determined by the age of household heads, education status of the household heads, marital status, main occupation of the household head, household size, dependency ratio, farm size, cost of schooling, average time spent by children in farm work and asset-base of the households. It was therefore recommended that strategies that will promote mothers’ education be put in place as well as the provision of accessible credit schemes. This can help in the hiring of labour for farm and non-farm businesses thereby increasing production, while providing the household with more funds to enroll their children in schools.