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21 – 30 of over 41000Yigit Kazancoglu and Yesim Deniz Ozkan-Ozen
The purpose of this paper is threefold: first, to present a structural competency model; second, to remark new criteria for personnel selection in Industry 4.0 environment; and…
Abstract
Purpose
The purpose of this paper is threefold: first, to present a structural competency model; second, to remark new criteria for personnel selection in Industry 4.0 environment; and third, to contribute to the operations management literature by focusing on recruitment process in Industry 4.0 environment and supporting human resources activities with Industry 4.0 related criteria and point out a new research field in Industry 4.0.
Design/methodology/approach
Fuzzy DEMATEL has been used in the implementation. The study is conducted in a high-tech firm, which has started to modify its processes according to Industry 4.0, and introduces a new specific department that is responsible of this transformation. In total, 11 personnel selection criteria were presented and then assessed by experts through a fuzzy linguistic scale. Both importance order and causal relation between criteria are presented at the end of the study.
Findings
According to the results, the most important criteria in the selected firm are the ability of dealing with complexity and problem solving, thinking in overlapping process, and flexibility to adapt new roles and work environments. While cause group includes criteria such as knowledge on IT and production technologies, awareness of IT security and data protection, and ability of fault and error recovery, effect group includes flexibility to adapt new roles and work environments, organizational and processual understanding, and the ability to interact with modern interfaces.
Practical implications
Analytical thinking and system approach are the key topics for new supporting personnel selection criteria, which lead to the need for the skills and qualifications in decision making and process management. Results of the cause group criteria also indicate the importance of technical abilities such as coding, IT security and human-machine interfaces. On the other hand, effect group of the study emphasizes on the flexibility and interdisciplinary working structure that suggests the suitability of matrix organization in the companies which follow the Industry 4.0 trends. Moreover, team work comes forward as another key concept for organizations transforming to Industry 4.0.
Originality/value
The originality of this study appears on modeling of a competency structural model for Workforce 4.0 which is proposed as a road map, including the suggested set of related criteria and the fuzzy MCDM-based methodology for companies which alter their organizations according to Industry 4.0.
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Many companies today are concerned to increase the effectiveness of their personnel selection procedures. The more money a company invests in the training of its new employees…
Abstract
Many companies today are concerned to increase the effectiveness of their personnel selection procedures. The more money a company invests in the training of its new employees, the more certain it needs to be that its newly appointed employees have been wisely chosen. Yet, when personnel and training officers are asked how they know that their selection procedures are faulty and what exactly is wrong with them, they are often extremely vague and imprecise in their replies. If you can answer the questions below, you may be some way towards diagnosing your selection problems and arriving at some solutions.
This paper seeks to examine the changes in the methods of graduate recruitment and selection that have been used by UK‐based organisations and to establish the reasons for the…
Abstract
Purpose
This paper seeks to examine the changes in the methods of graduate recruitment and selection that have been used by UK‐based organisations and to establish the reasons for the main changes and developments in the process of attracting and recruiting graduates.
Design/methodology/approach
Data were collected through the use of a structured questionnaire. Questionnaires were sent to 700 UK‐based employers selected from the Prospects Directory, the Graduate Employment and Training (GET) Directory and the Times Top 100 Graduate Recruiters. The response rate was just over 50 per cent and the data were analysed by using the statistical analysis software SPSS. The variables used were organisation size, recruitment methods, selection methods, cost, skills and reasons for the use of methods.
Findings
The analysis has shown that all employers, regardless of organisation size or activity type, tend to use more sophisticated, objective and cost‐effective methods of recruitment and selection than before. The process of graduate recruitment and selection in the UK has become more person‐related than job‐oriented because many employers are more interested in the attitudes, personality and transferable skills of applicants than the type or level of qualification acquired. Although some of the usual methods such as interviewing remain popular, there is a greater variety of ways by which graduates are attracted to and selected for their first jobs.
Originality/value
The findings of this study are expected to be useful for employers considering the introduction of new graduate recruitment programmes and for those wishing to improve their existing ones as well as for institutions of higher education to reconsider the type of knowledge and skills they provide in order to prepare their students for the real world of work.
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Cliff Lockyer and Dora Scholarios
Recruitment and selection in the construction industry is ad hoc – the search for workers to match immediate employment needs is unsystematic, usually conducted in a short‐termist…
Abstract
Purpose
Recruitment and selection in the construction industry is ad hoc – the search for workers to match immediate employment needs is unsystematic, usually conducted in a short‐termist manner, and often contributes to, rather than overcomes, persistent recruitment difficulties and skill shortages. The purpose of this paper is to explore the recruitment context and selection practice in the Scottish construction sector, and proposes a model of the selection decision process which may provide an explanation for this apparently unsystematic approach.
Design/methodology/approach
A survey based on a sample from the 1998 Scottish Chambers of Commerce Business Survey database was used to examine the pattern of recruitment, contextual influences on recruitment, the qualities sought by employers, and the extent of use of various recruitment and selection methods. Further qualitative data was gathered from a subset of construction and surveyors firms to explore the nature of selection processes.
Findings
The data highlighted the lack of rigour in recruitment and selection and the presence of formalised procedures only in the larger firms. Qualitative evidence shows an emphasis on the visual assessment of work, the importance of site managers in making decisions, and the presence of local industry networks.
Research limitations/implications
The survey could provide only an indicative description of practice amongst Scottish firms and larger scale accounts of practice would be useful. Nevertheless, the contribution of the qualitative research was to explore the dynamics of selection for a rarely studied work context.
Originality/value
Construction firms are found to share many of the constraints in adopting formal HRM practices already identified in small firms in unpredictable environments.
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Noreen Heraty and Michael Morley
Reviews contemporary thinking on recruitment and selection in organisations. Draws upon data from a 1992 and a 1995 survey to explore the nature of current recruitment and…
Abstract
Reviews contemporary thinking on recruitment and selection in organisations. Draws upon data from a 1992 and a 1995 survey to explore the nature of current recruitment and selection practices in Ireland with particular reference to managerial jobs. Policy decisions on recruitment are examined, recruitment methods are reviewed, and the influence of ownership, size, unionisation and sector on the methods chosen is presented. Selection techniques employed are identified and the situations in which they are most likely to be utilised are highlighted.
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Gerald Vinten, David A. Lane and Nicky Hayes
There can be no doubt that the small and medium sized enterprise (SME) plays a pivotal role in most if not all economies, and that social policy makers have an interest in…
Abstract
There can be no doubt that the small and medium sized enterprise (SME) plays a pivotal role in most if not all economies, and that social policy makers have an interest in ensuring the viability of this sector of the economy, which plays a crucial role in the contract culture of national and international competitiveness. Quite apart from the essential symbiosis between the large multinationals and public limited companies and this sector, the sustainability of unemployment benefit payouts would be jeopardised should the sector experience a significant downturn. There are already worldwide concerns about the ability to continue to finance state pensions at anything like the present scale, and any loss of viability of the SME sector will simply exacerbate this situation. There are also useful reciprocations to be achieved by comparisons across sectors, including in significant areas such as internal control (Vinten, Lane, Hayes, 1996). The recent flurry of activity has included initiatives of the Institute of Chartered Accountants of England and Wales 1996) and the information needs of owners (Institute of Chartered Accountants of England and Wales 1996a), an Auditing Practices Board (1996) Practice Note, and a Department of Trade and Industry Consultation Document (DTI 1996).
Umur Bucak, Mahmut Mollaoğlu and Mehmet Fatih Dinçer
Considering the human factor, the quality of the personnel is vital to ensure especially the value creation in the ports. Therefore, employee quality stands out for withstanding…
Abstract
Purpose
Considering the human factor, the quality of the personnel is vital to ensure especially the value creation in the ports. Therefore, employee quality stands out for withstanding the pressures that stem from global trade on its operational speed felt by ports in recent years. Accordingly, the selection of the qualified personnel at the ports is very critical and a tool based on dynamic capabilities is needed to manage this process well. The aim of this study is to develop a model based on dynamic capabilities for recruitment process of ports.
Design/methodology/approach
Port personnel should have dynamic capabilities detected from the literature. These capabilities were approached as criteria. In this study, Buckley's proposed fuzzy analytical hierarchy process (AHP) method was employed for weighting the whole criteria. After that, weights of the criteria were used to prioritize alternatives with the fuzzy TOPSIS method.
Findings
This model reflects port managers' priorities and port customers' evaluations. Thus, the model can also reflect the level of integration of ports' related department managers into the recruitment process. The analyses allow the evaluation of the attitudes of the human resources department in the related port while fulfilling the personnel recruitment function. As a result of analyses, differences between perceptions of port managers and customers served as a feedback to the human resource management department of the ports.
Originality/value
One of the originalities of this study was derived from its customer-oriented perspective. This is a unique study that gathers common personnel capabilities related to the operation, planning and customer relationship departments and evaluates the success of these capabilities from the customer perspective.
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Introduction Decisions concerning who to select for a particular job, or which job to offer a particular individual are notoriously difficult to make. They usually involve…
Abstract
Introduction Decisions concerning who to select for a particular job, or which job to offer a particular individual are notoriously difficult to make. They usually involve assessing a wide range of intangible individual characteristics and matching these against job requirements which are only vaguely specified. In spite of this, surprisingly little effort is devoted to understanding these problems and improving the selection process in many organisational situations.
Nikola Ćurčić, Aleksandar Grubor and Vuk Miletić
Human resources (HR) are undoubtedly one of the most important factors of any organization. That is why making decisions on the HR policy is becoming a very sensitive issue, both…
Abstract
Human resources (HR) are undoubtedly one of the most important factors of any organization. That is why making decisions on the HR policy is becoming a very sensitive issue, both when hiring adequate candidates for the job and during the process work, i.e., during training and development of employees who work in the organization. The purpose of this study was to investigate the importance of HR and decisions on the HR policy as the premise for generating the organization’s expected business excellence. The starting assumption of this chapter is that appropriate decisions on the HR policy are predictors of engaging adequate employees and managing their potentials on the right way. The research is directed toward identifying differences in decisions on the personnel policy in organizations from Serbia that have different decision-makers and different management styles, which are directly related to their business success. Apart from the decision-maker, a significant role in profiling an organization’s personnel should also be done by the Human Resource Department, who take part in recruiting, selecting for education, building, and motivating personnel. In order to confirm the starting assumption, the comparative analysis method, the synthesis method, and the multiple comparison and statistical test methods are used.
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