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Wyświetlanie 1-15 z 87
Tytuł:
Gamified Recruitment: A Way to Win the Talent of Tomorrow?
Autorzy:
Martensen, Hannah
Martensen, Malte
Asanger, Johannes
Powiązania:
https://bibliotekanauki.pl/articles/2175390.pdf
Data publikacji:
2022
Wydawca:
Akademia Górniczo-Hutnicza im. Stanisława Staszica w Krakowie. Wydawnictwo AGH
Tematy:
gamification
human resource management
recruitment
gamified recruitment
technology
acceptance
Opis:
Organizations are faced with increased competition in the war for talent, and their sustained competitive advantage may depend on the ability to attract suitable candidates. The gamification of HR recruitment processes can be one solution, as it creates employer brand awareness and enables candidates to better assess their fit with the organizational culture and job requirements. Based on a comprehensive literature review and through focus groups and qualitative content analysis, we develop guidelines for effective application design and implementation. Our findings are mirrored against UTAUT 2 theory and consolidated in a Model for Acceptance of Gamified Recruitment Elements. Results suggest that gamified recruitment is an effective option to support traditional recruitment processes in orienting candidates and companies about the individual employer fit, ultimately increasing the quality of applications and strengthening organizations’ talent pools. From the results, we derive guidelines on how to effectively implement design features.
Źródło:
Managerial Economics; 2022, 23, 1; 49--76
1898-1143
Pojawia się w:
Managerial Economics
Dostawca treści:
Biblioteka Nauki
Artykuł
Tytuł:
Contemporary trends in the area of recruitment of employees as internal stakeholders of the organization
Autorzy:
Bombiak, Edyta
Wereda, Wioletta
Powiązania:
https://bibliotekanauki.pl/articles/1819692.pdf
Data publikacji:
2019-05-12
Wydawca:
Uniwersytet Przyrodniczo-Humanistyczny w Siedlcach
Tematy:
recruitment
stakeholders
gamification
crowdsourcing
Opis:
In the era of increased competition for employees, and deepening the deficit of specialistsin the labour market (brain drain) businesses are looking for new forms and tools of recruitment andtheir optimal compilation to win the most valuable specialists. Prospective employers must act quicklyand be flexible; otherwise they lose valuable talents to other companies. This forces change in the approachto recruitment and results in the emergence of new forms and tools to attract valuable candidates,seen as internal stakeholders of the organization and encourages them to apply for a position.
Źródło:
Zeszyty Naukowe Uniwersytetu Przyrodniczo-Humanistycznego w Siedlcach; 2017, 41, 114; 181-196
2082-5501
Pojawia się w:
Zeszyty Naukowe Uniwersytetu Przyrodniczo-Humanistycznego w Siedlcach
Dostawca treści:
Biblioteka Nauki
Artykuł
Tytuł:
Ships and crew. historical profile
Autorzy:
Casola, Maria
Powiązania:
https://bibliotekanauki.pl/articles/451997.pdf
Data publikacji:
2018
Wydawca:
Wyższa Szkoła Gospodarki Euroregionalnej im. Alcide De Gasperi w Józefowie
Tematy:
nautae
recruitment
munera
Roman law
Opis:
The organization of the ship was connected to the organization of the board, according to the type of ship. It concerned the crew’s composition, the division of roles and responsibilities, the recruitments procedures and orders. The employment relationship was peculiar, governed by a specific regulation. There was a separation of duties and therefore there were different contracts of recruitment for the crew members. As to the ship, the roles of magister navis were different from the one of the crew, since the former signed a contract comparable to modern self-employment contracts and the latter signed a contract of subordinate employment similar to modern contracts. The paper examines, through the analysis of sources and of literature, the organization of the merchant ship and the recruitments procedures.
Źródło:
Journal of Modern Science; 2018, 38, 3; 237-266
1734-2031
Pojawia się w:
Journal of Modern Science
Dostawca treści:
Biblioteka Nauki
Artykuł
Tytuł:
Ethnic units in the late Roman Army? The case of the equites dalmatae
Autorzy:
Dziurdzik, Tomasz
Powiązania:
https://bibliotekanauki.pl/articles/16218589.pdf
Data publikacji:
2017-12-15
Wydawca:
Uniwersytet im. Adama Mickiewicza w Poznaniu
Tematy:
Late Roman army
Dalmatia
recruitment
identity
Opis:
The article relies on the case study of the equites Dalmatae to analyse the relationships between Late Roman military unit naming conventions and the recruitment patterns of the era. Of special importance is the question of the extent to which the army employed ethnic units, recruited from a particular population and using their own, traditional fighting styles. The conclusions are reached through a combination of historical and onomastic study, with special regard to the possible meanings of the term Dalmatae and the entities and identities it could have represented.
Źródło:
Studia Europaea Gnesnensia; 2017, 16; 447-462
2082-5951
Pojawia się w:
Studia Europaea Gnesnensia
Dostawca treści:
Biblioteka Nauki
Artykuł
Tytuł:
Stosowanie kryterium dyspozycyjności jako przejaw dyskryminacji pośredniej przy nawiązaniu stosunku pracy
Application of the Criterion of Disposability as a Form of Indirect Discrimination in the Establishment of an Employment Relationship
Autorzy:
Tlatlik, Justyna
Powiązania:
https://bibliotekanauki.pl/articles/3200807.pdf
Data publikacji:
2023-02-02
Wydawca:
Wyższa Szkoła Humanitas
Tematy:
dyskryminacja
rekrutacja
dyspozycyjność
discrimination
recruitment
disposability
Opis:
Pracodawcy często w ogłoszeniach o pracy jako jeden z wymogów rekrutacyjnych wymieniają dyspozycyjność. Nie jest jednak jednoznaczne, czego w istocie pracodawcy, formułując takie kryterium, oczekują od kandydatów. Skutkuje to ryzykiem, że pracodawcy, wymagając od kandydatów dyspozycyjności, narażą się na zarzut dyskryminacji pośredniej ze względu np. na płeć, wiek, sytuację rodzinną, niepełnosprawność lub stan zdrowia
Employers often list disposability as one of the recruitment requirements in job advertisements. However, it is not clear what employers actually expect from candidates when formulating such a criterion. This results in the risk that employers, by requiring applicants to be disposable, will expose themselves to charges of indirect discrimination on the basis ofe.g. sex, age, family situation, disability or health.
Źródło:
Roczniki Administracji i Prawa; 2022, 3(XXII); 217-227
1644-9126
Pojawia się w:
Roczniki Administracji i Prawa
Dostawca treści:
Biblioteka Nauki
Artykuł
Tytuł:
Internet usage in the recruitment and selection of employees
Autorzy:
Wolniak, Radosław
Powiązania:
https://bibliotekanauki.pl/articles/1933776.pdf
Data publikacji:
2019
Wydawca:
Politechnika Śląska. Wydawnictwo Politechniki Śląskiej
Tematy:
human resources management
recruitment
recruitment methods
social media
Facebook
zarządzanie zasobami ludzkimi
rekrutacja
metody rekrutacji
Opis:
Contemporary society uses the possibilities of the Internet in various areas of life. The Internet has influenced private life, social life, family users, its usefulness can also be noticed at the professional stage. Being an active user of the network, creating profiles and creating your person on various social networks, and you can see the usefulness of this type of practice. Enterprises search for employees via the Internet, employing specialists or creating appropriate positions in the company, responsible for recruitment. The Internet allows access to a wide range of candidates, and the biggest advantage of this type of recruitment is the access to the huge amount of information that users place. Specialized job placement portals or websites created to allow an employer to meet with a candidate, create the ability to view and filter job offers as well as search for suitable candidates. The scope of the paper is the analysis of the tools used to recruitment and selection of employees in the internet especially by social media. The method used in this paper is analysis of the social media platform. Research question: What social platform is best from recruiters point of view.
Źródło:
Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska; 2019, 140; 401-411
1641-3466
Pojawia się w:
Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska
Dostawca treści:
Biblioteka Nauki
Artykuł
Tytuł:
Recruitment of candidates and internal control as measure to prevent and counteract criminality of the police in Poland
Autorzy:
SALATA-PAŁKA, DARIA
Powiązania:
https://bibliotekanauki.pl/articles/1798762.pdf
Data publikacji:
2021-04-21
Wydawca:
Wyższa Szkoła Policji w Szczytnie
Tematy:
police
recruitment
control
prevention
crime
corruption
Opis:
The police is an institution serving the society, its task being to enforce the law and take all actions aimed at eliminating its violations. As a uniformed and armed force, it plays an important role in the state security system, including prosecution of individuals who do not comply with applicable legal norms. The police offi cer’s profession enjoys particular respect, but to ensure the correctness of the service performed, only those who meet the requirements specifi ed for this profession can join the ranks of the police. The article presents topics related to the recruitment process, and the role of internal control as elements of crime prevention in the Polish police. A special role has been assigned to recruitment, which is responsible for verifying the admitted people – their character traits, moral attitudes, emotional stability, as well as health and physical fi tness. In turn, the task of control is, on the one hand, to ensure the correctness of service, and on the other hand, to reveal any irregularities and to strive to remove them. The internal control in the police is the responsibility of the Control Bureau at the National Police HQ under the direct supervision of the National Police Chief, Provincial HQ Control Departments under the supervision of the Provincial Police Chiefs, and inspections by designated persons under the supervision of the City Police Chiefs. In addition, new technologies have been introduced in the police for more effective control, including determining the location of offi cers (using the GPS system) and recording interventions (by body-worn cameras). The said technology also has a preventive function against breaking the law. The measure of control affects the number of all crimes revealed in the police environment. The analysis of revealed irregularities has shown that more than 50% of them are corruption-related offences, and therefore this aspect has been widely discussed in the article.
Źródło:
Przegląd Policyjny; 2020, 140(4); 269-290
0867-5708
Pojawia się w:
Przegląd Policyjny
Dostawca treści:
Biblioteka Nauki
Artykuł
Tytuł:
Wykorzystanie Visual Basic w procesie rekrutacji i selekcji pracowników na przykładzie Instytutu Edukacji Gospodarczej Sp. z o.o.
Usage of Visual Basics in the proces of recruitment and selection of employees at IEG LLC
Autorzy:
Małgorzata Kutzner, Iwona
Powiązania:
https://bibliotekanauki.pl/articles/431915.pdf
Data publikacji:
2014
Wydawca:
Wydawnictwo Uniwersytetu Ekonomicznego we Wrocławiu
Tematy:
Visual Basic
personal policy
recruitment
employee
competitions
Opis:
The development of IT and its rising usage in economy have influence on changes in enterprises. They influence the functioning of company and make its management easier. IT tools are inevitable in cost, communication, knowledge or human resources management. However, not every company decides to invest in individually designed systems not only because of the excessive financial outlays, but also the cost of service. This paper shows the use of Visual Basic, high level programming language in the process of recruitment and selection of employees at IEG LLC.
Źródło:
Informatyka Ekonomiczna; 2014, 2(32); 133-155
1507-3858
Pojawia się w:
Informatyka Ekonomiczna
Dostawca treści:
Biblioteka Nauki
Artykuł
Tytuł:
‘It Was a Whirlwind. A Lot of People Made a Lot of Money’: The Role of Agencies in Facilitating Migration from Poland into the UK between 2004 and 2008
Autorzy:
Jones, Katharine
Powiązania:
https://bibliotekanauki.pl/articles/498681.pdf
Data publikacji:
2014
Wydawca:
Polska Akademia Nauk. Czytelnia Czasopism PAN
Tematy:
agencies
recruitment
Polish migration
labour-market intermediaries
Opis:
The period after May 2004 – when Poland acceded to the European Union – until the onset of the recession in the UK in late 2007 saw a multitude of British employment agencies bringing migrant workers from Poland and placing them in temporary employment in the food industry, in construction, in social care, and in jobs in logistics and transport. Up to one half of the migrants who arrived in the UK after 2004 found work through an agency. As they arrived, a growing number of media and NGO reports highlighted both the exploitative living and working conditions in which many Polish workers found themselves and the role of agencies in this. Yet, the specific role of agencies as intermediaries between employers and workers has been comparatively neglected within the wealth of scholarly literature that analyses post-2004 East–West migration. This article documents how and why agencies recruited Polish workers into the UK labour market after May 2004. It argues that recruiting from Poland was a ‘market-making’ strategy for agencies, specifically linked to resolving a temporary crisis in finding a sufficient supply of workers willing to work in temporary agency jobs for low wages and in poor working conditions. The success of this new competitive strategy for agencies rested on: 1) marketing Polish nationals to employers as ideal-type ‘flexible’ workers, and 2) how quickly and easily they could move recruits from Poland into the workplace in the UK. This research contributes to an emerging body of work that analyses the competitive behaviour of agencies and the low-wage markets in which they are embedded, and to an also emerging body of literature exploring the role of migration intermediaries within Europe and internationally.
Źródło:
Central and Eastern European Migration Review; 2014, 3, 2; 105-125
2300-1682
Pojawia się w:
Central and Eastern European Migration Review
Dostawca treści:
Biblioteka Nauki
Artykuł
Tytuł:
The Study of Realistic Job Previews for the Position of Recruiter in Poland: Qualitative Research Results
Autorzy:
Ingram, Tomasz
Siga, Alicja
Powiązania:
https://bibliotekanauki.pl/articles/633711.pdf
Data publikacji:
2015
Wydawca:
Uniwersytet Marii Curie-Skłodowskiej. Wydawnictwo Uniwersytetu Marii Curie-Skłodowskiej
Tematy:
realistic job previews
recruitment
qualitative research results
Opis:
Purpose – The main aim of the paper is to test to what degree information supplied to the job candidate by means of internet advertisement are realistic in Polish reality. Methodology – To achieve this aim, a study on 117 job advertisements for the position of recruiter, located on eleven job recruitment portals, was performed. 43 characteristic keywords were identified within each job ad. The next step involved comparing those results with the analysis of qualitative data gathered from three persons hired for the position of a recruiter at least two years ago. The data received from three recruiters were analyzed following Eisenhardt's (1989) suggestions and grounded theory approach. Findings – Research results reveal that majority of tasks performed in the position of recruiter were placed within recruitment advertisement. The tasks that were not enclosed in recruitment ads and indicated by recruiters as important are as follows: HR processes modeling, taking care of company blog and holding employee meetings. Research results suggest that, despite the notion of realistic job previews (RJPs), in Polish conditions they do not necessarily lead to dissatisfaction from the job in the three analyzed cases. Limitations – The main limitation of the paper is the restriction of realistic job previews to information regarding job duties and tasks of only one position – recruiter. The study signals RJP’s importance in Poland and we believe further research on the issue is necessary.
Źródło:
International Journal of Synergy and Research; 2015, 4, 1
2083-0025
Pojawia się w:
International Journal of Synergy and Research
Dostawca treści:
Biblioteka Nauki
Artykuł
Tytuł:
Podejmowanie decyzji personalnych w świetle badań firm województwa opolskiego
Personal Management in the Light of Opole Region Companies Inquiry
Autorzy:
Karczewski, Leszek
Powiązania:
https://bibliotekanauki.pl/articles/469001.pdf
Data publikacji:
2006
Wydawca:
Polska Akademia Nauk. Instytut Filozofii i Socjologii PAN
Tematy:
human resource management
recruitment
performance
appraisal system
Opis:
In this paper, the author presents the results of his inquiry on personal management in 103 companies of Opole region. In the light of the inquiry it appears that personal connections are claimed by 51% of respondents to be important in Staff recruitment, although 88% respondents do not accept this. 96% of the inquired people are convinced that the managing board is obliged to prior inform the staff about the planned redundancy, and 57% expect essential aid from the employer to find a new job. Also, according to employees, the roles of job seniority (62%) and personal connections (44%) are important in rewarding the staff. However, the employee’s role in realizing the company’s longterm targets in rewarding the staff is seen as minor (31%). A positive aspect of personal management is that a considerable number of companies (43%) already apply assessing systems and employees accept them. Yet, we still lack modern staff assessment systems in our companies e. g. 3600.
Źródło:
Prakseologia; 2006, 146; 159-170
0079-4872
Pojawia się w:
Prakseologia
Dostawca treści:
Biblioteka Nauki
Artykuł
Tytuł:
Do qualifications even matter? A qualitative analysis of English as a foreign language teacher job ads in Poland
Autorzy:
Paciorkowski, Tomasz
Powiązania:
https://bibliotekanauki.pl/articles/41538150.pdf
Data publikacji:
2023
Wydawca:
Wyższa Szkoła Gospodarki w Bydgoszczy. Wydawnictwo Uczelniane
Tematy:
qualifications
job ads
ELF teachers
recruitment
Polska
Opis:
Job ads have long been of interest to researchers concerned with the issue of native speakerism as they may constitute the initial and often insurmountable barrier to career opportunities for non-native teachers of English. This article explores the requirements that potential employers place before teachers of English in job ads posted on a major Polish job offer aggregate. By means of Thematic Analysis, this research sheds more light on the demands that teachers of English need to meet in the Polish job market and investigates whether job ads in Poland disseminate the ideology of native speakerism. The results show employers may overemphasise personal qualities, such as character traits and attitudes, compared to qualifications and skills. Although the majority of job ads explored did not overtly perpetuate the ideology of native speakerism, further research is necessary to understand the extent of this issue fully.
Źródło:
Heteroglossia- studia kulturoznawczo-filologiczne; 2023, 15; 135-148
2084-1302
Pojawia się w:
Heteroglossia- studia kulturoznawczo-filologiczne
Dostawca treści:
Biblioteka Nauki
Artykuł
Tytuł:
Rola procesu rekrutacji pracowników w kształtowaniu wizerunku przedsiębiorstw
Autorzy:
Dolot, Anna
Powiązania:
https://bibliotekanauki.pl/articles/2109465.pdf
Data publikacji:
2014-12-18
Wydawca:
Uniwersytet Pedagogiczny im. Komisji Edukacji Narodowej w Krakowie
Tematy:
job advertisement
recruitment
internal and external recruitment
corporate image
ogłoszenie o pracę
rekrutacja
rekrutacja wewnętrzna i zewnętrzna
wizerunek przedsiębiorstwa
Opis:
Artykuł jest wynikiem własnych badań empirycznych autorki, prowadzonych w dużych przedsiębiorstwach na terenie miasta Krakowa. W pierwszej kolejności autorka opisała krótko, czym jest wizerunek przedsiębiorstwa, oraz wskazywała czynniki, które mogą mieć wpływ na jego kształtowanie. Następnie scharakteryzowała proces rekrutacji pracowników, oddzielając go od procesu selekcji i opisując jego funkcje oraz formy jako sposoby dotarcia do kandydatów. Znacząca część artykułu poświęcona jest prezentacji możliwych form rekrutacji wewnętrznej i zewnętrznej. Kolejną częścią artykułu są wnioski z badań empirycznych. W pierwszej kolejności autorka przedstawiła wyniki dotyczące najczęściej stosowanych form rekrutacji wewnętrznej i zewnętrznej w badanych przedsiębiorstwach. Następnie przeanalizowała wybrane elementy procesu rekrutacji oraz ich wpływ na kształtowanie wizerunku przedsiębiorstwa w oczach zatrudnionych w nim pracowników. Artykuł opiera się również na wynikach badań wtórnych dotyczących zagadnienia dyskryminacji w ogłoszeniach o pracę.
This article is based on the empirical research conducted in large companies in Krakow. Firstly, it defines the term of a corporate image and factors that influence it. Next, it explains the process of personnel recruitment, distinguished from the process of personnel selection, its functions and forms as the method of reaching candidates. The considerable part of the article is devoted to presenting the possible forms of internal and external recruitment. Additionally, this paper draws on the empirical research conducted by the author. Particularly, it presents the internal and external forms of recruitment employed in practice. Then, it analyses the selected elements of personnel recruitment process and its influence on a corporate image. This part of research resulted from the opinions of employees hired in the examined companies. It is worth noting that the article also presents a secondary research concerning discrimination in job advertisements.
Źródło:
Przedsiębiorczość - Edukacja; 2014, 10; 59-70
2083-3296
2449-9048
Pojawia się w:
Przedsiębiorczość - Edukacja
Dostawca treści:
Biblioteka Nauki
Artykuł
Tytuł:
Model of the employees’ recruitment for creative teams in manufacturing company
Autorzy:
Tomczak-Horyń, Kamila
Wasilewska, Barbara
Powiązania:
https://bibliotekanauki.pl/articles/407143.pdf
Data publikacji:
2019
Wydawca:
Polska Akademia Nauk. Czytelnia Czasopism PAN
Tematy:
creative team
recruitment
candidate
assessment
predisposition
team building
Opis:
The article deals with the subject of recruitment of a candidate for a creative team in manufacturing company. For this purpose, a recruitment model has been developed. It consists of three main stages: preliminary selection of candidates, assessment of the predispositions of the selected candidates to work in a team and creative team building. The authors developed recruitment model of a candidate for a creative team includes a set of tools supporting the assessment at each stage. In the first stage concerning the preliminary selection, a competence Questionnaire for working in a creative team, was developed. The second stage includes the assessment of a candidate’s predispositions with the use of original tools for assessing creativity, a tool supporting the monitoring of employees’ activity in proposing innovative solutions and assessment center methodology. The principles of AC remained the same. The competences that a creative team should possess were adjusted to the tool. Tasks were proposed in order to assess these competences. The tool itself is ready for application. In the subsequent stage of research, the tool in question will be tested in selected companies and evaluated. The last stage concerns the team building. The tool used at this stage is the Questionnaire for assessing the role in the team. While creating a recruitment model of a candidate for a creative team, of the selected companies team leaders were consulted.
Źródło:
Management and Production Engineering Review; 2019, 10, 4; 55-64
2080-8208
2082-1344
Pojawia się w:
Management and Production Engineering Review
Dostawca treści:
Biblioteka Nauki
Artykuł
Tytuł:
Cooperation of science with the business as a trend in hiring staff
Autorzy:
Bednarska-Wnuk, Izabela
Syper-Jędrzejak, Marzena
Powiązania:
https://bibliotekanauki.pl/articles/658189.pdf
Data publikacji:
2011
Wydawca:
Uniwersytet Łódzki. Wydawnictwo Uniwersytetu Łódzkiego
Tematy:
recruitment
science and business cooperation
human resource management
Opis:
The article focuses on cooperation between business and science, considered as a means of achieving mutual benefits, in particular, supporting business innovation and ensuring their access to potential employees. The authors suggest steps towards closer cooperation between the university and local entrepreneurs on the example of the initiatives of the Faculty of Management, University of Lodz.
Źródło:
Acta Universitatis Lodziensis. Folia Oeconomica; 2011, 257
0208-6018
2353-7663
Pojawia się w:
Acta Universitatis Lodziensis. Folia Oeconomica
Dostawca treści:
Biblioteka Nauki
Artykuł
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