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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:
Selection of police officers of the criminal investigation department
Autorzy:
Balcerzyk, Robert
Rudyńsk, Robert
Powiązania:
https://bibliotekanauki.pl/articles/1819050.pdf
Data publikacji:
2019-05-12
Wydawca:
Uniwersytet Przyrodniczo-Humanistyczny w Siedlcach
Tematy:
Police
Recruitment
Selection
Opis:
The main objective of the research presented in the article was to diagnose the process of selecting police officers to serve with the criminal investigation department. The research was conducted as a pilot project. The paper describes the essence of the process of selecting employees, with special attention being paid to the phase of recruitment and selection. Problems with taking a decision on hiring for a vacancy were pointed out. Subsequently, the methodological assumptions of research were described. The further part of the paper includes the most interesting results of the research on the human resources management system, taking account of the selection of police officers to serve with the criminal investigation department. Conclusions drawn from the research may provide the basis for improving the discussed human resources management system.
Źródło:
Zeszyty Naukowe Uniwersytetu Przyrodniczo-Humanistycznego w Siedlcach; 2018, 43, 116; 63-79
2082-5501
Pojawia się w:
Zeszyty Naukowe Uniwersytetu Przyrodniczo-Humanistycznego w Siedlcach
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:
The Development of the Labour Market Digital Ecosystem in Ukraine
Autorzy:
Kravchuk, Oksana
Varis, Iryna
Subochev, Alexey
Powiązania:
https://bibliotekanauki.pl/articles/2143617.pdf
Data publikacji:
2022-11
Wydawca:
Uniwersytet Warszawski. Instytut Ameryk i Europy. Centrum Europejskich Studiów Regionalnych i Lokalnych (EUROREG)
Tematy:
digital ecosystem
labour market
digital recruitment
remote recruitment
job portal
job board
Opis:
The article is devoted to researching the Labour Market Digital Ecosystem (LMDES) in terms of its effect on the recruitment process during the remote work outspread. The research aims at analysing remote staff attraction through job portals using the Job board software and determining their impact on recruitment. The LMDES applies automation of the staff searching and selecting, scouring for employment opportunities, and the remote interaction with employers, recruiting agencies, applicants, and job seekers in the digital environment. The creation of a virtual space for such an effective interaction can be realised through a Job board software.
Źródło:
Studia Regionalne i Lokalne; 2022, 3, 89; 32-48
1509-4995
Pojawia się w:
Studia Regionalne i Lokalne
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:
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:
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:
Change management and organizational productivity “a study of selected real estate firms in Lagos, Nigeria”
Autorzy:
Nwagwu, Chinedu John
Umoru, Georgina Onosuime
Powiązania:
https://bibliotekanauki.pl/articles/1375348.pdf
Data publikacji:
2019
Wydawca:
Międzynarodowy Instytut Innowacji Nauka – Edukacja – Rozwój w Warszawie
Tematy:
Change
Management
Organization
Productivity
Recruitment
Training
Opis:
Niniejszy artykuł analizuje koncepcję zarządzania zmianami (CM) i jej wpływ na produktywność organizacji w sektorze nieruchomości. Artykuł koncentruje się również na wpływie zarządzania zmianami na wzrost organizacyjny i rozwój w tym samym sektorze gospodarki. W artykule przyjęto podejście do projektowania badań ankietowych, wykorzystując kwestionariusz jako główne narzędzie do gromadzenia danych. W sumie losowo rozdano sto (100) kwestionariuszy respondentom z dziesięciu różnych firm z branży nieruchomości, którzy przechodzili miesięczne szkolenie w instytucie szkoleniowym w Lagos w Nigerii, a 90 kwestionariuszy zebrano i wykorzystano do analizy. Hipotezę tego artykułu przetestowano za pomocą narzędzia statystycznego Chikwadrat. Artykuł pokazuje, że X2 oblicza wartość 62,62, większą niż wartość tabeli 51,88, co sugeruje, że szkolenie i rozwój zasobów ludzkich jest funkcją wydajnej i efektywnej siły roboczej. Okazało się również, że szkolenia mające na celu podniesienie umiejętności i bazy wiedzy pracowników przekładają się na ogólny sukces organizacyjny. W związku z tym bada-nie zaleca między innymi, aby plan szkolenia i rozwoju obejmował wszystkie poziomy organizacji, ponieważ całość jest przeplatana, a zaniedbanie jednej części może doprowadzić do upadku wszystkich. zmiana, zarządzanie, organizacja, produktywność, rekrutacja, szkolenia
This paper examines the concept of change management (CM) and how it affects organizational productivity in the real estate sector. The paper also focuses on change management and its impact on organizational growth and development in the same sector of the economy. The paper adopted a survey research design approach, using the questionnaire as the major data collection instrument. A total of one hundred (100) questionnaires were randomly distributed to respondents of ten different real estate firms who were undergoing a one-month training course at a training institute located in Lagos, Nigeria and ninety (90) were collected and used for analyzing the data for this research paper. The hypothesis of this paper was tested using Chi-square statistical tool. The findings of this paper reveal that X2 calculated value of 62.62, greater than the table value of 51.88, implying that human resource training and development is a function of the efficient and effective workforce. It also revealed that training aimed at enhancing employee’s skills and knowledge base translates to overall organizational success. The study, therefore, recommends among others that the training and development plan to cover all levels of the organization because the whole are interwoven and the neglect of one part may lead to the collapse of all. Change, Management, Organization, Productivity, Recruitment, Training
Źródło:
International Journal of New Economics and Social Sciences; 2019, 10(2); 115-126
2450-2146
2451-1064
Pojawia się w:
International Journal of New Economics and Social Sciences
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:
Selection of Police in Europe: Comparing the Hungarian and Polish Systems
Autorzy:
Mogyoródi, Gergely
Powiązania:
https://bibliotekanauki.pl/articles/1375197.pdf
Data publikacji:
2020
Wydawca:
Wyższa Szkoła Policji w Szczytnie
Tematy:
police recruitment
entry requirements
comparison study
Opis:
Over the past few years, due to the growing needs of personnel, the Hungarian police has faced recruitment challenges. Although there is a high demand for new recruits, the standards of the entry requirements are relatively strict and difficult to meet. The question is whether the requirements are still serving the needs of the organisation. The objective of this study was to learn a different practice by comparing the Hungarian and Polish selection methods to assist in improving and to find applicable methods for the selection procedure of the Hungarian police.There are many similarities between the two countries, and following from this, it was assumed that the selection of police is also similar, and therefore the attributes could be compared. To analyse the topic, for contextual purposes, as they determine the mentioned characteristics, both the organisational and the educational attributes were studied as well. Researching the topic, the relevant literature was analysed. Data that could not be collected from the literature was collected by a questionnaire sent to Cepol and to a liaison officer, and an interview was also performed with a Polish police officer who volunteered for the study. The research indicates that both forces apply physical, medical and psychological requirements in the same regard, but with territorial and policing-cultural specifics. It was found that Poland and Hungary struggle with the number of fit applicants, but neither country uses modern selection methods that could have a positive effect on selecting the new recruits.
Źródło:
Internal Security; 2020, 12(2); 247-260
2080-5268
Pojawia się w:
Internal Security
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:
Evidence for the invalidity of the Wingate test for the assessment of peak power, power decrement and muscular fatigue
Autorzy:
Robergs, Robert A
Kennedy, David
Gibson, Ann L.
Zuhl, Micah
Hsu, Hung-Sheng
Beam, Jason
Salgado, Roy M.
White, Ailish C.
Majumdar, Aditi
Lawson, Steve
Estrada, Edson
Sierra, Gustavo
Powiązania:
https://bibliotekanauki.pl/articles/1054919.pdf
Data publikacji:
2015
Wydawca:
Uniwersytet Szczeciński. Wydawnictwo Naukowe Uniwersytetu Szczecińskiego
Tematy:
cadence
ergometry
fatigue
force
motor unit recruitment
Opis:
We hypothesized that the protocol-induced initial cadence of the WAnT is too high to allow high muscle force production and peak power generation. Twenty endurance, strength or power trained subjects (9 male, 11 female) completed two 30 s maximal exertion stationary cycle ergometer tests involving the traditional peak cadence start (TRAD) vs. a stationary start (STAT). Inertia corrected mechanical power, cadence, EMG from the vastus lateralis, and applied force to the pedals were measured continuously throughout both tests. Peak power was higher during TRAD; 11.32 ±1.41 vs. 10.40 ±1.35 Watts/kg (p < 0.0001), as was peak cadence; 171.4 ±16.3 vs. 120.9 ±15.1 rev/min (p < 0.0001). However, during TRAD EMG root mean squared (rms) increased continuously throughout the test, force applied to the pedals increased from 1 to 3 s (0.73 ±0.27 vs. 0.90 ±0.39 N/kg; p = 0.02) and thereafter remained relatively stable. EMG mean frequency also increased from 1 to 3 s, but then decreased throughout the remainder of the test. During TRAD, mechanical power decreased near immediately despite increasing EMG rms, EMGmean frequency and force application to the pedals. The initial 10 s of data from the WAnT is invalid. We recommend that intense cycle ergometer testing should commence with a stationary start.
Źródło:
Central European Journal of Sport Sciences and Medicine; 2015, 10, 2; 63-78
2300-9705
2353-2807
Pojawia się w:
Central European Journal of Sport Sciences and Medicine
Dostawca treści:
Biblioteka Nauki
Artykuł
Tytuł:
Expectations of Entrepreneurs in the Recruitment Process of Vocational Schools Graduates Based on the Examples of Poland, Lithuania and Latvia – Benchmarking Analysis
Autorzy:
Iwacewicz-Orłowska, Anna
Powiązania:
https://bibliotekanauki.pl/articles/2109084.pdf
Data publikacji:
2017-12-17
Wydawca:
Uniwersytet Pedagogiczny im. Komisji Edukacji Narodowej w Krakowie
Tematy:
employee recruitment
entrepreneurs expectations
graduates
vocational schools
Opis:
The main aim of the article is to analyse expectations of entrepreneurs in the recruitment process of vocational schools graduates representing three countries: Poland, Lithuania and Latvia. Questionnaire survey conducted in 2016 is confirming that the most crucial elements to which employers are paying attention at seeking the employee are the experience of the candidate and the ability to constantly learn and improve. Moreover, the most desired skills in the view of employers are communicativeness, self-reliance, teamwork and organisational skills. One should emphasise there is a competence discrepancy between companies representing the analysed countries. An example can be the level of ICT skills and knowledge of foreign languages. Potential employers from Poland and Latvia agreed that the candidate for work does not have to be fluent in another language, for example, English. A communicative level in their point of view is sufficient.
Źródło:
Przedsiębiorczość - Edukacja; 2017, 13; 417-427
2083-3296
2449-9048
Pojawia się w:
Przedsiębiorczość - Edukacja
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
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