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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:
Use of gamification in the process of selection of candidates for the position in the opinion of young adults in Poland
Autorzy:
Krasulak, Monika
Powiązania:
https://bibliotekanauki.pl/articles/685101.pdf
Data publikacji:
2015
Wydawca:
Uniwersytet Jagielloński. Wydawnictwo Uniwersytetu Jagiellońskiego
Tematy:
game, gamification, candidate, recruitment, selection
Opis:
The article focuses on the potential of the use of gamification in the selection process, willingness to participate in this form of recruitment among young people (20–25 years of age) entering the labour market and the factors differentiating their willingness. Due to the lack of information on that subject on the Polish study field, this research has a pilot character. The data collected among 100 students who are about to enter the labour market. This group is significant because of the nature of the examined selection method – in theory it is young people – born after year 90 and making full use of information technology every day – they are to become the target group of this form of recruitment. They were subjected to statistical analysis with the use of the Chi-square test and the Pearson correlation coefficient. Research results confirmed the potential of this method of selection. According to the theoretical assumptions, gamification has been positively assessed by respondents. The vast majority of respondents expressed willingness to participate in recruitment with the help of gamification. The analysis has not revealed any significant differences between the adopted independent variables and the willingness to take part in this form of recruitment declared by respondents.
Źródło:
Jagiellonian Journal of Management; 2015, 1, 3
2450-114X
Pojawia się w:
Jagiellonian Journal of Management
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:
Wykorzystanie outsourcingu w rekrutacji - opinie pracodawców
Outsourcing in recruitment: the employers perspective
Autorzy:
Walas-Trębacz, Jolanta
Powiązania:
https://bibliotekanauki.pl/articles/2130160.pdf
Data publikacji:
2022-09-30
Wydawca:
Szkoła Główna Handlowa w Warszawie
Tematy:
outsourcing
outsourcing w ZZL
outsourcing rekrutacji
rodzaje outsourcingu rekrutacji
modele outsourcingu rekrutacji
outsourcing HR
recruitment outsourcing
types of recruitment outsourcing
recruitment outsourcing models
Opis:
Celem artykułu jest ukazanie zakresu i znaczenia outsourcingu w podnoszeniu skuteczności rekrutacji w organizacjach go wdrażających. W części teoretycznej artykułu wyjaśniono pojęcie i miejsce outsourcingu rekrutacji wśród innych funkcji HR, a także wskazano przyczyny zainteresowania się jego wprowadzaniem oraz rodzaje osiąganych efektów. Natomiast w części empirycznej zaprezentowano wyniki badań własnych przeprowadzonych wśród 85 pracodawców za pomocą kwestionariusza ankietowego techniką CAWI. Celem badań była identyfikacja zakresu wykorzystania outsourcingu w rekrutacji oraz ocena poziomu jego skuteczności. Uzyskane wyniki wskazują na istotną poprawę skuteczności rekrutacji po zastosowaniu outsourcingu m.in. w zakresie jakości, kosztów, szybkości realizacji procesu oraz wysokiego poziomu zadowolenia pracodawców.
The aim of the article is to show the scope and importance of outsourcing in increasing the effectiveness of recruitment in organisations that implement it. The theoretical part of the article explains the concept and how recruitment outsourcing fits in with other HR functions, as well as the reasons for the interest in its implementation and the possible results. The empirical part, however, presents the results of own research conducted among 85 employers via a questionnaire using the CAWI technique. The aim of the research was to identify the scope of outsourcing in recruitment and assess the level of its effectiveness. The presented results show a significant improvement in the effectiveness of recruitment thanks to outsourcing, among others in terms of quality, costs, speed of process implementation and a high level of employer satisfaction.
Źródło:
e-mentor. Czasopismo naukowe Szkoły Głównej Handlowej w Warszawie; 2022, 95, 3; 72-82
1731-6758
1731-7428
Pojawia się w:
e-mentor. Czasopismo naukowe Szkoły Głównej Handlowej w Warszawie
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:
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:
Postępowanie kwalifikacyjne wobec kandydatów do służby w formacjach mundurowych
Autorzy:
Wieczorek, Mariusz
Powiązania:
https://bibliotekanauki.pl/articles/680942.pdf
Data publikacji:
2017
Wydawca:
Uniwersytet Jagielloński. Wydawnictwo Uniwersytetu Jagiellońskiego
Tematy:
recruitment procedurę, public service, public official
Opis:
The Recruitment Procedure Applied to Candidates for Uniformed ServicesThe article deals with regulations concerning the recruitment procedurę which precedes employment of officers of uniformed services. The legislator did not decide to introduce a uniform model of recruitment procedurę for all uniformed services, which is justified given specific tasks performed by particular services. Regardless of the justified differences between recruitment procedurę concerning various uniformed services, a substantial similarity may be shown, namely that all of them arę associated with the right of access to the public service, laid down in Article 60 of the Polish Con-stitution of 2 April 1997. The rationale for such considerations is justified by the signif-icance of the problem, but also by the fact that regulations governing the recruitment procedurę arę marginalised by law scientists. The purpose of the study is to resolve the doubts concerning the legał naturę of the recruitment procedurę and the activities tak-en in its course as well as to assess the provisions governing the recruitment procedurę in the context of the right of access to the public service and the formal guarantees of that right. As a result of the analysis of the relevant provisions, it has been found that the recruitment procedurę for candidates for uniformed sendces is public administra-tion proceedings. Activities undertaken by the entity conducting a particular procedurę arę "other public administration activities" within the meaning of Article 3(2)(4) of the Act on proceedings in administrative courts of 30 August 2002. The activities of the entity conducting the proceedings, such as exclusion of the candidate to take part in the recruitment process, staying of proceedings against a particular candidate and the finał assessment may therefore be the object of a complaint lodged with the admin-istrative court. Also recognised is the need to introduce legał provisions systematising the issue of notification of recruitment for vacant positions in uniformed services as the basie condition for the implementation of the right of access to the public service.
Źródło:
Rocznik Administracji Publicznej; 2017, 3
2449-7800
Pojawia się w:
Rocznik Administracji Publicznej
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:
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:
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:
Wsparcie małych i średnich przedsiębiorstw w procesie rekrutacji
Support of small and medium-sized enterprises in the recruitment process
Autorzy:
Wasilczuk, J. E.
Powiązania:
https://bibliotekanauki.pl/articles/202605.pdf
Data publikacji:
2016
Wydawca:
Politechnika Poznańska. Wydawnictwo Politechniki Poznańskiej
Tematy:
kompetencje pracowników
rekrutacja pracowników
recruitment process
competences
Opis:
Przedsiębiorcy działający na małą skalę nie przywiązują zbyt dużej wagi do zarządzania zasobami ludzkimi. Dotyczy to wszystkich jego elementów, w tym zatrudniania. Brak im umiejętności, czasu i chęci, by prawidłowo określić brakujące kompetencje, a pracowników poszukują wśród rodziny i znajomych czy w urzędach pracy. Ten uproszczony i niemal bezkosztowy sposób zarządzania tylko iluzorycznie obniża koszty funkcjonowania przedsiębiorstwa. W dłuższym okresie może powodować zagrożenie w postaci złego zatrudnienia, którego skutki w mniejszych podmiotach mogą być szczególnie negatywne. Przedstawiony w artykule narzędzie, stworzone w ramach projektu „Czas zawodowców”, realizowanego w województwie wielkopolskim, jest przykładem wsparcia przedsiębiorców w procesie rekrutacji. Analiza specyfiki zarządzania zasobami ludzkimi (lub jego braku) w małych i średnich przedsiębiorstwach (MSP) z jednej strony oraz założeń wymienionego narzędzia wsparcia z drugiej, pozwoliła na określenie korzyści, jakie ten projekt niesie, zarówno doraźnych, wpływających jedynie na przedsiębiorstwo, jak i długookresowych, które oddziałują szerzej, także na region.
Small business owners do not attach too much importance to human resource management, this applies to all its components, including employment. They lack the skills, time and willingness to specify the missing competence and employees. The recruitment process usually takes place in a simplified, almost costless way, using family, friends or employment offices. This simplified way of management only gives the illusion of lower cost of enterprise operation. In the long term, it may pose a threat in the form of a mismatched employee. In case of smaller businesses it may be especially detrimental. The tool presented in the paper, developed within the Time for Professionals project and implemented in the Wielkopolska region, is an example of support for entrepreneurs in the recruitment process. Analysis of the specificity of management (or lack of it) of human resources in SMEs and the assumptions of the mentioned support tool made it possible to determine the benefits that the project will bring both in the short and in the long term.
Źródło:
Zeszyty Naukowe Politechniki Poznańskiej. Organizacja i Zarządzanie; 2016, 71; 87-94
0239-9415
Pojawia się w:
Zeszyty Naukowe Politechniki Poznańskiej. Organizacja i Zarządzanie
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:
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:
Methods of recruitment and selection of employees on the example of the automotive industry
Metody rekrutacji i selekcji pracowników na przykładzie przemysłu motoryzacyjnego
Autorzy:
Wolniak, R.
Powiązania:
https://bibliotekanauki.pl/articles/946010.pdf
Data publikacji:
2018
Wydawca:
Politechnika Śląska. Wydawnictwo Politechniki Śląskiej
Tematy:
recruitment methods
human resources management
production processes
staff recruitment
metody rekrutacji
zarządzanie zasobami ludzkimi
procesy produkcyjne
rekrutacja pracowników
Opis:
The recruitment process is indispensable to have a reasonable staff that fulfills all needs of a production process. The aim of the paper is to analyze the selection of employees in the industrial organization especially in the context: techniques used in the recruitment process, used selection methods and changes proposed in the recruitment process. Summing up the results of research, one can point out that the most frequent causes of aspirations for the workplace by the respondents were the financial issues and the desire for self-development. The most popular recruitment technique used in the recruitment process was online classifieds. Observation shows that this is a common recruitment technique. Among the selection methods, the most popular was the CV and cover letter, which was indicated by almost all the respondents.
Proces rekrutacji jest niezbędny aby organizacja posiadała odpowiedni personel, który spełnia wszystkie wymagania procesu produkcyjnego. Celem artykułu jest analiza procesu selekcji pracowników w organizacji przemysłowej, w szczególności w kontekście: technik stosowanych w procesie rekrutacji, stosowanych metod selekcji oraz zmian proponowanych w procesie rekrutacji. Podsumowując wyniki badań, można wskazać, że najczęstszymi przyczynami aspiracji do pracy w przemyśle motoryzacyjnym wskazywanymi przez respondentów były kwestie finansowe i chęć do samorozwoju. Najpopularniejszą metodą rekrutacyjną stosowaną w procesie rekrutacji były ogłoszenia online. Analiza pokazuje, że jest to obecnie powszechna technika rekrutacji. Wśród metod selekcji najbardziej popularne były CV i list motywacyjny, na co wskazywali prawie wszyscy respondenci.
Źródło:
Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska; 2018, 128; 475-483
1641-3466
Pojawia się w:
Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska
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
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