Competency-based recruitment and managerial succession

Karimi, Abdoullah; Teimouri, Hadi; Shahin, Arash; Barzoki, Ali Shaemi

doi:10.3233/hsm-17184

Cited by 8 publications

(4 citation statements)

References 17 publications

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“…= 0.554) that recruitment of employees is competent based. These findings were in line with Karimi et al (2019)…”

Section: Descriptive Analysis For Social Pressures and Strategic Perf...supporting

confidence: 88%

Effect of Social Pressures on Strategic Performance of Service State Corporation in Kenya: A Case Study of Bukura Agricultural College

WASIKE,

KADIMA,

MUSIEGA (PhD)

2021

strategicjournals.com

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Success on a market varies over time and place; hence organizations change over time and so do the rules of the game. Consequently, for organizations to exist, prosper and prevail there will always be a need to understand the requirements shaped by the market dynamics and respond to them. State corporations like other organizations in Kenya, operate in an environment full of pressures which originate from social, professional, normative and regulatory sources. It is therefore vital for establishments to comprehend the relationship between institutional pressures and their performance. Specific objective of the study include; Investigation of the relationship between social pressures and strategic performance of Bukura Agricultural College. The study embraced descriptive survey research design. The target population of the study included staff employed at the Bukura Agricultural College. Stratified random sampling was used to select staff across departments while purposive sampling was used to select top management staff. Data was collected using a structured questionnaire and an interview schedule. Pilot study was conducted on members of the college who were not part of the actual study. Data collected was processed and analyzed using descriptive and inferential statistics with aid of Statistical Package for Social Sciences (SPSS Version 24). Relationship between independent and dependent variables was determined using Pearson's correlation coefficient, multiple linear regression analysis and cross tabulations.The study strived to establish whether social pressures significantly affected strategic performance of service State Corporation in Kenya. The findings of the study reflected Social Pressures had significant effect on Strategic Management of Bukura Agricultural College. The study recommended for the management to link institution pressures with Strategic Management practices for services improvement. More so the study recommended for further research using similar variables and different methods of analysis.

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“…= 0.554) that recruitment of employees is competent based. These findings were in line with Karimi et al (2019)…”

Section: Descriptive Analysis For Social Pressures and Strategic Perf...supporting

confidence: 88%

Effect of Social Pressures on Strategic Performance of Service State Corporation in Kenya: A Case Study of Bukura Agricultural College

WASIKE,

KADIMA,

MUSIEGA (PhD)

2021

strategicjournals.com

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“…In their study, Abdullah Karimi et. al., (2018) found that the outcomes demonstrated that focusing on competency is the most crucial factor in the competency approach to hiring.…”

Section: Review Of Literaturementioning

confidence: 95%

DETERMINANTS OF COMPETENCIES ON PERFORMANCE OUTCOMES: ANALYZING INSTITUTES LISTED IN THE DIRECTORY OF RESEARCH & DEVELOPMENT, INDIA

RAJINI G., VAISHNAVI S.

2023

RLJ

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Employee competency is an essential criterion of Human resources, particularly in Research and Development (R&D) based organizations. The capability of an individual is replicated in such critical places, resulting in performance outcomes that can be measured from financial, structural, business, human capital, and relationship perspective. The competencies are grouped under five significant heads called core, professional, management, operational, and expert competencies. A structured questionnaire was developed and formally mailed to the Institutes listed in the Directory of R&D, India, chosen by stratified simple random sampling method. The structural equation model showcases the implications of acquisition, selection process, reliability of selection tests, and H.R. Policies as the determinants leading to some significant performance outcomes. AMOS 21 is used for the structural equation model. The employee hiring strategy, selection procedure, predictive ability of selection tests, organizational Human Resource (H.R.) policy, and employee competencies contribute to the performance outcomes of the research and development institutions of India. The competencies measured during the selection process should be exhibited by the R & D professions in the organization. The efficiency of R&D Institutes is boosted by adopting the competency-based selection process. The managers can develop a competency dictionary for the firm, which leads to attaining the institution’s objectives and results in outreached performance.

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“…According to Ahsan and Khan (2013), the capacity to attract highly skilled human resources is dependent on the employee recruitment process implemented by organizations, which plays an important role for their competitiveness on the market. Indeed, competency-based recruitment seems to have a significantly positive effect on managerial succession (Karimi et al, 2018). Novita et al (2021) recommend improving the quality of recruitment processes and procedures to get employees who know, skills, as well as improving a transformative career development system so that the Bank's performance is healthier and developing sharia competency patterns so that they can update their performance through collaboration with the recruitment team, career development team, and a competency assessment team to look for sharia banking human resources.…”

Section: G Reward/compensation (Salary)mentioning

confidence: 99%

The Influence of Recruitment and Training with HR Competence as Intervening, as well as Reward, to Performance of Village-Owned Enterprises

Priharjanto

Usman²,

Andriana³

et al. 2023

EJBMR

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This study aimed to determine the effect of recruitment and training with HR competencies as an intervention, as well as rewards on the performance of village-owned enterprises (BUM Desa), in the province of East Java. The population in this study was all BUM Desa in the province of East Java. Questionnaires were distributed to respondents electronically using online media, with a total of 59 respondents. This study was a quantitative study using descriptive statistical analysis and inferential statistics. This study used the Structured Equation Model Partial Least Square (SEM PLS) which was processed with the SMART PLS version 4 application. Before the analysis, the outer model was tested through validity and reliability tests. Furthermore, the structural model test was carried out with the Inner Model Test which was divided into the R-Square test, Path Coefficient, T-Statistics Test (Bootstrapping), Predictive Relevance, and Fit Model. The processing results showed that the recruitment and training variables had a significant positive effect on the performance of BUM Desa through HR competencies. Likewise, the reward variable, which is an integral part of HR management, had a significant positive effect on the performance of BUM Desa. In general, this research could prove the hypothesis that has been previously set by the researcher.

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Competency-based recruitment and managerial succession

Cited by 8 publications

References 17 publications

Effect of Social Pressures on Strategic Performance of Service State Corporation in Kenya: A Case Study of Bukura Agricultural College

Effect of Social Pressures on Strategic Performance of Service State Corporation in Kenya: A Case Study of Bukura Agricultural College

DETERMINANTS OF COMPETENCIES ON PERFORMANCE OUTCOMES: ANALYZING INSTITUTES LISTED IN THE DIRECTORY OF RESEARCH & DEVELOPMENT, INDIA

The Influence of Recruitment and Training with HR Competence as Intervening, as well as Reward, to Performance of Village-Owned Enterprises

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