The present research aims to analyze the effect of contextual factors affecting the application of artificial intelligence technology in employee recruitment in the furniture industry of Iran, which ...is a practical purpose and has been carried out in a descriptive-surveillance manner, to find out the reasons, facilitators and limitations of its use with the presented conceptual model. Make this technology understandable to organizations during employee recruitment. To measure and analyze the effect of these factors, a questionnaire was used as an information-gathering tool, which was given to 250 senior managers and middle managers of companies active in the furniture industry of Iran. The results of the analysis of the information obtained in two descriptive and inferential parts, according to the data analysis algorithm in the method of structural equations and Smart PLS software, confirmed the hypotheses of the research and showed that the effective background factors include: technological factors, organizational and environmental have a positive and significant effect on the use of Artificial intelligence in the furniture industry in Iran, and the use of artificial intelligence as a competitive advantage improves the organizational capabilities of recruitment and recruitment (based on data, process, staff) in the furniture industry. Forgives. Also, it makes it easier to carry out “blind” Recruitment of employees processes and review frequent applications, and by simplifying the application analysis process through applicant tracking systems, it can save time and money in human resources processes and reduce discrimination in choices.
Now Hiring allows readers to consider their individual biases - as well as organizational employment practices and processes - and assess how these factors may be altered to increase hiring for ...individuals with a criminal history, prompting conversations surrounding current hiring systems.
The complex and ever-changing nature of today's—and tomorrow's—workforce demands that all involved in talent management rethink how to attract, engage, and grow future talent. This forward-looking ...handbook captures talent management's evolution from a series of transactions to a fluid process that includes talent development. With 20-plus chapters written by more than 30 contributors, the ATD Talent Management Handbook challenges you to think about the talent model of the future through the lens of different workforce models. It offers progressive thoughts on the current state of talent management and on how the function needs to adapt. Leaders, practitioners, and consultants alike will find useful insights and answers to relevant talent management challenges. Edited by learning and development authority Terry Bickham, this handbook covers the entire talent management cycle, from talent acquisition and engagement to leadership development and succession planning. ATD's first handbook on talent management, this book includes a foreword by ATD President and CEO Tony Bingham, highlighting the foundational components of talent development and its role within talent management.
Managing a high-growth organization requires both strategy and
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This engaging and thought-provoking text introduces the main techniques, theories, research and debates in personnel selection, helping students and practitioners to identify the major predictors of ...job performance as well as the most suitable methods for assessing them. Tomas Chamorro-Premuzic and Adrian Furnham provide a comprehensive, critical and up-to-date review of the constructs we use in assessing people – intelligence, personality, creativity, leadership and talent – and explore how these help us to predict differences in individuals' performance. Covering selection techniques such as interviews, references, biographical data, judgement tests and academic performance, The Psychology of Personnel Selection provides a lively discussion of both the theory behind the use of such techniques and the evidence for their usefulness and validity. The Psychology of Personnel Selection is essential reading for students of psychology, business studies, management and human resources, as well as for anyone involved in selection and assessment at work.
Apply predictive analytics throughout all stages of workforce management People Analytics in the Era of Big Data provides a blueprint for leveraging your talent pool through the use of data ...analytics. Written by the Global Vice President of Business Intelligence and Predictive Analytics at Monster Worldwide, this book is packed full of actionable insights to help you source, recruit, acquire, engage, retain, promote, and manage the exceptional talent your organization needs. With a unique approach that applies analytics to every stage of the hiring process and the entire workforce planning and management cycle, this informative guide provides the key perspective that brings analytics into HR in a truly useful way. You're already inundated with disparate employee data, so why not mine that data for insights that add value to your organization and strengthen your workforce? This book presents a practical framework for real-world talent analytics, backed by groundbreaking examples of workforce analytics in action across the U.S., Canada, Europe, Asia, and Australia. * Leverage predictive analytics throughout the hiring process * Utilize analytics techniques for more effective workforce management * Learn how people analytics benefits organizations of all sizes in various industries * Integrate analytics into HR practices seamlessly and thoroughly Corporate executives need fact-based insights into what will happen with their talent. Who should you hire? Who should you promote? Who are the top or bottom performers, and why? Who is at risk to quit, and why? Analytics can provide these answers, and give you insights based on quantifiable data instead of gut feeling and subjective assessment. People Analytics in the Era of Big Data is the essential guide to optimizing your workforce with the tools already at your disposal.
The book provides a clear framework for managers to improve the onboarding process. The authors have developed an easy to use model and process for onboarding which maps out 6 dimensions which can be ...used to design and implement a systematic organizational process.
