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The respondents shared a general perception about the level of implementation of the practices and guidelines on recruitment and selection of Pines International Academy, Inc. What criteria is preferred by management in recruiting and selecting potential ESL teachers from PIA, Inc. What is the level of implementation of the institutional practices on recruitment and selection of ESL teachers of PIA, Inc.

The objective of the study was to identify and evaluate the effectiveness of the currently existing recruitment and selection practices implemented by PIA, Inc. To assess the level of implementation of institutional practices in the recruitment and selection of ESL teachers by PIA, Inc. lack of information on the recruitment and selection of teachers in the field of ESL education.

Recruitment and selection of employees are influenced by: the size of the organization; employment conditions in the community where he is. This refers to the respondents' perception that recruitment and selection practices are carried out sparingly. This refers to the respondents' perception that recruitment and selection practices are not implemented.

This refers to the respondents' perception that recruitment and selection practices are practiced frequently.

Figure 1. Paradigm of the study showing the interrelationship of the  variables
Figure 1. Paradigm of the study showing the interrelationship of the variables

Not Hired 43%

This part of the study entitled “Enhancement of the Recruitment and Selection Practices for English Teachers at Pines International Academy, Inc.” presents the data in tabular form and discusses the information obtained in text form. This implies that the hired ESL teachers and potential ESL candidates involved in recruitment and selection do vary in age. Criteria preferred by management in the recruitment and selection of Pines International Academy, Inc.

The top ten criteria preferred by management in recruiting and selecting potential ESL teachers are: communication skills (1); The tables below further show that the 5 groups of respondents shared a common perception about the level of implementation of the practices and guidelines on recruitment and selection of Pines International Academy, Inc. Data presented in the table indicated that some of the identified practices and guidelines on recruitment and selection were fully implemented while some were identified as poorly implemented.

This study was conducted to identify and evaluate the effectiveness of the recruitment and selection practices conducted by Pines International Academy, Inc. What criteria are preferred by management in recruiting and selecting potential ESL teachers of Pines International Academy, Inc. What is the level of implementation of the institutional practices for the recruitment and selection of ESL teachers of Pines International Academy, Inc.

There was a wide variation in the criteria prioritized by staff involved in recruitment and selection. Communication skills (2) and training ability (2.2) were of great importance in the recruitment and selection of candidates, while physical appearance, age and personal status were noted as factors with less influence on management's decision in the screening process. Some recruitment and selection practices and guidelines identified were fully implemented, while some were identified as poorly implemented.

I am currently doing my thesis titled "IMPROVING THE RECRUITMENT AND SELECTION PRACTICES OF ENGLISH TEACHERS AT PINES INTERNATIONAL ACADEMY, INC.". The purpose of the study is to identify and evaluate the effectiveness of current existing recruitment and selection practices conducted by Pines International Academy, Inc. In addition, it also aimed to prepare an operational manual based on this for ESL teachers at the academy in high-need disciplines of ESL education.

I am currently completing my thesis titled, “ENHANCEMENT OF RECRUITMENT AND SELECTION PRACTICES FOR ENGLISH TEACHERS AT PINES INTERNATIONAL ACADEMY, INC.”. As one of the HR personnel, what are your preferred criteria in recruiting and selecting ESL teacher candidates. Jayca: Being one of the HR personnel, what are your preferred criteria in recruiting and selecting ESL teacher candidates.

A Study Outcome: Improving English Teacher Recruitment and Selection Practices at Pines International Academy, Inc.

Table 1. General profile of respondents
Table 1. General profile of respondents

JAYCA YANG SIDDAYAO APRIL 2011

  • Policy Statements Purpose of Plan
  • Recruitment and Selection Process The Job Requisition
  • Assessment
  • Selection Process
  • Training and Actual Teaching Demonstration
  • Interview Process
  • Making the Offer
  • Evaluation Process

Recruiting a new team member is one of the most important things HR personnel ever have to do. It includes brief explanations of each stage of the process and examples of the forms to be used. The recruitment process begins with an assessment of departmental needs by the head or faculty manager.

The HR supervisor and other HR professionals and staff collaborate on the content of the vacancy announcement and the appropriate level of recruitment (internal and external). The interview committee should include the following: Department Head (or designee), Human Resources Supervisor or staff member with expertise in the subject area, President or EVP. Prioritizing the most important 'desirable' elements of a person's specification should be prioritized before shortlisting.

At least two members of the interview panel, including the HR supervisor (training supervisor), should undertake the short-listing task. Shortlisting decisions must be based on evidence that the applicant has met the requirements of the person specification. Referees must be managers or supervisors of the candidate from their recent work history.

At least one reference should always be requested from the individual's current or last employer, taking into account the referee's relationship to the candidate. The HR supervisor is responsible for documenting the selection process and justifying the selection to Human Resources. The HR supervisor informs Human Resources of the names of the individuals they consider highly qualified and whom they wish to interview.

A copy of the contract must be permanently kept in the Personnel File of the Human Resources Department. The HR clerk will also attach a brief summary of the selection detailing the reasons for selecting one candidate over the other interviewees (this may be handwritten). Support the concepts of the Recruitment and Selection Plan and communicate the process as appropriate.

Pigura

Figure 1. Paradigm of the study showing the interrelationship of the  variables
Table  1  presents  the  distribution  of  respondents  according  to  the  socio-demographic profile indicated by the different variables namely: age,  sex,  civil  status,  employment  status,  educational  attainment,  trainings/certification and previo
Table 1. General profile of respondents
Table 2. Distribution of respondents profile affecting their employment   status according to age
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