Results for 'hiring'

64 found
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  1. From human resources to human rights: Impact assessments for hiring algorithms.Josephine Yam & Joshua August Skorburg - 2021 - Ethics and Information Technology 23 (4):611-623.
    Over the years, companies have adopted hiring algorithms because they promise wider job candidate pools, lower recruitment costs and less human bias. Despite these promises, they also bring perils. Using them can inflict unintentional harms on individual human rights. These include the five human rights to work, equality and nondiscrimination, privacy, free expression and free association. Despite the human rights harms of hiring algorithms, the AI ethics literature has predominantly focused on abstract ethical principles. This is problematic for (...)
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  2. Uncertainty in Hiring Does Not Justify Affirmative Action.Thomas Mulligan - 2017 - Philosophia 45 (3):1299-1311.
    Luc Bovens has recently advanced a novel argument for affirmative action, grounded in the plausible idea that it is hard for an employer to evaluate the qualifications of candidates from underrepresented groups. Bovens claims that this provides a profit-maximizing employer with reason to shortlist prima facie less-qualified candidates from underrepresented groups. In this paper, I illuminate three flaws in Bovens’s argument. First, it suffers from model error: A rational employer does not incur costs to scrutinize candidates when it knows their (...)
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  3. Personality Discrimination and the Wrongness of Hiring Based on Extraversion.Joona Räsänen & Kasper Lippert-Rasmussen - 2024 - Journal of Business Ethics 195 (3):681–694.
    Employers sometimes use personality tests in hiring or specifically look for candidates with certain personality traits such as being social, outgoing, active, and extraverted. Therefore, they hire based on personality, specifically extraversion in part at least. The question arises whether this practice is morally permissible. We argue that, in a range of cases, it is not. The common belief is that, generally, it is not permissible to hire based on sex or race, and the wrongness of such hiring (...)
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  4. You are not worth the risk: Lawful discrimination in hiring.Vanessa Scholes - 2014 - Rationality, Markets and Morals 5.
    Increasing empirical research on productivity supports the use of statistical or ‘rational’ discrimination in hiring. The practice is legal for features of job applicants not covered by human rights discrimination laws, such as being a smoker, residing in a particular neighbourhood or being a particular height. The practice appears largely morally innocuous under existing philosophical accounts of wrongful discrimination. This paper argues that lawful statistical discrimination treats job applicants in a way that may be considered degrading, and is likely (...)
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  5. (2 other versions)African Moral Theory and Public Governance: Nepotism, Preferential Hiring and Other Partiality.Thaddeus Metz - 2009 - In Munyaradzi Felix Murove (ed.), African Ethics: An Anthology for Comparative and Applied Ethics. Scottsville, South Africa: University of KwaZulu-Natal Press. pp. 335-356.
    Suppose a person lives in a sub-Saharan country that has won its independence from colonial powers in the last 50 years or so. Suppose also that that person has become a high-ranking government official who makes decisions on how to allocate goods, such as civil service jobs and contracts with private firms. Should such a person refrain from considering any particulars about potential recipients or might it be appropriate to consider, for example, family membership, party affiliation, race or revolutionary stature (...)
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  6. African Ethics and Public Governance: Nepotism, Preferential Hiring, and Other Partiality (rev. edn).Thaddeus Metz - 2022 - In Abiola Olukemi Ogunyemi (ed.), Accountable Governance and Ethical Practices in Africa's Public Sector. Palgrave Macmillan. pp. 109-129.
    Shortened and moderately revised version of an essay that initially appeared in Murove (ed.) African Ethics (2009). This chapter is a work of applied ethics that aims to provide a convincing comprehensive account of how a government official in a post-independence sub-Saharan country should make decisions about how to allocate goods such as civil service jobs and contracts with private firms. Should such a person refrain from considering any particulars about potential recipients, or might it be appropriate to consider, for (...)
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  7. Paradoxical lived experiences of the newly-hired faculty in a university setting.Ivy Eran & Manuel Caingcoy - 2019 - Journal of Advances in Humanities and Social Sciences 5 (5):216-225.
    This study explored the experiences of the newly-hired faculty in the university to acquire an in-depth and profound understanding of these experiences. It involved eight purposively chosen faculty in a semi-structured interview and focus group discussion documented in voice and video recorders. Using Colaizzi’s seven step-approach to data analysis, results revealed three paradoxical themes: the joys and struggles of teaching, successes and pains of learning, and the privileges and challenges of serving. On the one hand, the joys and struggles of (...)
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  8.  88
    Challenges and Coping Strategies of Newly-Hired Public Elementary School Teachers toward Literacy Instruction.Jariza Calma & Jeger Paragas - 2024 - Education Digest 19 (2):91-100.
    This study explored the challenges and coping strategies of newly hired public elementary school teachers toward literacy instruction. It aimed to identify common difficulties these teachers face and their coping mechanisms and assess the relationship between their profile variables and the challenges encountered. It used both surveys and interviews to gather data. A survey was administered to 60 newly hired teachers from various public elementary schools in San Jose Del Monte, Bulacan. Quantitative data were analyzed using descriptive and inferential statistics, (...)
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  9. TPACK in times of Emergency Remote Teaching: Status of Newly-Hired Public School Teachers.Lawton Dy - 2022 - International Journal of Science and Management Studies 5 (6):120-130.
    This study aimed to evaluate the status of newly-hired public school teachers in terms of their TPACK Components and Emergency Remote Teaching (ERT) as indicated in their e-learning readiness, perceived effectiveness, attitude, satisfaction, and anxiety. Quantitative research particularly the correlational research design was employed in this study. Thirty-four(34) purposefully selected newly hired public school teachers were the participants of the study. Results showed that among the TPACK components, those that have technology integration were among the areas where teacher-participants need major (...)
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  10. AI Recruitment Algorithms and the Dehumanization Problem.Megan Fritts & Frank Cabrera - 2021 - Ethics and Information Technology (4):1-11.
    According to a recent survey by the HR Research Institute, as the presence of artificial intelligence (AI) becomes increasingly common in the workplace, HR professionals are worried that the use of recruitment algorithms will lead to a “dehumanization” of the hiring process. Our main goals in this paper are threefold: i) to bring attention to this neglected issue, ii) to clarify what exactly this concern about dehumanization might amount to, and iii) to sketch an argument for why dehumanizing the (...)
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  11. Leaky Pipeline Myths: In search of gender effects on the job market and early career publishing in philosophy (draft).Sean Allen-Hermanson - 2017 - Frontiers in Psychology 8.
    That philosophy is an outlier in the humanities when it comes to the underrepresentation of women has been the occasion for much discussion about possible effects of subtle forms of prejudice, including implicit bias and stereotype threat. While these ideas have become familiar to the philosophical community, there has only recently been a surge of interest in acquiring field-specific data. This paper adds to quantitative findings bearing on hypotheses about the effects of unconscious prejudice on two important stages along career (...)
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  12. Best Practices for Fostering Diversity in Tenure-Track Searches.Amy Olberding, Sherri Irvin & Steve Ellis - 2014 - Apa Newsletter on Feminism and Philosophy 13 (2):26-35.
    In this essay, we describe practices developed by the philosophy department at the University of Oklahoma to promote fair and inclusive recruitment, application review, and hiring for faculty positions.
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  13. Affirmative Action without Competition.Andreas Bengtson - forthcoming - American Journal of Political Science.
    Affirmative action is standardly pursued in relation to admissions to prestigious universities, in hiring for prestigious jobs, and when it comes to being elected to parliament. Central to these forms of affirmative action is that they have to do with competitive goods. A good is competitive when, if we improve A’s chances of getting the good, we reduce B’s chances of obtaining the good. I call this Competitive Affirmative Action. I distinguish this from Non-competitive Affirmative Action. The latter has (...)
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  14. As AIs get smarter, understand human-computer interactions with the following five premises.Manh-Tung Ho & Quan-Hoang Vuong - manuscript
    The hypergrowth and hyperconnectivity of networks of artificial intelligence (AI) systems and algorithms increasingly cause our interactions with the world, socially and environmentally, more technologically mediated. AI systems start interfering with our choices or making decisions on our behalf: what we see, what we buy, which contents or foods we consume, where we travel to, who we hire, etc. It is imperative to understand the dynamics of human-computer interaction in the age of progressively more competent AI. This essay presents five (...)
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  15. Identity and the Limits of Fair Assessment.Rush T. Stewart - 2022 - Journal of Theoretical Politics 34 (3):415-442.
    In many assessment problems—aptitude testing, hiring decisions, appraisals of the risk of recidivism, evaluation of the credibility of testimonial sources, and so on—the fair treatment of different groups of individuals is an important goal. But individuals can be legitimately grouped in many different ways. Using a framework and fairness constraints explored in research on algorithmic fairness, I show that eliminating certain forms of bias across groups for one way of classifying individuals can make it impossible to eliminate such bias (...)
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  16. The Analytic Turn in American Philosophy: An Institutional Perspective. Part I: Scientific vs. Humanistic Philosophy.Sander Verhaegh - forthcoming - Hopos: The Journal of the International Society for the History of Philosophy of Science.
    This two-part paper reconstructs the analytic turn in American philosophy through a comparative longitudinal study of three major philosophy departments: Princeton, Yale, and Columbia. I trace their hiring policies, tenure decisions, curriculum designs, and the external pressures that forced them to continuously adapt their strategies; and I use those analyses to distill some of the factors that contributed to the rapid growth of analytic philosophy between 1940 and 1970. In this first part, I show that philosophers at Princeton, Yale, (...)
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  17. Merit and Reaction Qualifications.Karolina Wisniewska - 2024 - Political Philosophy 1 (2):488–513.
    When selecting between applicants for a job, when and how should we take into account the reactions that they elicit from others? On one hand, applicants’ “reaction qualifications” often speak to their merit, in which case we seem required to consider them. On the other hand, others’ reactions are often rooted in prejudicial attitudes, in which case considering reaction qualifications can make the hiring process prejudicial. According to a popular view, we should refrain from considering reaction qualifications just in (...)
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  18. The Analytic Turn in American Philosophy: An Institutional Perspective. Part II: Analytic vs. Continental Philosophy.Sander Verhaegh - forthcoming - Hopos: The Journal of the International Society for the History of Philosophy of Science.
    This paper continues a reconstruction of the analytic turn in American philosophy between 1940 and 1970. The first part of this paper argued that philosophers at Princeton, Yale, and Columbia sought to stimulate ‘humanistic’ approaches to philosophy in their hiring policies and tenure decisions, thereby marginalizing the ‘scientific’ philosophies that were in vogue among their students. This second part unearths some of the mechanisms that contributed to the analytic turn once the movement’s fiercest opponents retired. I argue that a (...)
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  19. Biased Evaluative Descriptions.Sara Bernstein - 2024 - Journal of the American Philosophical Association 10 (2):295-312.
    In this essay I identify a type of linguistic phenomenon new to feminist philosophy of language: biased evaluative descriptions. Biased evaluative descriptions are descriptions whose well-intended positive surface meanings are inflected with implicitly biased content. Biased evaluative descriptions are characterized by three main features: (1) they have roots in implicit bias or benevolent sexism, (2) their application is counterfactually unstable across dominant and subordinate social groups, and (3) they encode stereotypes. After giving several different kinds of examples of biased evaluative (...)
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  20. A Framework for Assurance Audits of Algorithmic Systems.Benjamin Lange, Khoa Lam, Borhane Hamelin, Davidovic Jovana, Shea Brown & Ali Hasan - forthcoming - Proceedings of the 2024 Acm Conference on Fairness, Accountability, and Transparency.
    An increasing number of regulations propose the notion of ‘AI audits’ as an enforcement mechanism for achieving transparency and accountability for artificial intelligence (AI) systems. Despite some converging norms around various forms of AI auditing, auditing for the purpose of compliance and assurance currently have little to no agreed upon practices, procedures, taxonomies, and standards. We propose the ‘criterion audit’ as an operationalizable compliance and assurance external audit framework. We model elements of this approach after financial auditing practices, and argue (...)
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  21. Trump, Propaganda, and the Politics of Ressentiment.Cory Wimberly - 2018 - Journal of Speculative Philosophy 32 (1):179-199.
    This article frames Trump's politics through a genealogy of propaganda, going back to P.T. Barnum in the 19th century and moving through the crowd psychologist Gustave Le Bon and the public relations counsel Edward Bernays in the 20th. This genealogy shows how propaganda was developed as a tool by eager professionals who would hire themselves to the elite to control the masses. Trump’s propaganda presents a break in that he has not only removed professionals from control over his propaganda, he (...)
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  22. Paying People to Risk Life or Limb.Robert C. Hughes - 2019 - Business Ethics Quarterly 29 (3):295-316.
    Does the content of a physically dangerous job affect the moral permissibility of hiring for that job? To what extent may employers consider costs in choosing workplace safety measures? Drawing on Kantian ethical theory, this article defends two strong ethical standards of workplace safety. First, the content of a hazardous job does indeed affect the moral permissibility of offering it. Unless employees need hazard pay to meet basic needs, it is permissible to offer a dangerous job only if prospective (...)
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  23. To what extent can institutional control explain the dominance of analytic philosophy?Joel Katzav - 2023 - Asian Journal of Philosophy 2 (45):1-14.
    Katzav and Vaesen have argued that control by analytic philosophers of key journals, philosophy departments and at least one funding body plays a substantial role in explaining the emergence of analytic philosophy into dominance in the Anglophone world and the corresponding decline of speculative philosophy. They also argued that this use of control suggests a characterisation of analytic philosophy as, at the institutional level, a sectarian form of critical philosophy. I test these hypotheses against data about philosophy job hires at (...)
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  24. Implicit Bias and the Idealized Rational Self.Nora Berenstain - 2018 - Ergo: An Open Access Journal of Philosophy 5:445-485.
    The underrepresentation of women, people of color, and especially women of color—and the corresponding overrepresentation of white men—is more pronounced in philosophy than in many of the sciences. I suggest that part of the explanation for this lies in the role played by the idealized rational self, a concept that is relatively influential in philosophy but rarely employed in the sciences. The idealized rational self models the mind as consistent, unified, rationally transcendent, and introspectively transparent. I hypothesize that acceptance of (...)
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  25. Being Good in a World of Need: Some Empirical Worries and an Uncomfortable Philosophical Possibility.Larry S. Temkin - 2019 - Journal of Practical Ethics 7 (1):1-23.
    In this article, I present some worries about the possible impact of global efforts to aid the needy in some of the world’s most desperate regions. Among the worries I address are possible unintended negative consequences that may occur elsewhere in a society when aid agencies hire highly qualified local people to promote their agendas; the possibility that foreign interests and priorities may have undue influence on a country’s direction and priorities, negatively impacting local authority and autonomy; and the related (...)
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  26. More than Skin Deep: a Response to “The Whiteness of AI”.Shelley Park - 2021 - Philosophy and Technology 34 (4):1961-1966.
    This commentary responds to Stephen Cave and Kanta Dihal’s call for further investigations of the whiteness of AI. My response focuses on three overlapping projects needed to more fully understand racial bias in the construction of AI and its representations in pop culture: unpacking the intersections of gender and other variables with whiteness in AI’s construction, marketing, and intended functions; observing the many different ways in which whiteness is scripted, and noting how white racial framing exceeds white casting and thus (...)
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  27. Analytic Philosophy has a Language Problem.Filippo Contesi, Louise R. Chapman & Constantine Sandis - 2022 - Institute of Art and Ideas News.
    Some time ago, the philosopher Luciano Floridi suggested that Western philosophy, and the mainstream contemporary approach to it traditionally called ‘analytic philosophy’, is in dire need of a reboot. The concern was that the discipline might be in a period of decadence. Analytic philosophy would be benefited by greater internationalization, wider and more transparent decision-making, and the reduction (as much as possible) of conflicts of interest as well as of its current habit of hiring and providing publication opportunities on (...)
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  28. Creating the ontologists of the future.Fabian Neuhaus, Elizabeth Florescu, Antony Galton, Michael Gruninger, Nicola Guarino, Leo Obrst, Arturo Sanchez, Amanda Vizedom, Peter Yim & Barry Smith - 2011 - Applied ontology 6 (1):91-98.
    The goal of the 2010 Ontology Summit was to address the current shortage of persons with ontology expertise by developing a strategy for the education of ontologists. To achieve this goal we studied how ontologists are currently trained, the requirements identified by organizations that hire ontologists, and developments that might impact the training of ontologists in the future. We developed recommendations for the body of knowledge that should be taught and the skills that should be developed by future ontologists; these (...)
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  29. Two challenges for CI trustworthiness and how to address them.Kevin Baum, Eva Schmidt & A. Köhl Maximilian - 2017
    We argue that, to be trustworthy, Computa- tional Intelligence (CI) has to do what it is entrusted to do for permissible reasons and to be able to give rationalizing explanations of its behavior which are accurate and gras- pable. We support this claim by drawing par- allels with trustworthy human persons, and we show what difference this makes in a hypo- thetical CI hiring system. Finally, we point out two challenges for trustworthy CI and sketch a mechanism which could (...)
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  30. Parental Leave.H. E. Baber - unknown
    Women in the labor force are at a disadvantage not only because of continuing discrimination in hiring and promotion, but because of factors extrinsic to the labor market hence adjusting conditions within the labor market will not completely eliminate women's disadvantage. Because, unlike most men, most women do not have spouses to take on the major responsibility of running their homes and caring for their children, the costs of working outside the home, particularly in a professional or managerial capacity, (...)
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  31. Negligent Algorithmic Discrimination.Andrés Páez - 2021 - Law and Contemporary Problems 84 (3):19-33.
    The use of machine learning algorithms has become ubiquitous in hiring decisions. Recent studies have shown that many of these algorithms generate unlawful discriminatory effects in every step of the process. The training phase of the machine learning models used in these decisions has been identified as the main source of bias. For a long time, discrimination cases have been analyzed under the banner of disparate treatment and disparate impact, but these concepts have been shown to be ineffective in (...)
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  32. Child Care And Newborn Baby Caretaker In Noida.Prakash Satya - 2017 - Mother Touch Baby Caretaker Services in Noida:2.
    Parenthood is one of the best gifts nature and god has given to humans. Being a parent is a feeling that can be compared to none other but as a baby caretaker a nanny can do this. As a parent, we always strive to provide the best of everything to our children. This however often comes at a price. Mostly it means that both the parents have to be working in order to provide the best facilities and at the same (...)
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  33. Susanne K. Langer and the Harvard School of Analysis.Sander Verhaegh - 2023 - In Lona Gaikis (ed.), The Bloomsbury Handbook of Susanne K. Langer. London: Bloomsbury Handbooks.
    Susanne Langer was a student at Radcliffe College between 1916 and 1926---a highly transitional period in the history of American philosophy. Intellectual generalists such as William James, John Dewey, and Josiah Royce had dominated philosophical debates at the turn of the century but the academic landscape gradually started to shift in the years after World War I. Many scholars of the new generation adopted a more piecemeal approach to philosophy---solving clearly delineated, technical puzzles using the so-called “method of logical analysis”. (...)
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  34. Assessment of Factors of Employee’s Turnover: Case Study in My village (MVi).Narith Por - 2018 - International Journal of Information Research and Review 5 (08):5637-5649.
    Employee is the main resource for organization. Recently, there were many concerns of staff resignation within industries. High staff turnovers cause increase of costs of hiring workforces. Owing this issue, “Assessment of Factor of Employee’s Turnover” was proposed for research with the objective of examination of factors causing staff resignation from MVi. In total 26 staff both women and men who resigned 2016 and 2017 was selected for interview. Quantitative data was used. Three main steps were done including research (...)
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  35. The Big Shill.Robert Mark Simpson & Eliot Michaelson - 2020 - Ratio 33 (4):269-280.
    Shills are people who endorse products and companies for pay, while pretending that their endorsements are ingenuous. Here we argue that there is something objectionable about shilling that is not reducible to its bad consequences, the lack of epistemic conscientiousness it often relies upon, or to the shill’s insincerity. Indeed, we take it as a premise of our inquiry that shilling can sometimes be sincere, and that its wrongfulness is not mitigated by the shill’s sincerity, in cases where the shill (...)
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  36. Preferred Qualifications: Community College Teaching Experience.David Sackris - 2016 - APA Newsletter on Philosophy in Two-Year Colleges 16 (1):12-15.
    Given the extremely tight job market for professional philosophers, more Ph.Ds. are beginning to consider jobs at the community college level. There are good reasons for considering this avenue: if you enjoy teaching, the job focus is on teaching, and you evaluation and tenure depend primarily on your performance in the classroom; if the prospect of working with a very diverse student body, both in terms of background and skill set, appeals to you; if the location in which you live (...)
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  37. From 'Brain Drain' to 'Care Drain': Women's Labor Migration and Methodological Sexism.Speranta Dumitru - 2014 - Women's Studies International Forum 47:203-212.
    The metaphor of “care drain” has been created as a womanly parallel to the “brain drain” idea. Just as “brain drain” suggests that the skilled migrants are an economic loss for the sending country, “care drain” describes the migrant women hired as care workers as a loss of care for their children left behind. This paper criticizes the construction of migrant women as “care drain” for three reasons: 1) it is built on sexist stereotypes, 2) it misrepresents and devalues care (...)
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  38. Symposium on Another Mind-Body Problem.John Harfouch - 2020 - Syndicate.
    John Harfouch’s new book, Another Mind-Body Problem: A History of Racial Non-Being, argues that Immanuel Kant, widely considered the most influential philosopher of the modern period, is the first to claim the lives of non-white people are redundant and worthless. He articulates this through a metaphysics of minds and bodies that ultimately transforms the meaning of philosophy’s mind-body problem. A mind-body problem in the Kantian tradition is not a problem of how minds and bodies interact or brain states give rise (...)
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  39. Luck, Opportunity and Disability.Cynthia A. Stark - 2013 - Critical Review of International Social and Political Philosophy 16 (3):383-402.
    This paper argues that luck egalitarianism, especially in the guise of equality of opportunity for welfare, is in tension with the ideal of fair equality of opportunity in three ways. First, equal opportunity for welfare is compatible with a caste system in employment that is inconsistent with open competition for positions. Second, luck egalitarianism does not support hiring on the basis of qualifications. Third, amending luck egalitarianism to repair this problem requires abandoning fair access to qualifications. Insofar as luck (...)
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  40. Caponapoli.Asma Mehan - 2023 - In Michael G. Kelly, Jorge Mejía Hernández, Sonja Novak & Giuseppe Resta (eds.), OTHER DESTINATIONS: Translating the Mid-sized European City. Osijek: Faculty of Humanities and Social Sciences, Josip Juraj Strossmayer University of Osijek. pp. 46-62.
    Nowadays there is a general acknowledgment of the importance of place in Italian crime novels. In Caponapoli, Massimo Siviero articulates a narrative way in which he approaches the structures, city, and the built environment to reflect the society, cultural relations, transformations and dysfunctions of contemporary Naples. Joe Pazienza, the private detective, has been seen by him recently before he was a reporter. When hired by his first client, Nada Mormile, someone with all the requirements of the dark lady in the (...)
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  41. Does the Cover Letter Really Matter?Khaled Moustafa - 2015 - Science and Engineering Ethics 21 (4):839-841.
    The cover letter is not the main text destined to be evaluated or published. The content of the cover letter is already overlapped and redundant with the article's abstract. Cover letters look like the ‘misleading’ commercial ads; as good or as bad as they might be, they do not change the inherent value of the advertised product. The significance of a manuscript should be manifest in the 200–300 words of its abstract and alongside the manuscript as a whole. The aim (...)
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  42. AI in HRM: Revolutionizing Recruitment, Performance Management, and Employee Engagement.Mostafa El-Ghoul, Mohammed M. Almassri, Mohammed F. El-Habibi, Mohanad H. Al-Qadi, Alaa Abou Eloun, Bassem S. Abu-Nasser & Samy S. Abu-Naser - 2024 - International Journal of Academic Applied Research (Ijaar) 8 (9):16-23.
    Artificial Intelligence (AI) is rapidly transforming Human Resource Management (HRM) by enhancing the efficiency and effectiveness of key functions such as recruitment, performance management, and employee engagement. This paper explores the integration of AI technologies in HRM, focusing on their potential to revolutionize these critical areas. In recruitment, AI-driven tools streamline candidate sourcing, screening, and selection processes, leading to more accurate and unbiased hiring decisions. Performance management is similarly transformed, with AI enabling continuous, data-driven feedback and personalized development plans (...)
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  43.  29
    Resume Scorer.Immadi Siva Harshith Naidu - 2024 - International Journal of Engineering Innovations and Management Strategies 1 (8):1-15.
    The Resume Scorer Application is an innovative platform designed to streamline the process of evaluating resumes for both users and administrators. It features two distinct interfaces: a user interface where individuals can upload their resumes to receive a score based on predefined criteria, including skillsets, experience, and alignment with job roles, and an admin interface for managing user submissions and overseeing the scoring process. The platform utilizes advanced parsing techniques to extract key details such as the applicant's name, email, and (...)
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  44. Breaking down the enigma of out-of-field research teaching among private senior high schools in Davao City, Philippines: A transcendental phenomenological inquiry.Orville J. Evardo Jr - 2024 - Davao Research Journal 15 (1):16-33.
    Subject matter expertise goes far beyond simply knowing and regurgitating facts. It is a multifaceted ability encompassing a deep understanding of the content, pedagogical knowledge, assessment proficiency, fostering critical thinking and problem-solving skills, and cultivating positive attitudes and values. This transcendental phenomenological study was conducted to understand the lived experiences of SHS out-of-field research teachers in terms of assignment, instruction, and feedback. To grasp the phenomenon's essence, transcendental phenomenology aims to set aside the researcher's preconceived ideas and strive for neutrality. (...)
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  45. Who pays attention to the moral aspects? Role of organizational justice and moral attentiveness in leveraging ethical behavior.Hussam Al Halbusi - 2022 - International Journal of Ethics and Systems 38:1-23.
    Purpose – Although there have been several studies on corporate justice and employee ethical behavior, little is known about the conditions in which this link develops. The purpose of this study is to investigate the direct effect of organizational justice and moral attentiveness toward employee ethical behavior. Importantly, this study also considers the moderating role of moral attentiveness on the links between organizational justice and employee ethical behavior. -/- Design/methodology/approach – The data was collected from 350 employees who were assessed (...)
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  46. Constitutional Failures of Meritocracy and Their Consequences.Elisabeth A. Lloyd - 2013 - Hopos: The Journal of the International Society for the History of Philosophy of Science 3 (1):142-144.
    Many of the commentators—let’s ignore their sex for the moment—suggested including women in the Feyerabend conference. Then the question was raised, “but are they of the right quality, status, rank?” That is, do they bring down the average quality of the conference in virtue of their being of inferior status, or, in Vincenzo Politi’s words, not “someone whose work is both relevant to the topic of the conference and also as widely recognized as the work of the invited speakers” (HOPOS-L (...)
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  47. AI-Driven Human Resource Analytics for Enhancing Workforce Agility and Strategic Decision-Making.S. M. Padmavathi - 2024 - Journal of Science Technology and Research (JSTAR) 5 (1):530-540.
    In today’s rapidly evolving business landscape, organizations must continuously adapt to stay competitive. AI-driven human resource (HR) analytics has emerged as a strategic tool to enhance workforce agility and inform decision-making processes. By leveraging advanced algorithms, machine learning models, and predictive analytics, HR departments can transform vast data sets into actionable insights, driving talent management, employee engagement, and overall organizational efficiency. AI’s ability to analyze patterns, forecast trends, and offer data-driven recommendations empowers HR professionals to make proactive decisions in (...), skill development, performance management, and retention. (shrink)
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  48. Artificial Intelligence in HR: Driving Agility and Data-Informed Decision-Making.Madhavan Arul Selvan - 2024 - Journal of Science Technology and Research (JSTAR) 5 (1):506-515.
    In today’s rapidly evolving business landscape, organizations must continuously adapt to stay competitive. AI-driven human resource (HR) analytics has emerged as a strategic tool to enhance workforce agility and inform decision-making processes. By leveraging advanced algorithms, machine learning models, and predictive analytics, HR departments can transform vast data sets into actionable insights, driving talent management, employee engagement, and overall organizational efficiency. AI’s ability to analyze patterns, forecast trends, and offer data-driven recommendations empowers HR professionals to make proactive decisions in (...), skill development, performance management, and retention. (shrink)
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  49. The Hidden Economy in Sudan Causes and Size.Howyda Tahir Hassan Taha & Abdel Muttalib Ali Ibnouf - 2018 - International Journal of Academic Accounting, Finance and Management Research (IJAAFMR) 3 (1):1-7.
    Abstract: The high rates of taxes and customs duties push many to practice various hidden economic activities ranging from tax evasion to money laundering. The basic premise is that the large size of the hidden economy has led to weak economic growth and sustainable development. The researcher relied on descriptive analytical methodology, which was concerned with describing the various aspects related to Sudan's adoption of taxes in financing its public budget and the increase in customs duties and administrative complexities in (...)
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  50. Creating new internship opportunities: engaging employers to see the value in humanities and social sciences.Jonathan Y. H. Sim - 2021 - Times Higher Education (Campus).
    Humanities and social science majors are frequently misunderstood, in Singapore as in many other parts of the world. The value of their education is regularly questioned, and many employers are unaware of the value such majors can bring to the table. They prefer to hire graduates with more explicitly “practical” degrees for jobs that humanities and social sciences students could excel in. As a result, humanities and social sciences students are not typically considered for many organisations and roles, despite offering (...)
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