Normal view MARC view ISBD view

Digitalization in human resource professionals: the efficiency of virtual hiring in the selection process of talent acquisition in Metro Manila Companies 6

By: Julianna Mae G. Allas. Kaila Rose L. Dapiaoen, Nelson O. Estira, Eunice G. Gueverra, Yves Tara L. Meneses, Julieta C. Rivera, Precious Shaina B. Tupas 4 0 16, [, ] | [, ] |

Contributor(s): 5 6 [] |

Language: Unknown language code Summary language: Unknown language code Original language: Unknown language code Series: ; 4489646Edition: Description: 109 pagesContent type: text Media type: unmediated Carrier type: volumeISBN: ISSN: 2Other title: 6 []Uniform titles: | | Related works: 1 40 6 []Subject(s): -- 2 -- 0 -- -- | -- 2 -- 0 -- 6 -- | 2 0 -- | -- -- 20 -- | | -- -- -- -- 20 -- | -- -- -- 20 -- --Genre/Form: -- 2 -- Additional physical formats: DDC classification: | LOC classification: | | 2Other classification:

Contents:

Action note: In: Summary: ABSTRACT: The study focuses on the efficiency of virtual hiring compared to traditional hiring and whether it significantly affects decision-making. This can be measured by the amount of time and process in interviewing candidates who applied virtually and traditionally-the respondents are composed of HR professionals currently working in Metro Manila under Philippine-based companies. A correlational research design was used in the study. The researchers used a Likert Scale to determine the result and interpretation of the responses from the survey. The formulas used to compare virtual hiring, and traditional hiring results are composed of percentages, mean, and t-tests. The study revealed that virtual and traditional hiring both have an interpretation of being effective as a way to conduct the hiring process. With that, it can be deduced that virtual hiring has no significant difference or variance with traditional hiring in terms of its efficiency that could affect HR professionals decision-making. It is also evident that only the process of interviewing and the number of qualified candidates acquired virtually has a considerable impact on the decision-making. Other editions:

Tags from this library: No tags from this library for this title. Log in to add tags.

Average rating: 0.0 (0 votes)

Holdings ( 1 )
Title notes
Comments ( 0 )

Item type	Current location	Home library	Collection	Call number	Status	Date due	Barcode	Item holds
Book	PLM	PLM Filipiniana Section	Filipiniana-Thesis	HF5549 A45 2022 (Browse shelf)	Available		FT8392

Total holds: 0

Browsing PLM Shelves , Shelving location: Filipiniana Section , Collection code: Filipiniana-Thesis Close shelf browser

Previous	No cover image available	No cover image available	No cover image available	No cover image available	No cover image available	No cover image available	No cover image available	Next
Previous	HF5549 A38 2024 Butter than Ever: The flavored butter	HF5549 A43 2023 The mediating role of job embeddedness: a study on how employee evaluation improves employee retention /	HF5549 A44 2024 The adoption of artificial intelligence technology for talent acquisition of virtual assistants in Metro Manila /	HF5549 A45 2022 Digitalization in human resource professionals: the efficiency of virtual hiring in the selection process of talent acquisition in Metro Manila Companies	HF5549 A45 2023 Verde Essence: Exploring Soap Tablets for Personal Care /	HF5549 A45 2024 Sabadog: Satisfy your craving with every bite /	HF5549 A46 2023 A Feasibility Study on DyeVersity: A semi-permanent hair dye conditioner for your diverse style	Next

Research Paper: (BSBA major in Human Resource Management) - Pamantasan ng Lungsod ng Maynila, 2022 56

ABSTRACT: The study focuses on the efficiency of virtual hiring compared to traditional hiring and whether it significantly affects decision-making. This can be measured by the amount of time and process in interviewing candidates who applied virtually and traditionally-the respondents are composed of HR professionals currently working in Metro Manila under Philippine-based companies. A correlational research design was used in the study. The researchers used a Likert Scale to determine the result and interpretation of the responses from the survey. The formulas used to compare virtual hiring, and traditional hiring results are composed of percentages, mean, and t-tests. The study revealed that virtual and traditional hiring both have an interpretation of being effective as a way to conduct the hiring process. With that, it can be deduced that virtual hiring has no significant difference or variance with traditional hiring in terms of its efficiency that could affect HR professionals decision-making. It is also evident that only the process of interviewing and the number of qualified candidates acquired virtually has a considerable impact on the decision-making.

There are no comments for this item.

to post a comment.