• Journal of the Korea Society of Computer and Information
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• v.26 no.12
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• pp.179-185
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• 2021

Private security has the common job characteristics of the police and crime prevention, and is responsible for the safety of our society. However, the hiring process for private security is very different from that of the police. Therefore, in this study, the problems of the private security recruitment process were identified through the police recruitment process and improvement points were suggested. As a result of comparing and examining the recruitment process of the police, the recruitment of private security guards is carried out through education and training, and problems such as the training process and physical strength verification required for security work were investigated. In order to improve the problems in the private security recruitment process, the curriculum of criminal law and criminology, physical examination such as 100m running and left and right grip strength, and practical cases of security work should be added. It is hoped that this study will serve as a basic data for the development of the private security industry along with the recruitment of excellent security guards.

• Korean Journal of Social Welfare
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• v.59 no.2
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• pp.277-302
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• 2007

This study aimed at understanding the staff recruitment process of social welfare organization and providing specific practical implications for better practice in the process. To achieve this, we have contacted a community welfare center which has decided to adopt open and multi-method approach in recruitment process. The data has been collected through in-depth interviews, participatory observation and documents review. Case study analysis has been used for data analysis. The research findings have been presented at five different processes, i.e. recruitment advertisement, documents screening, job interview, selection and result announcement, appointment. A number of themes has been raised such as 'By others faults wise men correct their own', 'Lessons from experience', 'No two men are of a mind', 'Lack of speciality in recruitment methods of social welfare organization'. These themes have been discussed in detail. In conclusion, we have made some practical suggestions for both social welfare organization and job applicants concerning recruitment process.

• Journal of Digital Convergence
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• v.18 no.7
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• pp.85-92
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• 2020

The purpose of this study is to compare and analyze the differences in employment trends between enterprises and job seekers related to the 4th Industrial Revolution, focusing on the 11 elements of recruitment process. As a method of analysis, a methodology suitable for the convergence research methodology was used by mixing social network analysis and variance analysis, and significant results were derived. First, while large enterprises emphasized organizational culture and job analysis, small enterprises emphasized an interview from the perspective of practitioners. Second, in both manufacturing and service industries, enterprises emphasized interviews and documents, but job seekers emphasized job analysis. Third, the proportion of the recruitment process was found to be greater in the manufacturing industry than in the service industry. Fourth, it was found that enterprises accounted for a larger proportion of the recruitment process than job seekers. This showed an interaction effect between the subject and the industry sector. Therefore, the evaluation of the recruitment process between enterprises and job seekers was found to be very different.

• International Journal of Knowledge Content Development & Technology
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• v.12 no.2
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• pp.29-40
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• 2022

The study investigated the challenges of recruitment and selection process of librarians in federal university libraries in South-South, Nigeria. The study adopted a descriptive survey. The population of the study consists of 108 librarians. 95 copies of the questionnaire were filled and returned. The questionnaire was used in collecting data. The overall reliability of the instrument yielded 0.95 with the use of Cronbach Alpha Coefficient. Standard deviation and mean was used to generate the data that was gathered. The rating scale of 4 points was subjected to an estimation procedure using SPSS version 17.0. A mean score of 2.5 and above on any item was accepted. The findings revealed that the librarians identified the challenges to include ethnicity influence; favouritisms; recruitment based on godfatherism; dwindling budgetary allocation. The librarians also identified some of the strategies to include performance at interview as benchmark; equity and fairness as benchmark; recruitment should be done according to relevant discipline; and having channels for reporting cases of corruption during recruitment. Based on the above findings the study recommended among others that recruitment and selection of qualified librarians should be done according to the laid down procedures.

• The Journal of the Korea Contents Association
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• v.11 no.5
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• pp.384-392
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• 2011

Recruitment and selection are separate but mutually reinforcing processes. The goal of recruitment is to attract the largest number of applicants possible to apply to the agency, and selection is the process of weeding out unqualified candidates and identifying qualified candidates. In this context, the recruitment and selection system of police officials is an important issue because it affects their future performance as police officers on the job, especially their policing skills, perception of society, occupational ethics. This study suggested the characteristics of U. S. recruitment and selection system of police officials. In the U. S, each police agency sets up its own recruitment and selection standards and procedures. However, recruitment and selection process follows a certain sequence : receiving application, psychological examination, background check, polygraph test, drug screening, interview, physical agility, and medical test. Special characteristic of American police system regarding recruitment and selection is that many law enforcement agencies use a polygraph test to ensure the integrity of the candidates. Another interesting screening process is a drug test because many Americans abuse illegal drugs. A candidate officer must submit urine or a hair sample for screening test. Police human resources specialists should continually identify the most innovative tests and approaches recruit and select police officers. Recruitment and selection strategies should increasingly attract and retain those officers who have the attributes to work in a community-oriented policing environment.

• Communications for Statistical Applications and Methods
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• v.25 no.5
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• pp.501-512
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• 2018

We propose Sequential Patient Recruitment Monitoring (SPRM), a new monitoring procedure for patient recruitment in a clinical trial. Based on the sequential probability ratio test using improved stopping boundaries by Woodroofe, the method allows for continuous monitoring of the rate of enrollment. It gives an early warning when the recruitment is unlikely to achieve the target enrollment. The packet data approach combined with the Central Limit Theorem makes the method robust to the distribution of the recruitment entry pattern. A straightforward application of the counting process framework can be used to estimate the probability to achieve the target enrollment under the assumption that the current trend continues. The required extension of the recruitment period can also be derived for a given confidence level. SPRM is a new, continuous patient recruitment monitoring tool that provides an opportunity for corrective action in a timely manner. It is suitable for the modern, centralized data management environment and requires minimal effort to maintain. We illustrate this method using real data from two well-known, multicenter, phase III clinical trials.

• Korean Journal of Childcare and Education
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• v.16 no.2
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• pp.25-45
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• 2020

Objective: The purpose of this study is to explore daycare-center director's perceptons of recruitment and to understand how hire beginning teachers. Methods: One hundred twenty-five directors of daycare-centers in Seoul, Incheon, and Gyeonggi-do Province answered a questionnaire that was developed by researchers. The results were analyzed by frequency analysis, descriptive statistics and multiple response analysis through SPSS 18.0. Furthermore, 17 of the directors that participated in the study were given individual interviews by qualitative methods for research. Results: First, 56.8% of the directors felt difficulty to employ beginning teachers because of 'lack of information about them' and 'uncertainty of practice capability.' On the other hand, other directors of daycare-centers said that they hire them for 'high acceptance' and 'operational efficiency of the daycare-center.' Second, the main way to recruit teachers for daycare-centers is open recruitment, and through recommendations of acquaintances or through colleges in relevant fields. Professional talent and personal characteristics were important selection criteria for recruitment, and daycare-center directors used interviews, résumés, cover-letters, and demo classes for the hiring process. Primarily, most directors select candidates through résumés and cover-letters, and the final selection is completed by conducting interviews. Conclusion/Implications: In conclusion, this study can be useful to prepare beginning teachers for employment and for educating applicants.

• The Pure and Applied Mathematics
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• v.4 no.2
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• pp.105-110
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• 1997

The distribution of staff in a hierachial organization has been studied in a variety of forms and models. Results here show that the promotion process follows a binomial distribution with parameters n and $\alpha=e^{-pt}$ and the recruitment process follows a poisson distribution with parameter $\lambda$. Futhermore, the mean time to promotion in the grade was estimated.

• BMB Reports
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• v.34 no.4
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• pp.285-292
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• 2001

Insulin stimulates glucose uptake in muscle and adipose tissue and thus maintains normal blood glucose level in our body. Derangement of this process causes many grave health problems. Insulin stimulates glucose transport primarily by recruiting GLUT4 from its intracellular storage sites to the plasma membrane. The process is complex and involves GLUT4 trafficking through multiple subcellular compartments (organelles) and many protein functions, details of which are poorly understood. This review summarizes a recent development to isolate and characterize the individual intracellular GLUT4 compartments and to illustrate how this compartmental analysis will help to identify the insulin-sensitive step or steps in the insulin-induced GLUT4 recruitment in rat adipocytes. The review does not cover the recent exciting development in identification of many proteins implicated in this process.

• Kyungpook Mathematical Journal
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• v.60 no.2
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• pp.319-334
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• 2020

We propose a mathematical model with Holling type II functional response, to study the dynamics of vaccination. In order to make our model more realistic, we have incorporated the recruitment of infected individuals as a continuous process. We have assumed that vaccination cannot be perfect and there is always a possibility of re-infection. We have obtained the existence of a disease free and endemic equilibrium point, when the recruitment of infective is not considered and also obtained the existence of at least one endemic equilibrium point when recruitment of infective is considered. We have proved that if R_v < 1, disease free equilibrium is locally asymptotically stable, which leads to the elimination of the disease from the population. The persistence of the model has also been established. Numerical simulations have been done to establish the results obtained.