Abstract:Given the fact that human capital is one of the major sources of competitive advantage of each and every organization, it is of vital importance to determine the extent to which selection methods are effective in terms of choosing quality staff. The main aim is to establish positive correlation between job requirements and candidate's competences and qualifications, so as to retain the best candidates. The purpose of this work is to examine employee selection methods during the hiring process and investigate possible differences between different ranking hotels. The survey was carried out in a number of three, four and five-star hotels in Belgrade city region using both qualitative and quantitative questions as well as interviews with the human resources professionals. The rationale behind research was to compare selection methods utilized by different hotel rating categories and investigate their effectiveness in terms of employee placement, regarding both managerial and non-managerial positions. Apstrakt:Obzirom da je ljudski kapital jedan od osnovnih izvora konkurentne prednosti svake organizacije, od vitalnog je značaja da se utvrdi do koje mere su metode selekcije zaposlenih efektivne po pitanju odabira kvalitetnog osoblja. Cilj je da se ostvari podudarnost između zahteva radnog mesta sa jedne i kvalifikacija i sposobnosti kandidata sa druge strane, kako bi se u organizaciji zadržali najbolji kandidati. Svrha ovog rada je da se razmotre metode selekcije tokom procesa zapošljavanja i da se istraže eventualne razlike izmedju praksi hotela različitih kategorija. Sprovedena je anketa sa kvantitativnim i kvalitativnim pitanjima, kao i intervjuu sa zaposlenima iz sektora ljudskih resursa u beogradskim hotelima sa tri, četiri i pet zvezdica. Ovim istraživanjem su upoređene metode selekcije koje koriste hoteli različitih kategorija, kao i efektivnost istih u odabiru zaposlenih, kako za rukovodeće, tako i za pozicije hotelskog osoblja.

Abstract:Prior studies involving the influence of market orientation on enhanced business performance have shown mixed results. The purpose of the 2011 study was to determine if over the five year period since the 2006 study, the market orientation of community banks in relationship to their business performance had changed. The authors theorized that this inconsistency may be caused by the investment in a market orientation having a diminishing returns when measuring enhanced business performance. To this end authors surveyed community oriented commercial banks in six states. The authors used the responses of the individual bank's CEOP as a proxy for the senior management measure of a commitment of market orientation. They used audited numbers from audited financial statements submitted by the individual banks to their governmental regulators to compute a return on assets which was used as the measure of business performance. The result of the study concluded that there was indeed a point of diminishing return on assets when investing in marketing orientation and identified such a point using a seven pint scale. The point of diminishing return was also identified for each of three components of market orientation using the same scale. It appeared that those banks who tended to control their customer orientation in the 2006 time frame, were better positioned to be successful in the stressed economic times. The participating banks corporate culture, relative to the value of a portion of its customer base that was unprofitable or marginally profitable, and the bank's willingness to move away from these customers, and their propensity to show profit level not enjoyed by their competitors, allows for their survival today.

Apstrakt:Sektor ljudskih resursa je od izuzetne važnosti u poslovanju jer je posvećen povećanju vrednosti ljudskog kapitala kao osnovnoj konkurentnoj prednosti savremenih organizacija. Jedna od važnih aktivnosti koje sektor za upravljanje ljudskim resursima obavlja je popunjavanje pozicija, kao proces privlačenja, odabira, angažovanja i zadržavanja radne snage čiji kvalitet i broj direktno utiču na poslovanje organizacije. Metode koje se koriste u procesu regrutovanja znatno se razlikuju između različitih organizacija i industrija, s tim da ne postoji jasna korelacija između načina oglašavanja i izvora kojima su zaposleni privučeni da se jave na konkurs u organizaciji. U ovom radu, korišćenjem ankete i razgovora sa zaposlenima, posmatrani su odnosi između metoda regrutovanja i izvora informacija o upražnjenim radnim mestima u nekoliko oblasti poslovanja. Cilj je da se utvrdi efektivnost metoda regrutovanja u privlačenju kvalifikovanih kandidata radi popunjavanja upražnjenih pozicija u organizaciji. Abstract:The human resources sector is of the utmost importance in doing business, since it is dedicated to increasing the value of human capital, as the key competitive advantage of contemporary organizations. One of the important activities the human resources sector deals with is filling up staff vacancies, as a process of attracting, selecting, engaging and retaining the workforce, whose quality and number directly affect the organization's business results. The methods used in the recruitment process differ significantly between different organizations and industries, and there is no clear correlation between the mode of advertising and resources used to encourage employees to apply for the vacancies. This paper examines the relationship between recruitment methods and sources of information in several business fields by means of questionnaire and interviews with the employees. It aims to determine the efficiency of recruitment methods with the aim of attracting the qualified candidates for filling up vacancies within an organization.Ključne reči: ljudski resursi, metode regrutovanja, popunjavanje pozicija. UVODSavremeno poslovanje u turbuletnom poslovnom okruženju globalnog tržišta nalaže da se ljudskim resursima treba baviti strategijski. Ljudski kapital je prepoznat kao glavni pokretač razvoja i održivosti organizacija, ali i jedina vrednost nad kojom organizacija nema pravno vlasništvo (Bhutoria, 2006). Nematerijalne vrednosti (intangible assets) koje nastaju kao rezultat rada zaposlenih danas čine najveći deo tržišne vrednosti S&P 500 organizacija, iako nemaju fizičku formu i time knjigovodstvenu vrednost (Ocean Tomo, 2010). Pošto je današnja ekonomija znanja zasnovana na ljudskom kapitalu kao osnovnom izvoru bogatstva, inovativne organizacije sa jakim portfoliom proizvoda i usluga stvorenih kao rezultat rada zaposlenih osiguraće sebi održivost poslovanja u uslovima globalne konkurencije.Proces popunjavanja pozicija, čime se održava stalni priliv kvalitetnog ljudskog kapitala u organizaciji, sastoji se od d...

Abstract:Job satisfaction is an attitudinal variable that reflects feelings of employees about their job. It is directly linked to the level of employee engagement and work performance, thus representing one of the key elements of organizational culture. In this paper we used a job facets approach that focuses on different aspects of job(s) to enable a more complete picture of job satisfaction. Engagement survey was devised around nine different categories (facets) that represent critical job aspects. Each facet was defined by 2-10 questions that are scaled using 5 optional grades to answer. The survey was carried out in an organization within the short period of time and has achieved a very high response rate. The results have shown significant differences both between various job facets as well as certain factors (expressed by survey questions) within the same category. Furthermore, the activities that may help improve the specific aspects of employee engagement are discussed.

Research question: This paper investigated the correlation between the perceptions of strategies that affect professional development and the obstacles to successful implementation of technology-based professional development. Motivation:The research sought to determine elements that make professional development effective in the eyes of teachers, so that they may be more apt to use what they learn in classroom practice. The concept draws upon the TPACK framework while discussion and recommendations draw upon the UTAUT stages that teachers pass through when faced with new innovations. This study looks at the variables of a) time spent teaching, b) level of education, c) knowledge/use of computers, d) class preparation, and e) technology seminars of survey participants, to determine what demographical characteristics may have an impact on certain belief patterns surrounding professional development and technology use. Idea: The idea of this study is to look at the effectiveness of professional development to integrate technology into classroom practice and to allow for recommendations for improved technology-based professional development. Data: Data collected from a paper-based survey was completed by elementary school teachers in the school district of the city of Belgrade, Serbia. Tools: To explore possible correlations and to measure the strength of the relationship between nominal variables in this study, a non-parametric Spearman coefficient was used. Findings: This study has found that educational experiences and practice using technology do correlate with self-efficacy, willingness to use technology and active resistance of professional development experiences. Contribution: The results call for more technology support and communities of collaboration to implement effective professional development and may help educational leaders in Serbia to develop effective technology-based professional development programmes.