國立虎尾科技大學 |

A Framework for Onboarding and Hiring Practices for Sustainability.

Record Type:	Language materials, manuscript : Monograph/item
Title/Author:	A Framework for Onboarding and Hiring Practices for Sustainability./
Author:	Douglas, Lavonya.
Description:	1 online resource (34 pages)
Notes:	Source: Dissertations Abstracts International, Volume: 85-01, Section: A.
Contained By:	Dissertations Abstracts International85-01A.
Subject:	Sustainability. -
Online resource:	click for full text (PQDT)
ISBN:	9798379961947

A Framework for Onboarding and Hiring Practices for Sustainability.
Douglas, Lavonya.

A Framework for Onboarding and Hiring Practices for Sustainability. - 1 online resource (34 pages)

Source: Dissertations Abstracts International, Volume: 85-01, Section: A.

Thesis (Psy.D.)--William James College, 2023.

Includes bibliographical references

In this doctoral research paper, we delve into designing a framework for onboarding and hiring practices that are founded on the principles of relationship-building and connection. At the core of the framework are several theoretical models, including Transformational leadership theory and the SCARF model. Our goal is to create a framework that is applicable to all organizations and places a strong emphasis on forming meaningful relationships from the start of the hiring process, showcasing the company culture, and finding the perfect fit for each position.This framework prioritizes inclusivity in relationships, a thorough selection process for staff, and efficient implementation procedures. Hireology (2019) suggests that by building relationships with job candidates, companies can maintain a pool of talented prospects and keep them eager about joining the team once a position opens. With this framework, companies can be intentional about how they connect with people and hire those who fit their current needs but have room for growth within the organization. And when it is time for a new hire to join the team, their development plan is already mapped out with the flexibility to pivot if their passions shift. All in all, this framework is about building working relationships and hiring the right person for the right position.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2024

Mode of access: World Wide Web

ISBN: 9798379961947Subjects--Topical Terms:

793436
Sustainability.
Subjects--Index Terms:

Hiring practicesIndex Terms--Genre/Form:

554714
Electronic books.

A Framework for Onboarding and Hiring Practices for Sustainability.
LDR:02690ntm a22003977 4500 001 1141891
005 20240604073554.5
006 m o d
007 cr mn ---uuuuu
008 250605s2023 xx obm 000 0 eng d
020 $a 9798379961947
035 $a (MiAaPQ)AAI30487344
035 $a AAI30487344
040 $a MiAaPQ $b eng $c MiAaPQ $d NTU
100 1 $a Douglas, Lavonya. $3 1465951
245 1 2 $a A Framework for Onboarding and Hiring Practices for Sustainability.
264 0 $c 2023
300 $a 1 online resource (34 pages)
336 $a text $b txt $2 rdacontent
337 $a computer $b c $2 rdamedia
338 $a online resource $b cr $2 rdacarrier
500 $a Source: Dissertations Abstracts International, Volume: 85-01, Section: A.
500 $a Advisor: Young, Aprille.
502 $a Thesis (Psy.D.)--William James College, 2023.
504 $a Includes bibliographical references
520 $a In this doctoral research paper, we delve into designing a framework for onboarding and hiring practices that are founded on the principles of relationship-building and connection. At the core of the framework are several theoretical models, including Transformational leadership theory and the SCARF model. Our goal is to create a framework that is applicable to all organizations and places a strong emphasis on forming meaningful relationships from the start of the hiring process, showcasing the company culture, and finding the perfect fit for each position.This framework prioritizes inclusivity in relationships, a thorough selection process for staff, and efficient implementation procedures. Hireology (2019) suggests that by building relationships with job candidates, companies can maintain a pool of talented prospects and keep them eager about joining the team once a position opens. With this framework, companies can be intentional about how they connect with people and hire those who fit their current needs but have room for growth within the organization. And when it is time for a new hire to join the team, their development plan is already mapped out with the flexibility to pivot if their passions shift. All in all, this framework is about building working relationships and hiring the right person for the right position.
533 $a Electronic reproduction. $b Ann Arbor, Mich. : $c ProQuest, $d 2024
538 $a Mode of access: World Wide Web
650 4 $a Sustainability. $3 793436
653 $a Hiring practices
653 $a Onboarding
653 $a Framework
653 $a Hiring process
653 $a SCARF model
655 7 $a Electronic books. $2 local $3 554714
690 $a 0454
690 $a 0629
690 $a 0640
710 2 $a ProQuest Information and Learning Co. $3 1178819
710 2 $a William James College. $b Organizational Psychology. $3 1465952
773 0 $t Dissertations Abstracts International $g 85-01A.
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=30487344 $z click for full text (PQDT)