CHAPTER II

REVIEW OF RELATED LITERATURE AND STUDIES

This chapter presents the review of related literature and studies, and the

definition of terms used in the study.

Related Literature.

1. Understanding Illiteracy

The literature entitled “A Review about Functional Illiteracy: Definition, Cognitive,

Linguistic, and Numerical Aspects has been proposed to define, explain and clarify their

knowledge about the aspects of Functional Illiteracy and what areas they differ from

illiterates and dyslexics.

The review shows that despite having formal education, functional illiterates do not

possess basic skills. The authors cannot conclude what abilities does the functional

illiterates have the largest deficit. But according to the presumptions of Vágvölgyi et al.

(2016):

Functional illiterates are defined as those adults who attended the compulsory years

in education but could not acquire basic reading, writing, and calculation skills. Their

impairments negatively affect their effective functioning in everyday life. In particular,

functional illiterates have poor language skills (writing, reading, oral communication)

(e.g., difficulty understanding a medicine label) as well as poor arithmetic abilities (e.g.,

inability to compare the price of two products) that generally influence everyday life

situations (e.g., get the information from a timetable).

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Although the literature presents the topic in different approach, this paper primarily

focuses on the inability or being unable to read or write.

2. Understanding Illiterate Employees

The next literature presents the views on illiterates working and being involved in

their community. The discussion also talks about the definition, social impact, economic

cost and recommendations of illiteracy.

World Literacy Foundation (2015) states that employees with poor literacy are more

likely to experience work-related accidents because of their inability to read or

understand written health and safety regulations and warnings or instructions (e.g., how

to safely operate machinery). This establishes the idea of disadvantages in having

illiterate workers in businesses. Poor literacy also limits a person’s ability to engage in

activities that require critical thinking or numeracy skills. Without the ability to read or

write, many illiterate employees become trapped in a cycle of poverty with minimal

opportunities for employment.

Despite the fact that the literature presents the subject the other way, this paper

focuses on effects of having illiterate workers in business fields.

In connection with the idea of illiterates being involved in their community is another

study entitled Behavior Analyses Help People Work Safer. This is an analysis of an

employee based on their behavior so that they would not bring risks among their co-

employees.

As stated in American Psychological Association (2014) behavior analysis is

systematic approaches that increase safe behaviors, lessen risky behaviors, and
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prevents further accident injury at work, and on the road. This commends the idea of

unfavorable circumstances on having illiterate employees in occupations. The program

starts with distinguishing one or more critical behaviors to change. The employees

possess the behavior in safer direction.

Therefore, this leads to the conclusion of having a high value in checking the

employees’ behaviors that may bring risks among other employees, work and the

workplace itself. Thus, keeping every employees’ behaviors to be efficient on their

occupations, allowing them to have much concise path towards the betterment of

themselves and their jobs without having to deal with the hindrances that illiteracy

could bring.

Synthesis

As a conclusion, the literature gives the definition and idea of what illiteracy is. This

strengthens the idea that being illiterate affects the performance of a person in his or

her everyday life.

After knowing what functional illiteracy is, we also look the idea of functional

illiterates that are being involved in the workplace and understanding their

perspectives. From the literature presented, having a reading and writing skills that are

not beyond basic level may be a reason for having disadvantages as an employee in the

workplace. Also, being functional illiterate limits the ability of the person to engage in

every activities of a business that needs literacy skills. (e.g., having a hard time in

understanding the workplace hazard symbols, having a difficulty in reading and writing
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can result to less opportunities in the business field and are not accepted by most of the

employers).Another literature is presented that contradicts the idea of being illiterate in

the workplace. The behavior of a functional illiterate employee towards the people that

surrounds him or her is more important for them to work safer.

Related Study.

1. Understanding Hiring Process

While there has been much research on the recruitment and selection itself, few

researchers have taken the process of recruiting and selecting of employees into

consideration. This study entitled Recruitment and Selection Process helps the

organization to identify the area of problem and suggest ways to improve recruitment

and selection process.

Karthiga (2015), in her work Recruitment and Selection Process, formally defines

recruitment and selection as the process of searching for prospective employees and

stimulating them to apply for jobs in the organization. She also states that Selection may

be defined as the process by which the organization chooses from among the

applicants, those people whom they feel would best meet the job requirement.

Following Karthiga, there are also several publications that illustrate an overall trend.

This include Prince (2007) in his work Human Resource Management in a Business

Context, he defines recruitment and selection as the process of retrieving and attracting

able applications for the purpose of employment. He states that the process of

recruitment is not a simple selection process, while it needs management decision-

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making and broad planning in order to appoint the most appropriate manpower.

However, this approach only contains information collected that is based from the

perception of the respondents.

Although the study presents the perceptions of the respondents, this can also help to

decide and select the right applicants for the right job. Also, these studies focus on

understanding and knowing about recruitment and selection process.

The next study entitled The Impact of Recruitment, Selection Criteria on

Organizational Performance has proposed to explain that most recruitment and

selection processes have elements of subjective judgments’ that are inherit in them.

Recruitment and selection criteria have important effect on organization’s performance.

The author of the study,Ekwoaba,Ikeije, and Ufoma (2015) stated that “Hiring

process is important functions of human resource management for any type of business

organization. These are terms that refer to the process of attracting and choosing

candidates for employment.” Related study includes Gamage (2014) in his journal

entitled Ruhuna Journal of Management and Finance, which stated that:

The main purpose of recruitment is to provide the company with a pool of potentially

qualified job candidates. In fact, the basic purpose of recruitment is to create a pool of

suitably qualified candidates to enable the selection of the best candidates for the

organization, by attracting more and more employees to apply in the organization

whereas the basic purpose of selection process is to choose the right candidate to fill
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the various positions in the organization. Which means the main goal for the employers

in hiring employees is their right qualification for a specific job.

Gamage (2014) added that “function may be a negative function rather than a

positive function.” Since not all employees fit in for the available slot in a job

opportunity, the application given may be voided by the employer.

The selection practices will determine who is hired. If properly designed, it will

identify competent candidates and accurately match them to the job. The use of the

proper selection device will increase the probability that the right person is chosen to fill

a slot. When the best people are selected for the job, productivity increases (Gamage,

2014). Therefore, having a uniform way of recruiting and selecting applicants in

determining who is hired may result in positive outcome towards the organizational

performance and efficiency.

2. Understanding the different factors in hiring employees

The next literature presents the different qualities that the employers take

account of in hiring applicants. According to a study from The University of Scranton

(n.d.), there are certain qualities companies look for when hiring for their new

employees. One of the qualities is that applicants should have the potential; recruiters

must look for traits of commitment in an applicant. Another one is that soon-to-be

employees should be enthusiastic and passionate for what they do and what they want

to learn. Lastly, putting skills into actions. Hiring managers must request potential new

employees to complete a task to hone their skill set. This suggests the concept of
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qualities that the applicants should possess to be considered by the companies or the

employers for hiring them.

Another study relating to the qualities that applicants should have to be considered

by employers is entitled 7 Skills Employers Look for Regardless of the Job. These present

the views on skills that employers look for regardless of the job in a company.

Brooks (2019) stated that when it comes to employers they are looking for

applicant that will fill a vacancy, and has knowledge more than just about the technical

skills because those potential are expected to fulfill the task. However, there are soft

skills that make a big impact in a workplace because companies can teach technical skills

but not the harder soft skills. (e.g., having a strong communication skills is you are being

able to convey information in interview or to people clearly and simply in a way that

things are understood and get done.) (e.g., digital literacy that means being comfortable

with computers, online research or papers and apps—not to mention industry-specific

software.) This establishes the idea of the soft skills employers look for when hiring in

their company. This can also help to decide on selecting the right applicants for the job's

position and also this literature focuses on understanding and knowing the skills that

employers look for.

Another study about this idea is entitled “How to find a job when you are illiterate”.

According to Hammond (2018), being illiterate can make the search for job even more

challenging; however, there are techniques that may help past your illiteracy. Patience is
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the key. Present yourself well-groomed with nice clothes. This shows a strong desire for

employment and leaves good impression on potential employers. Acknowledge your

strengths and weaknesses but remain confident. In conjunction with the appearance,

confidence shows personal strength and desire to work. Also consider the unique skills

and abilities that you possess that have nothing to do with your illiteracy like your

physical strength. It is important that you stay patient and willing as you search for

employment.

Synthesis

To sum up, the studies have given the definition and background about hiring

process. Although the some review contradicts the idea that illiterates can have a job

based on their qualities that the employers needed for a specific slot.

As an employer, making the right decision in selecting candidates for a specific job can

increase the productivity of a company. Before hiring a person to do a job, it will be

done in a series of process. The applicant should also be fitted for a specific position in

the job so that he or she may apply his or her interest in that field. Proper selection of

an employee is needed so that the productivity of the business will rise. The factors can

also be considered before deciding on selecting the right applicants for the job's position

and also this literature focuses on understanding and knowing the skills that employers

look for.

Therefore, the related reviews show that there is a connection between illiterate

people and how they would be recruited and selected as one of the employees in an
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organization. Even though illiterates have needs in literacy skills, they must be

supported and should not be excluded in the process of hiring. As long as they have the

qualities, good behavior, requirements in a position and respect the human rights, they

must be selected as an employee.

Definition of Terms Used in the Study

All of the words stated here may be unfamiliar to certain people. The following shows

the meaning behind these terms.

Illiteracy— the quality or condition of being unable to read or write

Functional Illiteracy—is a reading and writing skills that are inadequate to manage daily

living and employment tasks that require reading skills beyond a basic level

Functional Illiterate— is a person who cannot manage to use reading, writing, and

calculation skills in his/her daily living and employment tasks.

Illiterate People — someone who is unable to read or write

Hiring Process — is the process of finding, selecting and recruiting new employees to a

company.

Employ — give work to (someone) and pay them for it

Employers—a person or organization that employs people

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Employees — an individual who was hired by an employer to do a specific job

Recruitment— refers to the process of selecting and appointing suitable candidates for
job within a company

Selection— choosing the most suitable candidate for vacant position in the

organization.