Recruiting
Content
Recruiting: Posting jobs on company websites or specialized career portals is easier, and helps the HR managers reach a larger pool of potential job applicants and assist in assessing if an applicant possesses some basic technology skills. Additionally, electronic resumes are easier to scan that paper copies fo relevance to the job in question. 1. Nearly four out of five companies currently use the internet to recruit new employees by adding a recruitment section to their website. 2. large organizations, or those planning to do a lot of internet recruiting often develop dedicated sites for recruitment. 3. These sites are also used to showcase the organization's products, services, corporate philosophy, and mission statement which increases the quality of applicants. 4. the best of these sites include an online response form so applicants need not to send a seperate resume by mail, email or fax. They fill in the electronic resume instead. 5. The growth of internet has also given rise to commercial job-posting services that provide essentially electronic classified ads. 6. Agressive job candidates are also using the internet. They set up their own web pages, called "websumes" to sell their their job candidacy. 7. Internet recruiting provides a low-cost means for most businesses to gain unprecedented access to potential employees worldwide. 8. It is also a way to increase diversity and find people with unique talents.
Technology has had a positive effect on internal operations for organizations, but it has also changed the way the human resource managers work. Knowing the ffects of technology helps managers better facilitate human resource plans, make decisions faster, more clearly define jobs, and strengthen communications with both the external community and employees. 1. Recruiting: Posting jobs on company websites or specialized career portals is easier, and helps the HR managers reach a larger pool of potential job applicants and assist in assessing if an applicant possesses some basic technology skills. Additionally, electronic resumes are easier to scan that paper copies fo relevance to the job in question. 2. Employee Selection: Hiring good people is particularly challenging in technology-based organizations because they require a unique brand of technical and professional people. 3. Training and development: Technology has provided HRM opportunities to deliver specific information to employees on demand, whenever the employee has the time to concentrate on the material. these training media can "send" employees to training without actually transporting them from one place to another. 4. Ethics and employee rights: the development of increasingly sophisticated surveillance software adds to the ethical dilemma of how far an organization should go in monitoring the behaviour of its employees. 5. Motivating knowledge workers: Employers often believe that they have to monitor what their employees are doing on their computers, whether they are working or surfing web and checking stock prices. In USA recreational web-surfing has been said to cost a billion dollors in wasted computer resources and billions of dollors in lost work productivity. 6. Paying employees market value: It is becoming increasingl;y difficult for organizations today to find and keep technical and professional employees. Cost of incentives is one factor. they are costly on one hand, and may be a demotivating factors for the ones denied. 7. Communications: The technology has broken old communication patterns in organizations. Email, virtual meetings, teleconferencing, word processing, etc. have on one hand simplified cumbersome communication procedures, while on the other they place an added responsibility of training employees to use these systems. negative use of communication technologies by
employees is another problem for HR managers. 8. decentralized work sites: Much of the challenge regarding decentralized work sites revolves around training managers how to establish and ensure appropriate work quality and on-time completion. Work from home may also require HRM to rethink its compensation policy. 9. Skill levels: Employees skill requirements has increased. Workers need to read and comprehend software and hardware manuals, technical journals, and detailed reports. technology tends to level the competitive playing field too. It provides organizations with ability to innovate, bring products to markets rapidly, and respond to customer requests. E-commerce is another avenue. 10. A legal concern: Organizations that use technology, particularly internet and email, must address the potential for harassment, bias, discrimmination, and offensive sexual behaviour. Evidence is increasing that employees tend to overlook these issues in electronic communication that they use in traditional work settings. HRM policy must define inapprpriateelectronic communication, reserve the right to monitor employee internet and email usage and specify disciplinary actions for violations.
Technology has had a positive effect on internal operations for organizations, but it has also changed the way the human resource managers work. Knowing the ffects of technology helps managers better facilitate human resource plans, make decisions faster, more clearly define jobs, and strengthen communications with both the external community and employees. 1. Recruiting: Posting jobs on company websites or specialized career portals is easier, and helps the HR managers reach a larger pool of potential job applicants and assist in assessing if an applicant possesses some basic technology skills. Additionally, electronic resumes are easier to scan that paper copies fo relevance to the job in question. 2. Employee Selection: Hiring good people is particularly challenging in technology-based organizations because they require a unique brand of technical and professional people. 3. Training and development: Technology has provided HRM opportunities to deliver specific information to employees on demand, whenever the employee has the time to concentrate on the material. these training media can "send" employees to training without actually transporting them from one place to another. 4. Ethics and employee rights: the development of increasingly sophisticated surveillance software adds to the ethical dilemma of how far an organization should go in monitoring the behaviour of its employees. 5. Motivating knowledge workers: Employers often believe that they have to monitor what their employees are doing on their computers, whether they are working or surfing web and checking stock prices. In USA recreational web-surfing has been said to cost a billion dollors in wasted computer resources and billions of dollors in lost work productivity. 6. Paying employees market value: It is becoming increasingl;y difficult for organizations today to find and keep technical and professional employees. Cost of incentives is one factor. they are costly on one hand, and may be a demotivating factors for the ones denied. 7. Communications: The technology has broken old communication patterns in organizations. Email, virtual meetings, teleconferencing, word processing, etc. have on one hand simplified cumbersome communication procedures, while on the other they place an added responsibility of training employees to use these systems. negative use of communication technologies by
employees is another problem for HR managers. 8. decentralized work sites: Much of the challenge regarding decentralized work sites revolves around training managers how to establish and ensure appropriate work quality and on-time completion. Work from home may also require HRM to rethink its compensation policy. 9. Skill levels: Employees skill requirements has increased. Workers need to read and comprehend software and hardware manuals, technical journals, and detailed reports. technology tends to level the competitive playing field too. It provides organizations with ability to innovate, bring products to markets rapidly, and respond to customer requests. E-commerce is another avenue. 10. A legal concern: Organizations that use technology, particularly internet and email, must address the potential for harassment, bias, discrimmination, and offensive sexual behaviour. Evidence is increasing that employees tend to overlook these issues in electronic communication that they use in traditional work settings. HRM policy must define inapprpriateelectronic communication, reserve the right to monitor employee internet and email usage and specify disciplinary actions for violations.
