Area of HR practice for investigation:
• There is no proper process of recruitment that is followed by the HR department. Various techniques are used such as walk-ins, employee referrals, manpower consultants, etc. There is lack of focus and clarity in the ways candidates are selected within the organization. On many occasions, there are cases of favoritism and baseless recruitment of candidates those are under-qualified for the various job positions within the organization. Therefore, the organization is facing the problem where many of the employees are not able to cope up with the job requirements and work pressure as they are under-qualified for many job positions. This is costing the organization in terms of increased costs and reduced profitability.
• The other area of concern is that there is no proper tracking of the hiring timeline as a result of which on several occasions the company is not able to find the required number of candidates to fill up the vacant job positions within the stipulated time. Owing to this, on many occasions the organization has to function without the required number of employees and that is also a major cause of fall in productivity and profitability.
• The traditional systems of HR functions such as manual documentation and file handling procedures have also affected the organization to the core. The lack of software for maintaining the hires databases has caused misplacement of data of the recruited employees and the new joiners. This is also a major cause of concern for the HR department as the misplacement of documents is causing serious problems in undertaking the HR functions.
• The organization needs to reduce the hiring time process through the adoption of quicker methods of recruitment such as e-recruitment procedures such that the news of recruitment is spread to the maximum number of candidates within the shortest possible period of time. This will help to recruit the desired number of candidates in the fastest possible manner such that the vacant positions are filled in quickly at reduced costs to the company behind recruitment.
• Another concerning issue is the involvement of a large number of HR personnel in the hiring process. This has happened owing to the lack of a systematic recruitment and hiring process followed by the organization. The lack of a sound strategy of recruitment has created the situation of too many cooks who have spoiled the broth. There is no requirement for such a large number of HR personnel to get involved in the recruitment process. This has increased the costs to the company manifold.
Literature review 1:
In the opinion of Malik and Razaullah (2013), e-recruitment can be considered as one of the most emerging branches of e-commerce. It is nowadays considered as one of the most effective tools for having access to the most talented workforce in the job market. It is also considered as one of the most efficient processes of developing and maintaining the database of the HR. This article discusses the results of a research study that was conducted on the e-recruitment methods observed by the organizations in the telecom sector in Peshawar. The quantitative data collection and analysis methods were implemented by the researcher for the purpose of achieving the results of the research and arriving at the logical interpretations. The results of the study have depicted that there is a positive relationship between the implementation of the e-recruitment strategies by the organizations in the telecom sector and the successful attraction of workforce. The reason behind the effectiveness of the e-recruitment strategies is thought to be the fact that it offers quick, reliable and prompt solutions to some of the most potent HR problems such as high employee turnover in the telecom and services sectors. The said research also utilized the secondary data collection procedure for gathering published materials from various organizations in the telecom sector. The primary data was gathered with the help of interviews and questionnaires administered to the HR personnel of those organizations.
Literature review 2:
In the view of Lakshmi (N.D.), e-recruitment can be described as the process of online recruitment that encompasses the use of resources and technology those are dependent on sources from the web. It is a much efficient and effective technique of recruitment. The major advantage of using the e-recruitment process is that the organization can reach out to a large pool of candidates and recruit those whose skills match with the job requirements. The process of e-recruitment helps the organization to cut down on its costs and make the recruitment process much quicker. In this article, the author has discussed the various advantages and disadvantages to the organizations in using the e-recruitment process. The major advantages those have been identified from the study are as follows:
• The vacant positions are filled up fast that reduces the delay in hiring.
• The administration behind recruitment is reduced by almost 50% and therefore the HR personnel can focus on other key HR activities.
• The company can post the job vacancies on their own portals or in external job portals.
• The dependency and costs incurred by the recruitment agencies are reduced fast.
• The brand awareness is enhanced as several candidates are attracted to the official website of the company.
• It is possible to achieve global talent sharing through a single system and this data is used to target the job seekers who seek jobs passively.
The e-recruitment process has some inherent limitations also those are as follows:
• The organization can only reach out to those job seekers those have access to the web and internet.
• There is enhanced competition among the candidates because many companies can have access to the same candidates.
• The process is not so much effective in case of local job markets.
• There is a chance of lack of authentic information and qualifications provided by the candidates in their online credentials. It often happens that the company wastes time in recruitment and selection processes behind the wrong candidate whereas a truly qualified and deserving candidate is left out of contention.
Literature review 3:
According to Dhamija (2012), the role of internet and web has become pivotal in the modern HRM. There has been innovation in the ways that HRM is conducted in the modern organizations. Human Resource Information System and E-HRM are some of the new technologies those are being implemented in the process of modern HRM. This article has discussed the essence of e-recruitment in an organization. It is defined as the process of posting job vacancies by an organization on its own website or on the job portal of an online recruitment agency. The utility of this form of recruitment is that it enables the candidates to send their resumes directly to the company via the online website or to the online recruitment agency's portal that forwards the resumes directly to the company. The major advantage of the process has been that there has been a reduction in the number of routine tasks of administration those were required in the recruitment process. The article contains details of the various forms of e-recruitment such as official websites of organizations, emails, and the online recruitment agencies. The various advantages and disadvantages of e-recruitment have also been discussed in this research report.
Recommendations to stakeholders:
• The e-recruitment processes should be administered with urgency such that the company can hire the right candidates within the timeline of recruitment so that there are no vacant positions beyond the recruitment deadline.
• The organization should develop its own website and post the job vacancies on its own portal for which it needs to undertake the services of a website development and management company that will develop the website of the company and maintain it.
• The social media needs to be used widely for the purpose of promoting the various job positions those need to be filled up. The responsibility of this can be attributed to the same organization that has been given the charge of website development and handling.
• The management needs to install some of the latest HR software that helps in maintain and handling employee database and offers effective storage and retrieval of employee data. The big data methods can be implemented by the organization along with the innovative database management systems those help in maintaining effective communications among various departments within the organization and achieve real-time update of information.
• The number of administrative personnel involved in the recruitment process needs to be reduced considerably so that the HR personnel can focus on various other key tasks other than recruitment. This will also enable the company to achieve cost-effectiveness and productivity will increase.
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2.HR Zone. (2013). What is E-Recruitment? Retrieved from hrzone: https://www.hrzone.com/hr-glossary/what-is-e-recruitment
3.Lakshmi, S. (N.D.). E-RECRUITMENT: A BOOM TO THE ORGANIZATIONS IN THE COMPETITIVE WORLD. Journal of Business and Management; 2319-7668, 25-28.
4.Malik, Z., & Razaullah, D. (2013). The Role of E-recruitment Towards Attraction of Workforce: A Case of Telecom Sector Organization. Abasyn Journal of Social Sciences Vol. 6 No. 1, 104-115.
5.Royal Literary Fund. (2017). Literature reviews. Retrieved from https://www.rlf.org.uk/resources/what-is-a-literature-review/
6.SHAHILA, M. D., & VIJAYALAKSHMI, M. R. (2013). E-RECRUITMENT CHALLENGES. International Journal of Social Science & Interdisciplinary Research; IJSSIR, Vol. 2 (5), 118-123.