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IMPACT OF E-RECRUITMENT ON HUMAN RESOURCE

IMPACT OF E-RECRUITMENT ON HUMAN RESOURCE
Author: Dr. Ajay Tyagi
Publisher: Horizon Books ( A Division of Ignited Minds Edutech P Ltd)
Total Pages: 186
Release: 2016-07-01
Genre:
ISBN: 938636932X
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This book is not only one of the numerous acquaintances with E-Recruitment and different strategies of e-recruitment in HR that are distributed. Authors of those presentations confront many difficulties, for example, the need to produce something that is both theoretically sound and practically significant, or to figure out how to incorporate discourses on an assortment of themes into one conceivable teaching tool. The result is a book that serves to start Indian students in the overall E-recruitment, while at the same time empowering them to create their own E-recruitment policies in understanding with conditions in their nations. Accordingly, it is certainly a one of a kind book.

The Cambridge Handbook of Technology and Employee Behavior

The Cambridge Handbook of Technology and Employee Behavior
Author: Richard N. Landers
Publisher: Cambridge University Press
Total Pages: 1435
Release: 2019-02-14
Genre: Psychology
ISBN: 1108757502
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Experts from across all industrial-organizational (IO) psychology describe how increasingly rapid technological change has affected the field. In each chapter, authors describe how this has altered the meaning of IO research within a particular subdomain and what steps must be taken to avoid IO research from becoming obsolete. This Handbook presents a forward-looking review of IO psychology's understanding of both workplace technology and how technology is used in IO research methods. Using interdisciplinary perspectives to further this understanding and serving as a focal text from which this research will grow, it tackles three main questions facing the field. First, how has technology affected IO psychological theory and practice to date? Second, given the current trends in both research and practice, could IO psychological theories be rendered obsolete? Third, what are the highest priorities for both research and practice to ensure IO psychology remains appropriately engaged with technology moving forward?

Efficiency in the Public Sector

Efficiency in the Public Sector
Author: Kevin J. Fox
Publisher: Springer Science & Business Media
Total Pages: 305
Release: 2013-04-17
Genre: Business & Economics
ISBN: 1475735928
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Regardless of where we live, the management of the public sector impacts on our lives. Hence, we all have an interest, one way or another, in the achievement of efficiency and productivity improvements in the activities of the public sector. For a government agency that provides a public service, striving for unreasonable benchmark targets for efficiency may lead to a deterioration of service quality, along with an increase in stress and job dissatisfaction for public sector employees. Slack performance targets may lead to gross inefficiency, poor quality of service, and low self-esteem for employees. In the case of regulation, inappropriate policies can lead to unprecedented disasters. Examples include the decimation of fish stocks through mismanagement of fisheries, and power blackouts through inappropriate restrictions on electricity generators and distributors. Efficient taxation policies minimise the tax bill for citizens. In all of these cases, efficient management is required, although it is often unclear how to assess this efficiency. In this volume, several authors consider various aspects and contexts of performance measurement. Hence, this volume represents a unique collection of advances in efficiency assessment for the public sector by leading researchers in the field. Efficiency in the Public Sector is divided into two sections. The first is titled "Issues in Public Sector Efficiency Evaluation" and comprises of chapters 1-4. The second section is titled "Efficiency Analysis in the Public Sector - Advances in Theory and Practice." This division is somewhat arbitrary, in the sense there are significant overlapping themes in both sections. However, it serves to separate chapters that can be characterised as dealing with broader issues (Section I), from chapters that can be characterised as focusing on specific theoretical problems and empirical cases (Section II).

E-recruitment

E-recruitment
Author: Doris Rajakumari John
Publisher:
Total Pages: 15
Release: 2009
Genre: Employees
ISBN:
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Recruitment has become an important process in the highly competitive labor market. The traditional methods of recruitment had been revolutionized by the emergence of the Internet. e-Recruitment is the latest trend in the recruitment process and it has been adopted in many organisations from large to small-sized companies. Many companies use e-Recruitment to post jobs and accept resumes on the Internet, and correspond with the applicants by e-mail. The main success factors of e-Recruitment are the value-added services provided by the job sites, cost-effectiveness, speed, providing customized solutions, helping to establish relationships with HR managers and facilitates brand building of the companies. Though there are many benefits to the employers and the job seekers in e-Recruitment, it still has its own limitations and shortcomings. The case study helps to analyse the pros and cons of e-Recruitment and its increasing scope in the recruitment process of a company. The pedagogical objectives are to: (1) understand the trends and practices of e-Recruitment in the recruitment process of a company; (2) compare the traditional recruitment process with e-Recruitment and also discuss the advantages and disadvantages of e-Recruitment; and (3) analyse the potential of e-Recruitment and the challenges faced by it.

The Wiley Blackwell Handbook of the Psychology of the Internet at Work

The Wiley Blackwell Handbook of the Psychology of the Internet at Work
Author: Guido Hertel
Publisher: John Wiley & Sons
Total Pages: 546
Release: 2017-11-13
Genre: Psychology
ISBN: 1119256143
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This authoritative Wiley Blackwell Handbook in Organizational Psychology focuses on individual and organizational applications of Internet-enabled technologies within the workplace. The editors have drawn on their collective experience in collating thematically structured material from leading writers based in the US, Europe, and Asia Pacific. Coinciding with the growing international interest in the application of psychology to organizations, the work offers a unique depth of analysis from an explicitly psychological perspective. Each chapter includes a detailed literature review that offers academics, researchers, scientist-practitioners, and students an invaluable frame of reference. Coverage is built around competencies set forth by regulatory agencies including the APA and BPS, and includes E-Recruiting, E-Leadership, and E-Learning; virtual teams; cyberloafing; ergonomics of human-computer interaction at work; permanent accessibility and work-life balance; and trust in online environments.

Business Process Change

Business Process Change
Author: Varun Grover
Publisher: IGI Global
Total Pages: 708
Release: 1995-01-01
Genre: Business & Economics
ISBN: 9781878289292
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Examines a broad range of research and case studies that throws light on potential, social and human factors which determine the success of information technology.

Encyclopedia of Human Resources Information Systems: Challenges in e-HRM

Encyclopedia of Human Resources Information Systems: Challenges in e-HRM
Author: Torres-Coronas, Teresa
Publisher: IGI Global
Total Pages: 918
Release: 2008-07-31
Genre: Computers
ISBN: 1599048841
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Analyzes key critical HR variables and defines previously undiscovered issues in the HR field.

The Advantages and Disadvantages of E-Recruitment

The Advantages and Disadvantages of E-Recruitment
Author: Richards Macdonald
Publisher: GRIN Verlag
Total Pages: 13
Release: 2013-05-06
Genre: Business & Economics
ISBN: 3656425779
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Seminar paper from the year 2012 in the subject Leadership and Human Resources - Miscellaneous, grade: A, University of Cambridge, language: English, abstract: The application of traditional recruitment techniques do not suffice anymore and are also not well-timed in order to bring in satisfactory pool of competent candidates. Through early-1990s, with the progression associated with online technologies, many have experienced the particular shift for the traditional recruitment techniques to e-recruitment. The web-based recruitment blends software programs as well as infrastructure, in addition to resume repositories which assist the particular clients in their recruitment operations. Internet lookups are actually very popular among the people looking for work. Resumes delivered via the web as well as through e-mail could be scanned to get key phrases, determining essential information, abilities, proficiency, as well as working experience, hence lowering hands-on procession and probable mistakes. This elevates the effectiveness around choosing competent as well as a trustworthy workforce, lowers long term turnover, and recruits completing online documents presumptively use much less resources compared to that that post papers application packages. Companies can access job hunters spanning the planet and usually get far more applications. The process is cheaper for companies and also more expedited. Even though career boards have the ability to deal with extremely high quantities of both people looking for work as well as employers, they tend to not achieve high quality. The systems are not simple and also harmless enough to be made use of by comparatively unskilled end users; they lack a ‘personal feel’, raise confidentiality, security, authentication, and cheating issues. The systems additionally discriminate against some applicants due to badly developed hiring platforms. Integration of e-recruiting with convectional recruiting may also be challenging and globalization further complicates assessment for applicants across borders.

The Brave New World of eHRM 2.0

The Brave New World of eHRM 2.0
Author: James H. Dulebohn
Publisher: IAP
Total Pages: 319
Release: 2018-02-01
Genre: Business & Economics
ISBN: 1641131578
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Information technology has had a profound effect on almost every aspect of our lives including the way we purchase products, communicate with others, receive health care services, and deliver education and training. It has also had a major impact on human resource management (HR) processes, and it has transformed the way that we recruit, select, motivate, and retain employees (Gueutal & Stone, 2005; Kavanagh, Thite, & Johnson, 2015). For example, some estimates indicated that 100 % of large organizations now use web-based recruiting (Sierra-Cedar, 2016-2017), and over half of the training conducted in America is delivered using technology-based methods (American Society for Training and Development, 2015). Results of a survey by the Society for Human Resource Management (SHRM) (2002) revealed that technology is one of the major drivers of change in today’s HR departments. In spite of the increased use of technology in the field of HR, relatively little research has examined the acceptance and effectiveness of electronic human resource management (eHRM) methods. As a consequence, practitioners are implementing these new systems without the benefit of research. Thus, the primary purpose of this issue is to review the results of research on a number of important eHRM practices including e-recruitment, e-selection, gamification, e- socialization, e-learning, and e-performance management. It also considers how technology can be used to manage task-based contingent workers, and examines the problems associated with cyberdeviance in organizations. The chapters in this series should be extremely beneficial for HR researchers and practitioners who are employing these new systems.

Information Technology and Internet Impact on Recruitment

Information Technology and Internet Impact on Recruitment
Author: Kostadin Ruychev
Publisher: GRIN Verlag
Total Pages: 9
Release: 2019-02-21
Genre: Business & Economics
ISBN: 3668882975
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Essay from the year 2018 in the subject Leadership and Human Resource Management - Miscellaneous, grade: 5.50 (UK-System), Anglia Ruskin University, language: English, abstract: Internet and information technology is what has altered the way of recruitment. In addition, the social media with all its characteristics and features has an enormous role to play in a rapidly changing environment, characteristic of the recruitment process. Nowadays, human resource managers have the opportunity to advertise at a great number of platforms and to find the right people for their open roles. Hence, the writer of the present essay will aspire to make a critical assessment of the question placed at the beginning; namely, the e-recruitment theories and surveys will be used as a foundation in order to estimate the effectiveness of Internet recruitment for all the participants in the process. Additionally, specific and detailed information will be presented as well as the importance of the quality workforce for the organization will be in the spotlight.