Human Resources Management (hrm)

INTRODUCTION:

People are known to be an essential part of any institution in todays world, as they are at the centre of every organization. Therefore, companies cannot survive without their staff in order to accomplish the production cycle. In this way the organizations do not underestimate their workforce. Any organization’s capacity/ to develop and remain focused in satisfying consumer demands depends on the nature of its workforce. Nowadays, this relationship is developed in a department titled as Human Resources Management (HRM) and is considerably more significant (Ruël et. al., 2004).

 As per, Kunerth and Mosley (2011) recognizing the requirement for hiring employees, both regarding quantity and quality, is the fundamental purpose of the Human resource division. Attracting the most suitable applicants through appropriate means as and when opportunities arise is the justification being enlisted. 

The method of investigating the occupation description, combining a group of skilful applicants and staffing the most well suited individuals for the job, in the direction to receive a competitive edge is known as recruitment(Boxall & Purcell, 2003.

Due to the vast and increasing changes in the utilization of information technology in human resources forecasting, planning, management and delivery, the role and nature of human resources changed it self. The rapid advancement of the Internet over the most recent tenyears has additionally altogether changed the practices in the recruitment process of business organizations. It was from the 1990s since the Internet was actually introduced as a recruiting tool for selecting its candidates online, thus it became more common in the industry. Online recruitment has actually changed the perspective of many people on how they can search for jobs as well the recruitment methods. Cappelli, 2001).   Online recruitment is also known as e-recruitment, which is the process where online technology mostly websites are used for interviewing, considering and hiring workforce. Dhamija, 2012. A research conducted by Taleo (2004) ]found that in 2003: 93 per cent of global 500 companies were using e recruitment; (28). (Salehi,  2009) wrote “The internet has made a new competitive atmosphere for businesses reconsidering and adapting new technology to increase effectiveness efficiency of the business processes”.

ADVANTAGES/ DISADVANTAGES 

Company’s regularly adopt online frameworks as they consider e-recruiting more beneficial for uncovering theextraordinary abilities and aptitudes within an individual (Ghazzawi & Accoumeh). E-recruitment frameworks have ought to be a vital method allowing organization’s to build up a brand image and it is evident. It also helps to draw capable candidates and preserve appreciated employees whilst relating it to the old customary recruitment process. The well known online recruitment framework is web empowered. This pervasive framework has no restrictions as to where and when an individual uses it. Both the recruiter and the job seeker (Foster, 2005). All enrolment exercises are done by getting distinctive automated ways to open fill spots productively and viably in online recruitment. According to(Smith, 1999). small organisations may consider the profession web to be costly and that it could still be expensive than numerous daily newspaper advertisement.