Human Capital Management PDF

Added on - 22 Nov 2020

  • 11

    Pages

  • 3382

    Words

  • 21

    Views

  • 0

    Downloads

Trusted by +2 million users,
1000+ happy students everyday
Showing pages 1 to 4 of 11 pages
MANAGING HUMAN CAPITALTABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1MAIN BODY..................................................................................................................................1CONCLUSION................................................................................................................................6
INTRODUCTIONRecruitment and selection is the most important responsibility for Human ResourceDepartment of an organization. Traditionally, this is considered as one of the rudimentary tasksfor this department. However, in recent times, with help of technological advancements, it hasbecome interesting and intriguing. Drastic changes from paper based advertisement to computerbased recruitment has helped in the rise of information technology and internet. A demandfunction was, still is and will always be the sole trigger for initiating the quest for workforce.Because of globalization post 1991, opening of economy occurred due to which acceleratedindustrial growth led to such demand. This essay concentrates on the revolutionary elementswhich supported recruitment in an external labor market with the help of IT and internet.Thesis Statement:To critically assess the revolutionized methods of recruitment by usinginformation technology and internet to target the labor market.MAIN BODYEmergence of IT and internet has played vital role in shaping the recruitment proceduretransparent and convenient; easy accessibility by various mediums such as social mediaplatforms, mobile applications, artificial intelligence etc. An external labor market can beconsidered as the pool of candidates with qualifications that can assist an organization. There is adearth of availability of qualified candidates that boosted the job market. According toBabu andRao (2018)companies admitted that 40% of total hiring is done on internal basis as part ofintegrated talent management piece. Whereas,Thite, (2019)has found out that nearly 48 % getrecruited from the external labor pool. For this, there are following components found on internetfor this purpose and is beneficial for employer are: website of company, online job portals,Social sites e.g. LinkedIn, twitter, face book; referrals and others. These mediums help in savingconsiderable amount of time and also aids in gaining large pool of potential candidates.However, there are certain applications of IT and internet that supports in making wholerecruitment quick and at ease. In this context, cyber vetting, artificial intelligence, standardonline forms, and more are found quite useful for HR team for employment.The internet has revolutionized computer and the communications world in an infinitemanner. With this context, signaling theory offers an understanding between the internet1
usability with an aesthetic appeal that assist the managers to propose and oversee all theactivities and processes related to recruitment in order to enhance the attraction of applicanttowards their companies(Kapp, Peters and Oliver, 2013).In the above context, Online Platforms lay a foundation in today’s technological world. Ithas provided wings to new candidates to reach the organization’s doors virtually. Onlineaccessibility for job search and usage of tools such as emails, company’s website, job portals,bulk messages, etc. can be extensively used by fresh under-graduates or post-graduates(Ramoand Prochaska, 2012).This emphasis on filtration of documentation of candidates online. Theycan directly apply on the company’s website by filling up forms offered on it and providingdetails like personal background, qualification and the vacancy or post they would like to applyfor. This will give the employers or HR an opportunity to effectively select them and will help insaving time as well as resources that would have been spent on some personnel for doing thatsame work.In addition to it, Candidates can send resumes directly to the HR department of acompany by using email applications like gmail, zoho, yahoo, outlook and more. Along with,they can receive promotional mails by the HRD of company so that information regarding anyvacancies or notifications can be obtained conveniently. Later, candidates may subscribe thatparticular corporation’s mails or website, which has proved beneficial and act as a promotionalstrategy for hiring. HR’s can even use global job boards like monster.com etc. to stay activeabout their job vacancies in terms of various locations(Bryant and Allen, 2013).For this, theapplicants just need to build a profile by uploading their CV’s along with other additionalinformation that involves their expertise, preference for location, salary expectations, industrythey are looking for. Although, it is considered as one of the legitimate tools, there are fewloopholes attached with it. Spam mails are in abundant these days claiming that many positionshave been vacant in a specific organization and such fraudulent mails con people asking for asmall fee to let such candidates in attaining a back entry or calling out for interview, havebecome common these days. Thus, one must be aware about such scams and should not fall preyto it and losing out money as well. This scam can tarnish the reputation of employer too.2
desklib-logo
You’re reading a preview
Preview Documents

To View Complete Document

Click the button to download
Subscribe to our plans

Download This Document