Impacts of Interneting and IT on HR Management and Recruiting: A Literature Review

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IMPACTS OF INTERNETING AND IT ON HR MANAGEMENT AND RECRUITING
Assessment 1: Literature Review
1. Problem Statement
Business organizations develop different operational strategies to ensure the overall success of
the organization. On the contrary, all business firms need workers and other stakeholders to help
in carrying out business processes. Since all business operations require the input of
stakeholders, such individuals are important in ensuring organizational success and thus, need to
be properly managed. Therefore, an organization needs to undertake whatever necessary to
ensure that workers are well managed and kept happy all the times. In the current business world,
the management of workers is done under a special business department known as the HRM
(Human Resource Management) Department. The Human Resource Department is charged with
a couple of activities including managing processes of recruitment, compensation, training,
policing, and the development of employee management policies.
However, the area of HRM has been overhauled in the last few years. The overhaul is to ensure
that the department has more mandate, the power to deal with more organizational, and
employee management roles. It has thus, become one of the most important sectors in business
organizations currently. Otherwise, the roles performed by this department within the context of
businesses are more of administrative and not strategic as it used to be. Finally, yet importantly,
the HR department of any organization focuses on the generation of revenue through the use of
technology and stakeholder skills.
2. Situation Relevant to the Articles and Expected Outcomes

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In relation to the main topic of “Impacts of Interneting and IT on HR Management and
Recruiting”, this activity intends to perform a literature review. The paper has identified twelve
literature sources to help in the achievement of study objectives. The literature sources include:
i) Acas. (2018). Acas working for everyone. [Online] Building Productivity in the UK.
Available at: http://www.acas.org.uk/index.aspx?articleid=1461
ii) Banfield, P and Kay, R (2012). Introduction to Human Resource Management (2nd
Ed). Oxford. Oxford University Press.
iii) Brewster, C., Sparrow, P., Vernon, G., and Houldsworth, E. (2011). International
Human Resource Management (3rd Edition). London; CIPD.
iv) Cappelli, P., (2015). “HR Implications of Healthcare Reform,” [Online] Human
Resource Executive. Available at: http://www.hreonline.com/HRE/story.jsp?
storyId=379096509.
v) Carberry, C and Cross, C (2015). Human Resource Development: A Concise
Introduction. London; Palgrave.
vi) Deal, T.E. and Kennedy, AA (2012). Corporate cultures: the rites and rituals of
corporate life, Harmondsworth, Penguin.
vii) Frasch, K. B., David, S., and Jared, S. (2017). “There’s No Whining in HR,” [Online]
Human Resource Executive. Available at: http://www.hreonline.com/HRE/story.jsp?
storyId=227738167.
viii) Gilmore, S and Williams, S (2013). Human Resource Management (2nd Ed). Oxford;
Oxford University Press.
ix) Handy, CB (2016). [1976] Understanding organizations, London, Penguin.
x) Investors in People (2018). PEOPLE MANAGEMENT SOLUTIONS. [Online]
Investors in People. Available at: https://www.investorsinpeople.com/
xi) M Libraries (2017). What Is Human Resources? [Online] HRM. Available at:
https://open.lib.umn.edu/humanresourcemanagement/chapter/1-1-what-is-human-
resources/
xii) Mankin D (2009). Human Resource Development. Oxford; Oxford University Press.
The twelve identified study sources will help in the achievement of this assignment’s study
objectives by tackling a number of business issues including:
- Human Resource Management
- Impacts of Interneting to business organizations and;

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- How the Internet and Information Technology have changed employee recruitment
processes in businesses.
In general, the sources will help in defining and discussing management concepts including
theories. Apart from that, the sources will help in explaining HRM roles in an organization.
3. Comparison of Articles and Point of Views
3.1. Factors Influencing HR Management
Banfield and Kay (2012); Brewster, Et al. (2011); Carberry and Cross (2015); Gilmore and
Williams, (2013); M Libraries (2017); and Mankin (2009) all discuss the main aspects of HR
management. However, Mankin (2009) believes that HR management is influenced by either
internal or external organizational factors. According to Carberry and Cross (2015), internal
organizational factors can either be controlled directly or indirectly while external factors are
beyond the control of the organization. Otherwise, Banfield and Kay (2012) believe that factors
that influence the management of HR have positive or negative impacts on human resources. The
two authors then list some of the predominant factors of HR management as:
- Globalization and Offshoring
- Health-care costs
- Worker expectations
- The diversity of the workforce
- Workforce demographic changes
- Technology
M Libraries (2017) then discusses the influence of IT and Interneting on the management of HR
as well as employee recruitment. According to the writers of M Libraries, a trend has been

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realized regarding the increased application of social networking in the management of
organizational processes. Much of organizational information is disseminated internally or
externally through social networking platforms. Apart from that, there is a trend that is already
realized in businesses and of which is the use of flexible work schedules. With flexible work
schedules, employs come up with their own work patterns and schedules e.g., telecommuting.
Telecommuting allows employees to work from their desired locations. Mankin (2009) believes
that the creation of flexible work schedules and telecommuting are some of the technological
factors that have positively influenced the management of HR operations. Otherwise, Brewster,
Et al. (2011) believes that the work of HR sector is, therefore, to understand the internal and
external factors that influence HR management and then come up with strategies and policies
that meet the need of workers and ensure organizational success.
3.2. Interneting
Under Interneting, Acas (2018) argues that the world of business has gone through several
changes with the popularity of interneting. Particularly, the use of Internet tools has led to
increased access to global markets. However, Handy (2016) believes that however much
Interneting has created several advantages, it has also resulted in the creation of business models
with a number of disadvantages. On the contrary, Cappelli (2015) argues that since the
employment of the Internet in business operations is a new venture, most of the value that comes
with it is yet to be exploited. Otherwise, business investors and organizations are on the rush to
grab what Interneting has to offer. The author also believes that innovation that couples the use
of the Internet ensures that organizations develop success drivers.
According to Investors in People (2018), “Mobile Internet Access” is a factor of Interneting that
adds a different dimension to HR management and thus, benefits business organizations. Mobile

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the factor provides business organizations with the chance to get to the targeted potential
customers using mobile devices. Secondly, the integration of mobile Interneting and map
services, as well as business listings, help organizations to come up with business models that are
location-based. The location-based models are then used in driving customers to businesses.
Investors in People (2018) then states another interneting factor as “Globalization of Supply
Chain and Physical Products”. According to this article, the advent of Interneting came with a
couple of supply chain and production changes. One of such changes is the fact that business
organizations have the capability of sourcing several manufacturers through online
communication. In such a case, the use of the Internet ensures fast and efficient communication
techniques. Deal and Kennedy (2012) then believe that Interneting has enhanced marketing.
With Interneting, marketers are able to access large customer audiences and markets. The
content of marketing has also been made free through Interneting thus, organizations are able to
create desirable content and drive traffic towards their businesses. Otherwise, Deal and Kennedy
(2012) believe that organizations are able to have their products promoted through advertisement
banners, social media platforms, high traffic websites, and the use of public relation influencers.
3.3. The Impacts of Internet and IT on Recruitment of Employees
Banfield and Kay (2012) as well as Brewster, Et al. (2011) believe that several changes have
taken place in the HR department especially with regards to employee recruitment. Brewster, Et
al. (2011) argues that improvements in technology have enhanced operations relating to hiring
and firing. It is believed that the changes have resulted from the employment of the Internet of
Things (IoT) and Artificial Intelligence (AI).
Banfield and Kay (2012) then argue out that more than 79% of business organizations use social
media platforms to profile prospective candidates. They use such platforms to determine if the