R & S 1 Executive summary Human resource management is known as the strategic approach which remains effective for the Organisation to manage the employees. It is effective as design and maximizes the performance of the employees according to the strategic objectives.It is mainly concerned with people management in Organisation by focusing on the systems and policies. Department of HR within theOrganisationisresponsibletomanageandoverseeingdesignedemployee’sbenefits, recruitment and selection within the economic and industry cycles, increasing globalisation and mobility of the population, technological innovation, rise of social media, recruitment tools, trends to outsourcing environment, and many more.
R & S 2 Table of Contents Executive summary.........................................................................................................................1 Introduction......................................................................................................................................3 Social media.....................................................................................................................................4 Social media context....................................................................................................................4 Impacts of social media on R&S..................................................................................................4 Challenges associated with social media on R&S.......................................................................4 Technological innovation................................................................................................................5 Technological innovation context................................................................................................5 Impacts of technological innovation on R&S..............................................................................5 Challenges associated with technological innovation on R&S....................................................6 Trend towards outsourcing..............................................................................................................6 The trend toward outsourcing context.........................................................................................6 Impact of a trend towards outsourcing on R&S...........................................................................6 Challenges associated with trends towards outsourcing on R&S................................................7 Conclusion.......................................................................................................................................7 Recommendations............................................................................................................................8 Bibliography..................................................................................................................................10
R & S 3 Introduction The evolving concept of Human Resource Management (HRM) has fundamentally continued to redefine the ever-changing needs of the current labor market. Increasingly, an organisation recruitment/selection and training/development processes and practices are some of the main key functions of HRM which are necessary to support organisational strategies and ultimately its survivalintoday'scompetitivejobmarket.Developmentsinorganisational restructuring/rebuilding, economic, social and cultural factors such emerging career patterns, technology disruptions, a rise of social media and globalisation have led to an increasing emphasis on how organisation manage its employees as human resources, human capital or organisational assets in the twenty-first century (Compton, Morrissey and Nankervis 2009). The recruitment and selection (R&S) process is an integral component of strategic HRM and its overall resourcing strategies. The recruitment aspect focuses on generating a sufficient pool of qualified candidates to fill the needs and demands for job vacancies available within an organisation. On the other hand, the selection process involves the use of a different number of methods to assess applicant's suitability in order to make the most accurate selection decision and can be seen alternatively as a process of rejection as it minimizes and narrows down the number of applicants and select only a few applicants who fit the objectives of the organisation(Ekwoaba, Ikeije and Ufoma 2015).The recruitment and selection process are vital functions of HRM necessary to bring about organisational attractiveness and effectiveness to any type of business enterprise. Therefore, firms heavily depend on choosing the right candidates for the job at hand, choosing the wrong candidates who are not capable to fill the job status quo can be brought about large negative costs and limitations towards the organisation (Ekwoaba, Ikeije and Ufoma 2015).This report will identify and explore some of the key contextual factors impacting R&S i.e. social media, technological innovation, and a trend towards outsourcing and the challenges associated, whilst drawing analysis of possible opportunities and threats to organisation/HR practitioners and finally, recommendations will be discussed of some of the contemporary issues in R&S from the perspective of the chosen contextual factors.
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R & S 4 Social media Social media context Social media has dramatically changed the communication landscape and how individuals, groups and businesses all over the world interact and share information in the twenty-first century Web 2.0 (Farzana, Ismawati and Sulaiman 2016). The online and digital communication space has systematically, shifted away from the traditional means of its collaborative and interactive nature. For example, when social media was first becoming known thanks to Mark Zuckerberg an American internet entrepreneur and philanthropist who co-founded the social networking site famously known as Facebook Inc, its sole purpose was to just engage and interact with friends, family, and colleagues. Fast forward to twelve years and with the height of globalisation and emerging technology patterns has shown that the role of social media has transformed into the holy grail of marketing for most MNC's and SME's (Sajjad, Ali and Chaubey 2016). Following its major phenomenon within the digital marketing and advertising space, the business organisation has found it beneficial to invest in social media as online advertising platforms as it can increase brand awareness and influence buying decisions. Impacts of social media on R&S The social media growth has changed the game of recruitment and selection. Organisations now have internet websites that allow them to upload the vacancies and applicants have the option to upload their CVs. Organisations uses web crawlers which is a program that allows them to choose appropriateemployees.Itlinkedorganisationto particularinternetsitesto select employees. Networks of social media in recruitment and selection of employees minimize the cost of placement which is consumed within the advertising for posting of jobs and process of selection. It creates the more chances to open the vacancies and posting of a job at the international level and help to select talented candidates. This attracts the passive applicants to engage suitable job seekers which is a crucial aspect regarding recruitment and selection through social media (Cordella, Antonio, and Leslie, 2012). Challenges associated with social media on R&S There are many benefits of using social media and sometimes it also leads to many challenges. This is important for job seekers to remain careful about what they like to post on their social
R & S 5 mediapages,aswellasOrganisationsshouldalso bemindfulregardingthepostingof information and selection. The organisation likes to motivate and attract more candidates for recruitment and selection but sometime not have the budget for the employee referral program. Recruitment and selection through social media are very costly and hard to measure for the organisation. The lack of authentication regarding the job leads to low engagement and low reach for the recruitment and selection process for the organisation (Husain, et al., 2016. Technological innovation Technological innovation context Technological innovation is known as the extended concept of innovation. This has a broad meaning and many meanings within the business and academic world. This is a process in which organisation works outside the structure and embarks the journey. It is a source of innovation that is identified as the crucial factor of success for increasing competitiveness within the market. The work technological innovation is preferred to the technology innovation. This provides a sense of working on technology for technology's sake. It reflects business considerations to improve the values by working on the technical aspects of services and products. This is a combination of the interaction and integration of many different techniques which produce the services and products successful (Camisón, César, and Ana Villar-López, 2014). Impacts of technological innovation on R&S Technologicalinnovationhasanimpactonrecruitmentandselectionwhichallowsthe organisation to test the skills and level of competency of a candidate which applies for the job. Many applications create more certainty for the organisation to test the documents of candidates. Technological innovation is quite different and allows organisation’s to become more strategic. This is effective as allows the organisation to measure the many metrics within the recruitment and selection. It also allows the organisation’s to save the cost of recruitment and selection as done by many strategies. One of the technological innovation video interviewing is known as a very effective substitute for the traditional recruitment and selection process. This technological innovation saves the time of the HR department as there is no need to arrange a meeting with the applicants. This helps to send prerecorded questions to applicants for interview while HR is not around. This has also allowed the applicants to get the flexibility to attend a video interview
R & S 6 when the applicant finds an appropriate time. Technological innovation has increased the productivity of work within the organisation (Prajogo,2016). Challenges associated with technological innovation on R&S Thequalityofcollectingtheinformationregardingtheprospects,preferences,and competitiveness not remain appropriate as not collected physically. Technological innovation creates uncertainty regarding hectic work management for organisation as required to be done very fast. Many organisation’s find the difficulties to understand the right technology and leverage that they should go for the campus recruitment and selection. The lack of understanding of special consultants can damage the process of sourcing which is also the obstacle which organisation is required to fight. Consultants are individuals with the required knowledge and sometimes miss the necessary knowledge for recruitment and selection due to the technological innovation (Lee, et al., 2013). Trend towards outsourcing The trend toward outsourcing context There are many organisation are working from remote locations by rendering the trending outsourcing services to customers. There is rising in freelance and independent outsourcing agency which will pertain to the organisation's general work by remote operation. This is large as it depends on the internet online algorithm and many other advanced tools. There is a trend towards outsourcing as organisation is inching to the automating procedures by the use of the latest software and programs of computers within the process. Technical tools simplified the tech support for the IT-enabled services and solve the problems of the customers in a short time. There is a trend towards outsourcing known as the automation process which lowers the business costs and improves productivity. Organisation’s use the many programs of computers which replace the individual due to the repeating profile of work. Organisation has founded the trends towards outsourcing an attractive option which allows them to grow and increase efficiency as receive assistance from the expert (Chen, et al., 2012).
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R & S 7 Impact of a trend towards outsourcing on R&S A trend toward outsourcing has an interesting development that downfall the cost of many organisation’s which are now recruiting and selecting the intelligent assistants and use a chatbot to answer the queries of applicants. The centers of contact may not go down at once as they enable the many services which help the organisation to recruit and select the many applicants at a similar time-period without disconnecting anyone. Trends towards outsourcing changed the way of traditional communication. Organisation for recruitment and selection are adopting the many online services, social media marketing, doing promotion through email, and mobile marketing. Organisations have started to leverage the many strategies such as printing services as the initiative to recruit and select an appropriate candidate. The statistic has revolved that organisation’s improved visibility through the trend toward outsourcing with the development of website and mouth publicity (Sumrit, et al., 2013). Challenges associated with trends towards outsourcing on R&S Data breaches and many other threats such as cybersecurity are the main threats for the organisation’sand required to be accuratepreparation for it. When organisation’shiring department is compromised to trends towards outsourcing than lead to the loss of money, production downtime, loss the applicant's trust, and system restoration work. The data of many candidates is leaked due to trends towards outsourcing and organisation face the issues regarding recruitment and selection. This has forced the businesses hiring department to modify the process of outsourcing due to cyber risk (Hervas-Oliver, Jose-Luis, and Francisca, 2015). Conclusion Inthelimelightofthediscussion,itcanbeconcludedthatsocialmedia,technological innovation, and a trend towards outsourcing has brought both opportunities and threats for the HR practitioners of the organisation. This is effective as scan organisation requirements through the technology and implements the beneficial changes. The recruitment and selection process increases the options for HR practitioners. These use that virtue for connection and network to improve the margins for businesses. This supports the organisation additionally and increases the staffing which support business. Weaknesses include the things which have a bad reputation within the market due to the lack of offering of insufficient attractions and lack of sources.
R & S 8 Sometimes HR practitioners do not know such employment law known as federal and state laws which generate the liability for organisation and lead to higher level loss. This cannot reverse weakness by providing the benefits with training on present regulations by including and maintaining the knowledge regarding applicable employment laws on the recruitment and selection. Recommendations The organisation needs to overcome from the ethics and governance issues that are associated within the process of recruitment and selection. There should be a strong foundation established with the written standards in the workplace. The recruitment and selection should be done after the detail explanation of ethics and governance policies with the hard copy. It is important to describe that employees will feel supported in positive efforts to uphold the ethical and governance standards within the environment of work. There is freedom to ask questions from the management without fear and rewards will be given by following the ethical and governance conduct. Organisation by building integrity will focus to create the values within the big and small moments such as policies of HR and their implementation. Re-evaluation and revise will be done as per the requirements (Stentoft, et al., 2015). This will remain appropriate for the organisation to overcome from the innovation challenges within the recruitment and selection process. Work simulation techniques should be used for individuals and groups. The job techniques include performing exercises that cover the real situation to the role of recruitment and selection. This allows the HR to know beforehand candidates' behavior in the future according to the situations which will be faced by them within the job. It measures the knowledge to identify the effectiveness with the higher level content validity. Tests such as knowledge and psychometric measures the employee’s success within the training and evaluate the most important aspects regarding the performed work. These are accepted by the applicants and present great apparent validity (Iqbal, Zafar, and Aasim, 2013). This is appropriate for the organisation to overcome from the issues which are associated with online recruitment tools. The recruitment and selection process of HR should use artificial intelligence to deal and understand online recruitment tools. Artificial intelligence deals with the tools as they have a high level of understanding regarding intelligence and allows automation
R & S 9 withintherecruitmentandselectionprocess.Thesepresenttheunderstandingaboutthe reasoning, comprehension regarding the written language, spoken language, and decision- making. It will allow the automation regarding the process of selection and management of the many numbers of applicants and selecting them according to the organisation objectives (Raja, and Antony 2012).
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