Impact of e-HRM on HR Functions and Operations

The assignment provided is a collection of references to books and journals that discuss the impact of e-HRM on HR functions and operations. It includes articles and studies from various sources, such as Agarwal and Lenka's study on managing organization effectiveness through e-HRM tools in Indian cases, Baca-Motes et al.'s research on digital recruitment and enrollment in a remote nationwide trial, and others. The references cover topics such as technology readiness for education 4.0, barriers and opportunities in the digital world, patterns of recruitment of academic leaders to Australian universities, and the impact of emerging technologies on work. The document aims to provide insights into how e-HRM can simplify the hiring process, improve management of resources, suppliers, and distributors, and reduce manual work and labor costs.

SELECTING AND
PROMOTING STAFF

EXECUTIVE SUMMARY
Selection and promotion of any staff member is one of the most basic requirement of any
organization. For this requirement and selection of any candidate is the most basic step that an
organization should do. There are various factors that facilitate requirement and selection process
in an organization such as: technological innovation, rise of social media and trend towards
outsourcing. Technological innovations are mostly increasing due to increasing interest of public
in social media. Rise of social medial is continuously driving global organizations interest
towards social media by tracking their applicants social profile, experiences etc. IT has also been
seen that trend of outsourcing is continuously increasing as it provides various advantages to the
organizations as well as to the external agencies. Such factors affect the current trends and
innovation within the organization and impact the selection and recruitment process. Due to this
organizations face various challenges in selecting applications for recruitment process. The need
to align themselves with the urgent changing trends and advancement in technology so that there
business process in improved. This can also help the organizations in management of their
suppliers, distributors and resources in order to gain advantages such as reduction in cost,
increase in proper utilization of resources.

TABLE OF CONTENTS
EXECUTIVE SUMMARY.............................................................................................................2
INTRODUCTION...........................................................................................................................4
MAIN BODY...................................................................................................................................4
Explanation of selecting particular contextual factors...........................................................4
Contextual factors explained in detail....................................................................................4
Impact of selected contextual factors on contemporary recruitment and selection processes
and practices...........................................................................................................................5
Impact of outsourcing on contemporary recruitment and selection processes and practices.6
Challenges that impact recruitment and selection process in organisations...........................8
Impact of Global companies on recruitment and selection process.......................................8
Other challenges that impact the recruitment and selection process......................................9
Positive impacts on recruitment and selection process........................................................10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Selecting and promoting staff is one of the principal activity that need to be effectively
done by the organizations. Recruitment and selection both are the strategic functions that are
conducted to hire an appropriate candidate for a particular job (Ramkumar, A. 2018).
Organizations are continuously achieving high competitive advantages with the use of digital
technologies, outsourcing services and aligning their functions with modern trends. This report
will focus on three contextual factors that are playing a vital role in developing recruitment and
selection processes. It will also discuss about some challenges that are being faced by companies
while recruiting and selecting people.
MAIN BODY
Explanation of selecting particular contextual factors
Recruitment and selection, the most vital activity of Human Resource management is
getting highly advanced due to the inclusion of certain contextual factors. Usage of SHRM
systems and E-HRM is continuously building and developing its role in executing HR functions.
Common factors that facilitate selection and recruitment process within organizations are:
 Technological innovation
 The rise of social media
 Trend towards outsourcing
There are different relevant reasons to select these contextual factors as it directly influences the
modern process of selections, recruitment practices developing in organizations. These
mentioned factors are elementary and play fundamental roles in defining success of
organizations. Companies have increased the use of digital media and platforms for performing
various business function and activities (Cao, Yingxia and et.al., 2018). Similarly, the use of
social media is also continuously increasing and employers are developing strategic actions for
increasing their engagement with other recruiters as well. Another trend is the outsourcing which
is highly increasing these days. Various companies are extending their connections with global
recruitment agencies to hire the most talented and efficient candidate for their company.
Contextual factors explained in detail
The reason for selecting technological innovation is the increasing interests of public in
social media, Artificial intelligence and other technological aids for conducting organizational

activities and assessments. With developing use of technologies for recruitment and selection
processes, companies are utilizing the most efficient path to attract candidates.
Furthermore, global organizations are continuously diverting its interests towards the
involving social media in tracking applicants profile, their past jobs, experiences and currents
working area. These social media platforms mainly involve the applications like LinkedIn and
Facebook which (Burbach, Ralf. 2018) are the two most important and professionalised form of
digital media platforms.
It has also been noticed that organizations are continuously working to raise high amount
of profit by smartly investing capitals in market. For recruitment and selection process the
organizations are highly focusing upon outsourcing its services. Number of Australian and other
organizations have started to show their interests in outsourcing their services. This trend of
outsourcing have been increased within past few years and has inculcated number of advantages
to organizations and other external agencies as well. External recruiters have different segmented
and effective classification of employees which help them to recruit candidates as per the needs
and demands of the company.
Impact of selected contextual factors on contemporary recruitment and selection processes and
practices
The selected contextual factors which are highly revolving around the innovative and
current trends that impart a positive impact on recruitment and selection process. These systems
software are making HR functions are easy to perform with low involvement of budget making
and investments.
Due to technological innovation, organizations have now received strategic options of
tracking applicants or candidate. There are number of applicant tracking system software have
been developed that are being utilized by companies to scan job applicants before selecting them.
This innovation can either be used in a healthy way or may be misused by number of recruiters.
Through mobile recruitment and telephonic or video calling interview process, applicants or
candidates and organizations are not bounded by space or time limits and differences (Thite,
Mohan, 2019). Tools such as Candidate Relationship Management system is a tool that help in
developing sustainable relations with applicant for future consideration. Therefore, digital
technologies and software have raised the quality of recruitment and selections as compared to
old processes.

By taking help of social media for selection process has becoming one of the common
strategies that is being adopted by organizations. Approximately, 94% of managers and
executives are highly active on social media platforms. It is mostly preferable to acquire talent
pools with creative and innovative thinking capabilities. Talent acquisition managers or
organizations can strategically analyse the personal traits of employees by critically analysing
their activities and social engagement processes (Reilly, Peter, 2019). Large, small and medium
enterprises are continuously receiving information of candidate related to its education
information and other career related informations with the social media platforms. It also the
most cost effective, feasible and approachable platform that have been raising organizations' way
of selecting employees.
Along with social media platforms, companies are reaching up-to applicants through
video calling interviews which provide them real time communication platforms and better
opportunity to assess applicants skills and qualities. Teleconferencing and related procedure of
modern interview techniques have saved time, money of organizations as well as applicants.
Around 60% of companies have started utilising video conferencing for panel interviews
irrespective of location of interviewers and applicants (Parry, Emma, and Valentina Battista,
2019). Managers also believes that traditional methods of interview are ineffective to determine
and assess key qualities of employees. Unlike, traditional methods modern interview process
have increased the quality of interview process in terms of time and cost effectiveness.
Impact of outsourcing on contemporary recruitment and selection processes and practices
Impact of outsourcing can be commonly visible on the productivity of employees that
may be increased due to reduced workload. It has also increased connections and mode of
engagement among organizations. Apart from this, outsourcing recruiters or hiring agencies for
selections processes improves the quality of processes. Other assigned agencies which are
proficient in operating and conducting tasks will be highly profitable for companies (Caputo,
Francesco, Armando Papa and et.al., 2019). The workload of focusing on different departmental
functions become clear and specific for the employers. Recruitment agencies have advanced
database that provide strategic segmentation and classification of candidates as per the nature of
organizations.
Most of the organizations are continuously implementing various strategic operations to
sustain in technological world. Due to continuous development of new technologies it has

become difficult for organization to select the most impacting and effective technological tool
for recruitment and selection processes. Most considerable action that companies tend to face is
the scanning of applicants. There are various ethical obligations that organizations need to follow
and adoption of tracking systems have raised such issues.
Due to technological platforms, business functions have increased and they have
received number of options for performing an effective recruitment processes (Mutua, Mbithi,
2019). Options for multi posting is another positive impact that have been imparted on
organizations due to the use of technology. With the help of such features company are
highlighting their effectiveness, capabilities to attract the employees. Companies are building
brand by adopting various digital aids for selecting applicants.
Organizations are receiving number of positive impact by adopting help of digital
technologies. There are various number of advantages of using digital tools in organizations with
reference to its accountability, feasibility, security and other components. There are various
factors that haver encouraged companies to use recruiting software and outsourcing functions.
Burden such as maintenance of papers, manuals and other paper filing systems have been
eliminated (Loomes, Susan, Alison Owens, and Grace McCarthy, 2019). Applicants resumes and
CV can be easily store digitally with the help of computerized functions. It has also reduced the
burden of sending feedback to rejected candidates. Employers now do not have to mail or
communicate with applicant to convey the message of rejection. Along with it, now the
organizations are not restricted or hindered with factors such as geographical boundaries.
Recruiters have received extended approach to large number of population.
Employers and recruiters used to take a lot of time in scanning and filtering the resumes
this has been reduced with the help of digital recruitment systems and software. Similarly, the
related tasks such as selection procedures have also received adequate help in making suitable
decisions for selecting right candidate for suitable job (Baca-Motes, Katie, Alison M. Edwards
and et.al., 2019). These new digital technologies and tools have increased the proficiency of
recruiters in classifying candidates according to their qualification and interests. Data collection
methods for recruitment purpose can be easily conducted by the help of such system software.
Moreover, the profiling of candidate can also be tracked and selection can be done according to
their family background and other concerning issues.

Challenges that impact recruitment and selection process in organisations
Organizations and recruitment industries are facing a lot of challenges specifically in
selecting applicants. They have to align their services with current trends and modern
technology, improved working pattern in each business sectors. Companies are heading towards
the peak of success by the application of outsourcing services and combining it with upgraded
technologies as well (Agarwal, Sucheta, and Usha Lenka, 2018). Though the introduction of
digital technologies have raised the quality of work, it also has introduced number of challenges
in execution of processes.
Recruitment and selection processes requires a lot of planning and span of control to
regulate it's each and every aspect. Companies requires high amount of financial resources as
well to conduct these methods. Both the processes requires prior planning and assessments to
conduct it with ease. For involving help of technologies, software and external agencies,
companies need to accumulate the resources, extend the range of suppliers and need to improve
their supply chain management as well (Thite, Mohan, 2019). For instance, if a new company
decided to opt for digital recruitment and certain applicant tracking system, for it that particular
company require proper framework for maintaining system's functions. The cost of maintenance
need to be
Impact of Global companies on recruitment and selection process
Global companies are continuously planning to reduce the investments for conducting
general its HR functions. Therefore, they are hiring new personnel to perform and support them
in implementing digital recruitment and selection methods (Loomes, Susan, Alison Owens, and
Grace McCarthy, 2019). Basic and general challenges that are continuously hampering
recruitment and selection processes in organizations are lack of budgetary, capital management
functions of companies.
Along with lack of financial resources, companies also faces challenges in adopting new
technological systems to conduct recruitment processes. For an inexperienced personnel, it is
comparatively difficult to perform HR functions with the help of software. There is a
continuous need of developing training programs for employers to deliver them surplus learning
aids for operating such software or tools (Parry, Emma, and Valentina Battista, 2019). Therefore
the need of developing the effectiveness of HR professionals has become important for
companies.

There are certain challenges that are being faced by companies while selecting and
recruitment of employees. The organizations have to align their business activities with trending
technologies. Some digital technologies that are being used by companies are costly to adopt
and install. Recruiters need to think out of the box to approach most effective candidate for job
profile. Another challenge that organizations are facing for conducting selection and recruitment
process is that demands of people are increasing and recruiters need to design new strategies to
attract talent pools (Loomes, Susan, Alison Owens, and Grace McCarthy, 2019). Apart from this,
data driven recruitment processes are critical and embedded certain technical protocols which are
difficult to understand for recruiters. Lack of communication among recruiters is the significant
challenge that restrict employers to create a similar approach to recruitment and selection
processes.
Other challenges that impact the recruitment and selection process
Moreover, poor or lack of effective planning before selecting the most feasible and
professionalised media for recruitment and selection can be one of a significant challenge faced
by companies. With increasing trends of outsourcing recruitment and selection services,
organizations are also facing issues while selecting the most reliable partner in market. There are
number of recruitment agencies that are being approached by companies to highlight their
organization, increasing candidates' interests. Similarly, companies are receiving high level of
problems in determining needs of recruitment agencies, therefore it is difficult to attract them.
It is difficult for companies to retain and select IT professionals for their company at
considerably moderate salary packages. Company need to hire a different team of IT assistants
to manage these digital HR functions and managing technical issues. Taleo which is mostly
preferred applicant tracing system includes factors like high operational cost, requirements like
regular up gradation delivers a type of challenge for organization while installing such systems.
Organizations need to develop the proficiency of HR professionals which will help it to inculcate
the best possible outcome from digital recruitment and selections. Improved technologies need to
be properly selected as per the type of companies and its capabilities. Similarly, companies are
also promoting cultural diversity with help of collective engagement through social media and
other digital platforms.

Positive impacts on recruitment and selection process
Utilizing technological aids for any service increases the expectations of high
productivity and error free outcomes. It is also a type of challenge introduced within
organizations. Companies with strong technological framework may be perceived as the most
effective organization while the related outcomes and factor may get ignored. With increasing
use of technologies, company may possess a risk of data breach and data security malfunctions.
There are number of situation may occur where the company may loss its confidential reports,
therefore the need of increasing security for applicants' data information need to be increased.
The systems that are being used by company for HR functions must be technologically prepared
and friendly enough to restore the lost data. Risks related to an unprepared data is that, large
proportion of resumes or data may slower down the processing of the system.
Online recruitment increasing with high pace and organizations are also facing challenges
of delivering authenticity to their functions. Corporate world is facing lot if issues while utilizing
digital technologies for selecting or hiring people. Cases related to unethical factors like
increased online fraud, forming a false company and releasing job advertisements have affected
company adversely (Reilly, Peter, 2019). Similarly, perception of applicants regarding online
recruitment is slightly negative. They always tend to believe and visit fewer job portals to view
job vacancy. This is a challenge for organizations to assess the perception of applicants.
Furthermore, popular job portals highly charge for posting jobs on their portals which may be
unaffordable for medium enterprises.
CONCLUSION
The above report has summarized that use of social media and other mentioned factors
have increased the within HR professionals. There is a continuous growth of using digital
technologies and external recruitment agencies for performing HR functions. The report further
explained that technologies may have some negative impact on employers way of managing
things. There may be a possibility of misusing applicant tracking system software. It further laid
emphasis on the fact that by the adoption of technologies for recruiting and selecting staff,
interlinked issues such as management of resources, suppliers and distributors have also been
increased. Due to measures like cost reduction and advantages like reduced manual work, labour
cost etc. have increased its utilization.

REFERENCES
Books and Journals
Agarwal, Sucheta, and Usha Lenka. "Managing Organization Effectiveness Through E-Human
Resource Management Tool-E-Learning: Indian Cases A Qualitative
Approach."PEOPLE: International Journal of Social Sciences 4, no. 1 (2018).
Baca-Motes, Katie, Alison M. Edwards, Jill Waalen, Shawn Edmonds, Rajesh R. Mehta, Lauren
Ariniello, Gail S. Ebner et al. "Digital recruitment and enrollment in a remote
nationwide trial of screening for undiagnosed atrial fibrillation: Lessons from the
randomized, controlled mSToPS trial." Contemporary clinical trials communications 14
(2019): 100318.
Burbach, Ralf. "14 Strategic evaluation of e-HRM." e-HRM: Digital Approaches, Directions &
Applications (2019).
Cao, Yingxia, Haya Ajjan, Paul Hong, and Thuong Le. "Using social media for competitive
business outcomes: An empirical study of companies in China." Journal of Advances in
Management Research 15, no. 2 (2018): 211-235.
Caputo, Francesco, Armando Papa, Valentina Cillo, and Manlio Del Giudice. "Technology
Readiness for Education 4.0: Barriers and Opportunities in the Digital World."
In Opening Up Education for Inclusivity Across Digital Economies and Societies, pp.
277-296. IGI Global, 2019.
Loomes, Susan, Alison Owens, and Grace McCarthy. "Patterns of recruitment of academic
leaders to Australian universities and implications for the future of higher
education." Journal of Higher Education Policy and Management (2019): 1-16.
Mutua, Mbithi. "Linking Human Capital Resourcing Practices and Performance of Financial
Cooperatives in Kenya: Does Presence of Formal Human Resource Department
Matter?."Management and Labour Studies (2019): 0258042X18820685.
Parry, Emma, and Valentina Battista. "The impact of emerging technologies on work: a review
of the evidence and implications for the human resource function." Emerald Open
Research 1 (2019).
Ramkumar, A. "A Conceptual Study on How Electronic Recruitment Tools Simplify the Hiring
Process." Indian Journal of Public Health 9, no. 6 (2018).
Reilly, Peter. "The impact of artificial intelligence on the HR function." Which way now for HR
and organisational changes?(2019): 41.
Thite, Mohan. "16 Future directions in electronic/digital HRM."e-HRM: Digital Approaches,
Directions & Applications (2019): 75.
van Esch, Patrick, J. Stewart Black, and Joseph Ferolie. "Marketing AI recruitment: The next
phase in job application and selection." Computers in Human Behavior 90 (2019): 215-
222.