Human Resource Management: Recruitment, Technology, and Strategies
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This report examines the human resource management (HRM) recruitment process, emphasizing its significance in organizational success. It delves into the multifaceted roles of HR managers, including coordination, commitment building, and capacity building. The paper focuses on the recruitment process, detailing stages such as job analysis, advertisement, applicant screening, and finalization. It also explores various recruitment strategies, including leveraging technology through online job portals and social media, and the use of applicant tracking systems. The report highlights the impact of technology on recruitment, the importance of online job searching, and the integration of millennials into the workforce. Furthermore, it discusses the use of video and crowd sourcing for cost-effective recruitment and the need for HR to adapt to create highly strategic organizations. The conclusion reiterates the importance of HRM practices in modern organizations.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
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Human Resource Management
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Introduction
Human resource management is one of the most important aspects in running the
organizations. Any organization that desires to create a sustainable future for it, must have a
human resource department that looks after the different aspects of the organizations. The human
resource managers have to play different roles in different times. The organizations must be
aiming to grab a defining position within their respective industries by the help of a proper
human resource management. The HR managers must see to the needs of the employees and
make sure that these needs are fulfilled. They have to be in line with the vision, mission and
objectives of the organization. There are many roles that the human resource managers have to
play in the organization. These include recruitment, selection, and performance of the
employees, reward and punishment and training and development of the employees. Other
aspects of the human resource management is to provide the job and work design, high
performance work design, talent management and retention of the employees, ethics in the
employees and HR managers, role of technology in improving the human resource management,
welfare of the employee health and career management of the employees (Hendry, 2012). In this
paper, the focus will be on discussing about recruitment process of the employees as good
employees are the heart of the organization.
Role of Human resource managers
The human resource managers have different types of roles in their domain. Apart from
hiring the employees into an organization, they have to provide certain benefits to them as well
(Armstrong & Taylor, 2014). The employees have to be trained and developed so they can fit
into the objectives of the organization. In this segment some of those roles and their implications
Introduction
Human resource management is one of the most important aspects in running the
organizations. Any organization that desires to create a sustainable future for it, must have a
human resource department that looks after the different aspects of the organizations. The human
resource managers have to play different roles in different times. The organizations must be
aiming to grab a defining position within their respective industries by the help of a proper
human resource management. The HR managers must see to the needs of the employees and
make sure that these needs are fulfilled. They have to be in line with the vision, mission and
objectives of the organization. There are many roles that the human resource managers have to
play in the organization. These include recruitment, selection, and performance of the
employees, reward and punishment and training and development of the employees. Other
aspects of the human resource management is to provide the job and work design, high
performance work design, talent management and retention of the employees, ethics in the
employees and HR managers, role of technology in improving the human resource management,
welfare of the employee health and career management of the employees (Hendry, 2012). In this
paper, the focus will be on discussing about recruitment process of the employees as good
employees are the heart of the organization.
Role of Human resource managers
The human resource managers have different types of roles in their domain. Apart from
hiring the employees into an organization, they have to provide certain benefits to them as well
(Armstrong & Taylor, 2014). The employees have to be trained and developed so they can fit
into the objectives of the organization. In this segment some of those roles and their implications

2HUMAN RESOURCE MANAGEMENT
have to be addressed in brief so that an idea can be formed about what the employees have to
learn in the organization. These roles include:-
Coordination or working together
The management and the employees have to learn to work together because the need for
working together has a huge significance in the organizational success (Kaufman & Guerra-
Lopez, 2013). The skills of the employees have to be developed since the supervisors assign the
employees to perform different kinds of roles at different points of time. The employees can
perform different activities according to their preferences as the HR department should address
them.
Commitment building
HR managers are responsible for implementing strategies of involving the employees in
gaining the organizational objectives (Rubin, 2013). They can suggest certain ways by which the
employees can be motivated. Once the employees are hired into a job, they must feel the urge to
be committed to the organization and feel challenged.
Capacity building
The HR management helps the organization to develop an organization to gain the
competitive advantage over others. This competitive advantage can be gained by the particular
organization only if they have good resources at their disposal and the perfect skilled employees
who can complete the tasks assigned to them (Barney, 2014). The HR managers play a huge role
in recruiting the best people for the organization. This competition can be compared to as the
‘war for talent’ (Elving et al., 2013). The role that the HR managers play in this context is to hire
have to be addressed in brief so that an idea can be formed about what the employees have to
learn in the organization. These roles include:-
Coordination or working together
The management and the employees have to learn to work together because the need for
working together has a huge significance in the organizational success (Kaufman & Guerra-
Lopez, 2013). The skills of the employees have to be developed since the supervisors assign the
employees to perform different kinds of roles at different points of time. The employees can
perform different activities according to their preferences as the HR department should address
them.
Commitment building
HR managers are responsible for implementing strategies of involving the employees in
gaining the organizational objectives (Rubin, 2013). They can suggest certain ways by which the
employees can be motivated. Once the employees are hired into a job, they must feel the urge to
be committed to the organization and feel challenged.
Capacity building
The HR management helps the organization to develop an organization to gain the
competitive advantage over others. This competitive advantage can be gained by the particular
organization only if they have good resources at their disposal and the perfect skilled employees
who can complete the tasks assigned to them (Barney, 2014). The HR managers play a huge role
in recruiting the best people for the organization. This competition can be compared to as the
‘war for talent’ (Elving et al., 2013). The role that the HR managers play in this context is to hire
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3HUMAN RESOURCE MANAGEMENT
the employees, developing their skills thoroughly and retain them in the organization for a long
time.
Recruitment of employees
It is time to focus on the central theme of the essay. The theme is the recruitment process
of the employees by the human resource management. This is the process by which the HR
management searches and recruits the employees to a position in which the candidates may best
fit into (Certo, 2015). The best qualified candidates are interviewed and they are given the
chance to show their skills if they are hired. The job openings are created so that people can be
recruited into an organization in a cost effective manner. There are certain steps by which the
employees are recruited (Breaugh, 2013). These are analyzing the requirements of the particular
job positions, gain the attraction of the employees to that job, screening and short listing the
applicants, hiring and then integrate the new employee to the organization by the induction
process.
Stages of recruitment process
The stages by which the recruitment process is done have to be discussed in the next
phase. These stages are:-
a) Job analysis
The openings have to be created and the HR management needs to review what roles are
needed to be played in the new job position (Belcourt & McBey, 2016). These new positions
will have to be analyzed by the HR team properly. This will help them to describe the job roles
to the applicants and make the situation easier. The HR team will build the job description and
the employees, developing their skills thoroughly and retain them in the organization for a long
time.
Recruitment of employees
It is time to focus on the central theme of the essay. The theme is the recruitment process
of the employees by the human resource management. This is the process by which the HR
management searches and recruits the employees to a position in which the candidates may best
fit into (Certo, 2015). The best qualified candidates are interviewed and they are given the
chance to show their skills if they are hired. The job openings are created so that people can be
recruited into an organization in a cost effective manner. There are certain steps by which the
employees are recruited (Breaugh, 2013). These are analyzing the requirements of the particular
job positions, gain the attraction of the employees to that job, screening and short listing the
applicants, hiring and then integrate the new employee to the organization by the induction
process.
Stages of recruitment process
The stages by which the recruitment process is done have to be discussed in the next
phase. These stages are:-
a) Job analysis
The openings have to be created and the HR management needs to review what roles are
needed to be played in the new job position (Belcourt & McBey, 2016). These new positions
will have to be analyzed by the HR team properly. This will help them to describe the job roles
to the applicants and make the situation easier. The HR team will build the job description and
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4HUMAN RESOURCE MANAGEMENT
assign the job roles for that particular job designation. This job description will define what the
duties that the applicants have to play are. The essential job duties have to be described by the
HR department (Truss et al., 2013). Other important things that the HR department has to
perform are to set the minimum qualifications for that job position and the salary range for it.
b) Advertisement
In the next phase, the HR department must make the advertisements for the potential
applicants. The open job position has to be advertised through newspapers, social media forums,
televisions and other mediums that are available (Ahsan Ho, & Khan, 2013).
c) Screening of applicants
The potential applicants or the candidates have to be screened. In this section, the
applicants have to be interviewed. The skills of the applicants are tested along with their
personalities (Britti et al., 2017). After the applicants meet the job requirements and minimum
qualifications, they are then interviewed before a panel of experts in the organization. The
applicants are informed about the job role and the salary that will be offered to them along with
the facilities and benefits. Then they find out if that candidate will fit into their organization or
not. The organizational requirements will be informed to them by the HR management as well.
d) Finalization
After the screening or interview process is over, the successful applicants are then offered
for the job. That job offer also includes an attractive salary, benefits and compensation package.
After the offer letter is accepted by the candidate, the employee is welcomed into the new
organization with induction process (Britti et al., 2017).
assign the job roles for that particular job designation. This job description will define what the
duties that the applicants have to play are. The essential job duties have to be described by the
HR department (Truss et al., 2013). Other important things that the HR department has to
perform are to set the minimum qualifications for that job position and the salary range for it.
b) Advertisement
In the next phase, the HR department must make the advertisements for the potential
applicants. The open job position has to be advertised through newspapers, social media forums,
televisions and other mediums that are available (Ahsan Ho, & Khan, 2013).
c) Screening of applicants
The potential applicants or the candidates have to be screened. In this section, the
applicants have to be interviewed. The skills of the applicants are tested along with their
personalities (Britti et al., 2017). After the applicants meet the job requirements and minimum
qualifications, they are then interviewed before a panel of experts in the organization. The
applicants are informed about the job role and the salary that will be offered to them along with
the facilities and benefits. Then they find out if that candidate will fit into their organization or
not. The organizational requirements will be informed to them by the HR management as well.
d) Finalization
After the screening or interview process is over, the successful applicants are then offered
for the job. That job offer also includes an attractive salary, benefits and compensation package.
After the offer letter is accepted by the candidate, the employee is welcomed into the new
organization with induction process (Britti et al., 2017).

5HUMAN RESOURCE MANAGEMENT
Recruitment strategies
Some of the most important recruitment strategies might be applied by the HRM
department in the organizations. The recruitment of the new employees might be done by the use
of latest technologies (Marler & Fisher, 2013). Nowadays the organizations are looking to hire
the employees from different parts of the world. These things require the fact that the potential
employees must be informed about the job vacancies. Almost every persons are now acquainted
with the social media platforms and they want to get closer to use the technology in terms of
their own advantage (Marler & Fisher, 2013).
Use of technology in HRM for recruitment
These companies can use the JAVA platform to update their database and they should
keep their database up to date all the time. This enforces the fact that the organizations should be
present in the virtual modes in the social media platforms like Linkedin, Twitter, Facebook,
Google+ and others (Dhamija 2012). They should create pages and design it so attractively that
the applicants might be attracted towards the organization. A sense of interest will begin to grow
in the minds of the applicants and they will like the pages of those organizations. Thus their
following will increase and they will be getting more applicants. Thus it can be defined that the
main role of the HRM department is to attract the applicants towards their organization. They
can do another thing through technology (Dhamija 2012). The HR managers should publish the
job requirements and the details of the job requirements on the websites of the online job portals.
The candidates are enrolled in those job portals and they get calls for interviews if they match the
criteria for selection. The HR department of the organizations then contacts them to ask them to
their office. This process continues by developing the communication with the management and
the candidates.
Recruitment strategies
Some of the most important recruitment strategies might be applied by the HRM
department in the organizations. The recruitment of the new employees might be done by the use
of latest technologies (Marler & Fisher, 2013). Nowadays the organizations are looking to hire
the employees from different parts of the world. These things require the fact that the potential
employees must be informed about the job vacancies. Almost every persons are now acquainted
with the social media platforms and they want to get closer to use the technology in terms of
their own advantage (Marler & Fisher, 2013).
Use of technology in HRM for recruitment
These companies can use the JAVA platform to update their database and they should
keep their database up to date all the time. This enforces the fact that the organizations should be
present in the virtual modes in the social media platforms like Linkedin, Twitter, Facebook,
Google+ and others (Dhamija 2012). They should create pages and design it so attractively that
the applicants might be attracted towards the organization. A sense of interest will begin to grow
in the minds of the applicants and they will like the pages of those organizations. Thus their
following will increase and they will be getting more applicants. Thus it can be defined that the
main role of the HRM department is to attract the applicants towards their organization. They
can do another thing through technology (Dhamija 2012). The HR managers should publish the
job requirements and the details of the job requirements on the websites of the online job portals.
The candidates are enrolled in those job portals and they get calls for interviews if they match the
criteria for selection. The HR department of the organizations then contacts them to ask them to
their office. This process continues by developing the communication with the management and
the candidates.
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6HUMAN RESOURCE MANAGEMENT
The importance of online job searching
Job searching is the first step for the candidates to end up finding the right job for
themselves. The latest mobile technologies have a huge impact on the candidates to find the jobs.
The updated smart phones are loaded with various new applications that support the online job
portals also (Beerepoot & Lambregts, 2015). The candidates have to install thos mobile
applications into their mobiles and then upload their resumes in the. Thus the job portals and job
consultancies will find the applicants as the job criteria and the qualifications will suit them.
Various new technologies
The various technologies are used by the HR to find the right applicants and give them a
position to work for them. The Applicant Tracking System is one of those models that are used
by the HR managers to find the right candidates (Swaroop, 2012). The Indeed Business Model is
followed by the HR managers when they are assigned to recruit new employees asked by the top
management. Both the large employers and the small employers are always on a spree to find the
best suitable candidates for the job positions. Most of them accept the soft copies of the
applicants’ resumes through e-mails. The different things like the Career builder or Indeed helps
the organizations to find the best candidates. The Hr department has tobe active in this context as
well (Swaroop, 2012).
Various uses of technology in recruitment by HR
There is no doubt that the technological advancement will be further enhanced and the
role of the HRM will be doubled by then.
Entry of the Millennial
The importance of online job searching
Job searching is the first step for the candidates to end up finding the right job for
themselves. The latest mobile technologies have a huge impact on the candidates to find the jobs.
The updated smart phones are loaded with various new applications that support the online job
portals also (Beerepoot & Lambregts, 2015). The candidates have to install thos mobile
applications into their mobiles and then upload their resumes in the. Thus the job portals and job
consultancies will find the applicants as the job criteria and the qualifications will suit them.
Various new technologies
The various technologies are used by the HR to find the right applicants and give them a
position to work for them. The Applicant Tracking System is one of those models that are used
by the HR managers to find the right candidates (Swaroop, 2012). The Indeed Business Model is
followed by the HR managers when they are assigned to recruit new employees asked by the top
management. Both the large employers and the small employers are always on a spree to find the
best suitable candidates for the job positions. Most of them accept the soft copies of the
applicants’ resumes through e-mails. The different things like the Career builder or Indeed helps
the organizations to find the best candidates. The Hr department has tobe active in this context as
well (Swaroop, 2012).
Various uses of technology in recruitment by HR
There is no doubt that the technological advancement will be further enhanced and the
role of the HRM will be doubled by then.
Entry of the Millennial
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More than 10 million Millennilas will be entering the job markets within the next few
years. The HR technology will have to be upgraded since the need for better employee
interaction will increase by the introduction of the social media as the communication tool. The
candidates are given a tap on the shoulder for doing good works but in the coming years, they
will be greeted by a virtual handshake and a virtual smile (Swaroop, 2012).
Social media, digital technology and online video recruitment
As the latest technologies in the HRM comes into use, the strategies and processes for the
recruitment of candidates changes and enhances as well. The social media can be used to search
a better talent pool for the organizations by the HR management. Another better way to use the
technology is to hire the employees by the HRM to use the online video recruitment process.
This is appropriate for the tech savvy candidates in a faster and smoother way.
Video and crowd sourcing
The HRM looks for lower the recruitment costs for the company. They will be looking to
imply some technologies that will not only cater to hiring the best employees but also save
money (Swaroop, 2012). Two of cheap methods to be used in case of recruitment are video and
crowd sourcing. The video method allows the employers give more detailed information to the
job seekers. The employers promote their brands by video method and crowd sourcing is mainly
regarded as a free help to create and promote the job opportunities.
Forcing the HR to grow to create highly strategic organization
More than 10 million Millennilas will be entering the job markets within the next few
years. The HR technology will have to be upgraded since the need for better employee
interaction will increase by the introduction of the social media as the communication tool. The
candidates are given a tap on the shoulder for doing good works but in the coming years, they
will be greeted by a virtual handshake and a virtual smile (Swaroop, 2012).
Social media, digital technology and online video recruitment
As the latest technologies in the HRM comes into use, the strategies and processes for the
recruitment of candidates changes and enhances as well. The social media can be used to search
a better talent pool for the organizations by the HR management. Another better way to use the
technology is to hire the employees by the HRM to use the online video recruitment process.
This is appropriate for the tech savvy candidates in a faster and smoother way.
Video and crowd sourcing
The HRM looks for lower the recruitment costs for the company. They will be looking to
imply some technologies that will not only cater to hiring the best employees but also save
money (Swaroop, 2012). Two of cheap methods to be used in case of recruitment are video and
crowd sourcing. The video method allows the employers give more detailed information to the
job seekers. The employers promote their brands by video method and crowd sourcing is mainly
regarded as a free help to create and promote the job opportunities.
Forcing the HR to grow to create highly strategic organization

8HUMAN RESOURCE MANAGEMENT
The HRM is making the lives of the people more efficient by their works. The HR
technology always continues to collect and show the metrics, the more the businesses will strive
to build highly strategic implications for the organizations (Swaroop, 2012).
Conclusion
To conclude this paper, it can be said that the HRM practice is one of the most important
things in an organization. The various things that the HRM handle in this modern business
context are very useful for the growth of the organization. The organizations; main power for
production is their workforce. The workforce has to be selected and recruited properly. If this
selection is not done properly, the organizations will be pressurized for their losses. The HRM
has to fix some good recruitment strategies that will cater to the betterment of the organizations.
The HRM has to use the technology in terms of their recruitment since technology is one of the
undeniable facts in the modern era. The HR managers have to use the technology in many ways
so that employees can be recruited faster by applying important technologies.
The HRM is making the lives of the people more efficient by their works. The HR
technology always continues to collect and show the metrics, the more the businesses will strive
to build highly strategic implications for the organizations (Swaroop, 2012).
Conclusion
To conclude this paper, it can be said that the HRM practice is one of the most important
things in an organization. The various things that the HRM handle in this modern business
context are very useful for the growth of the organization. The organizations; main power for
production is their workforce. The workforce has to be selected and recruited properly. If this
selection is not done properly, the organizations will be pressurized for their losses. The HRM
has to fix some good recruitment strategies that will cater to the betterment of the organizations.
The HRM has to use the technology in terms of their recruitment since technology is one of the
undeniable facts in the modern era. The HR managers have to use the technology in many ways
so that employees can be recruited faster by applying important technologies.
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References
Ahsan, K., Ho, M., & Khan, S. (2013). Recruiting project managers: A comparative analysis of
competencies and recruitment signals from job advertisements. Project Management
Journal, 44(5), 36-54.
Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Barney, J. B. (2014). Gaining and sustaining competitive advantage. Pearson Higher Ed.
Beerepoot, N., & Lambregts, B. (2015). Competition in online job marketplaces: towards a
global labour market for outsourcing services?. Global Networks, 15(2), 236-255.
Belcourt, M., & McBey, K. J. (2016). Strategic human resources planning. Nelson Education.
Breaugh, J. A. (2013). Employee recruitment. Annual review of psychology, 64, 389-416.
Britti, M. A., Mauseth, M. J., Springer, J. R., & Thornley, R. D. (2017). U.S. Patent No.
9,705,863. Washington, DC: U.S. Patent and Trademark Office.
Certo, S. (2015). Supervision: Concepts and skill-building. McGraw-Hill Higher Education.
Dhamija, P. (2012). E-recruitment: a roadmap towards e-human resource
management. Researchers World, 3(3), 33.
Elving, W. J., Westhoff, J. J., Meeusen, K., & Schoonderbeek, J. W. (2013). The war for talent?
The relevance of employer branding in job advertisements for becoming an employer of
choice. Journal of Brand Management, 20(5), 355-373.
Hendry, C. (2012). Human resource management. Routledge.
References
Ahsan, K., Ho, M., & Khan, S. (2013). Recruiting project managers: A comparative analysis of
competencies and recruitment signals from job advertisements. Project Management
Journal, 44(5), 36-54.
Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Barney, J. B. (2014). Gaining and sustaining competitive advantage. Pearson Higher Ed.
Beerepoot, N., & Lambregts, B. (2015). Competition in online job marketplaces: towards a
global labour market for outsourcing services?. Global Networks, 15(2), 236-255.
Belcourt, M., & McBey, K. J. (2016). Strategic human resources planning. Nelson Education.
Breaugh, J. A. (2013). Employee recruitment. Annual review of psychology, 64, 389-416.
Britti, M. A., Mauseth, M. J., Springer, J. R., & Thornley, R. D. (2017). U.S. Patent No.
9,705,863. Washington, DC: U.S. Patent and Trademark Office.
Certo, S. (2015). Supervision: Concepts and skill-building. McGraw-Hill Higher Education.
Dhamija, P. (2012). E-recruitment: a roadmap towards e-human resource
management. Researchers World, 3(3), 33.
Elving, W. J., Westhoff, J. J., Meeusen, K., & Schoonderbeek, J. W. (2013). The war for talent?
The relevance of employer branding in job advertisements for becoming an employer of
choice. Journal of Brand Management, 20(5), 355-373.
Hendry, C. (2012). Human resource management. Routledge.
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10HUMAN RESOURCE MANAGEMENT
Kaufman, R., & Guerra-Lopez, I. (2013). Needs assessment for organizational success.
American Society for Training and Development.
Marler, J. H., & Fisher, S. L. (2013). An evidence-based review of e-HRM and strategic human
resource management. Human Resource Management Review, 23(1), 18-36.
Rubin, E. N. (2013). Assessing your leadership style to achieve organizational objectives. Global
Business and Organizational Excellence, 32(6), 55-66.
Swaroop, K. R. (2012). E-HRM and how it will reduce cost in the organization. Asia Pacific
Journal of Marketing and Management Review, 1(4), 133-139.
Truss, C., Alfes, K., Delbridge, R., Shantz, A., & Soane, E. (Eds.). (2013). Employee
engagement in theory and practice. Routledge.
Kaufman, R., & Guerra-Lopez, I. (2013). Needs assessment for organizational success.
American Society for Training and Development.
Marler, J. H., & Fisher, S. L. (2013). An evidence-based review of e-HRM and strategic human
resource management. Human Resource Management Review, 23(1), 18-36.
Rubin, E. N. (2013). Assessing your leadership style to achieve organizational objectives. Global
Business and Organizational Excellence, 32(6), 55-66.
Swaroop, K. R. (2012). E-HRM and how it will reduce cost in the organization. Asia Pacific
Journal of Marketing and Management Review, 1(4), 133-139.
Truss, C., Alfes, K., Delbridge, R., Shantz, A., & Soane, E. (Eds.). (2013). Employee
engagement in theory and practice. Routledge.
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