Impacts of Interneting and IT on HRM & Recruitment: Literature Review

This literature review explores the impacts of interneting and information technology on human resource management and recruitment processes within business organizations. It highlights how the internet and IT have revolutionized HR functions, including recruitment, training, and employee management. The review compares various articles, focusing on factors influencing HR management, the effects of interneting on business operations, and the specific impacts of IT on employee recruitment strategies. It emphasizes increased productivity, reduced recruitment risks, and improved strategic management through the use of technology. The review concludes that proper management of human resources is crucial for organizational success, especially in the context of technological advancements.

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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

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interested candidates post positive or interactive topics. Otherwise, Banfield and Kay (2012)
believe that business organizations increase their customer base using social platforms. Apart
from that, organizations advertise their job vacancies and opportunities in social media
platforms. By so doing, the business increases the number of social media followers. With a
good, large, loyal follower base, the firm will work hard to keep individuals interacting. The
followers will also be regularly posted on company activities (Banfield and Kay, 2012).
Having gone through the twelve literature sources, some of the highlighted advantages of using
the Internet and IT processes in recruitment are:
a) The high rate of productivity: Brewster, Et al. (2011) believes that when the
productivity of an organization increases, the growth of the national and international
economy is boosted as well. However, when the issue is related to technology, processes
of selling and manufacturing are automated by Interneting and IT which otherwise, cuts
the time used in production and marketing. Apart from that, automation features that
come with the employment of technology streamline management processes like
emailing, a delegation of tasks, and marketing (Brewster, Et al., 2011).
b) Reduction of employee recruitment risks: According to Frasch, David and Jared
(2017); and Investors in People (2018), business organizations do not wish to go through
recruitment processes only to have new recruits leave their jobs. Otherwise, the costs of
employee turnover tend to pile in such instances. Investors in People (2018) demonstrates
that business organizations are likely to create net value difference of up to $2.1 million
while maintaining their overall on-board improvements and management processes
within a three-year period. Apart from that, Frasch, David and Jared (2017) believe that
the technology that is used in processes of recruitment help recruiters in filtering resumes

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without physically going through the same. Such technology levels have special features
that allow the extraction of important information from the resumes. Recruiters are
afterward, charged with comparing the qualifications of every candidate to attain the
most suitable skills.
However, Cappelli (2015) argues that Interneting helps businesses to pick appropriate
candidates from the rest of the applicants. There are many methods picked by Cappelli
(2015) to help in such processes yet some of the most prominent ones include the use of
social media platforms like LinkedIn and Facebook, email systems, communication
techs, and job boards. Therefore, employing technology in HR processes save most
organizations from performing a number of manual activities such as conducting face-to-
face meetings when conducting interviews.
c) Improved recruitment strategies: Deal and Kennedy (2012) believe that the HR sector
requires strategic management. Through the employment of analytics, organizations are
capable of measuring the extent to which formulated strategies for hiring are able to be
productive. However, the analytics in-built technological techniques with the ability to
help recruiters formulate their own strategies and processes of employee selection
(Handy, 2016). Apart from that, the presence of hiring metrics helps in soliciting
appropriate candidates for jobs by tracking, measuring, and applying recruitment
analytics. Therefore, business organizations will not waste time and money on strategies
and practices that are faulty (Handy, 2016).
4. Conclusion
Finally, yet importantly, this literature review paper mentioned that business organization comes
up with different strategies of operation to ensure the overall success of the organization.

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However, every business needs workers and other stakeholders to help in carrying out business
processes. On the same note, because all business operations require the input of stakeholders,
such individuals are important in ensuring organizational success and thus, need to be properly
managed. In the same line, this activity mentioned before that 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. As aforementioned, 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.
Otherwise, the twelve identified study sources have helped in the achievement of this
assignment’s study objectives by tackling a number of business issues in the form of:
- Human Resource Management
- Impacts of Interneting to business organizations and;
- How the Internet and Information Technology have changed employee recruitment
processes in businesses.
In general, the identified sources have helped in defining and discussing management concepts
including theories. Apart from that, the sources have also explained HRM roles in an
organization.

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Assessment 2: Business Research Proposal
Impacts of Interneting and Information Technology on Human Resource Management and
Recruiting
Contents
INTRODUCTION.........................................................................................................................11
Objectives and Scope.................................................................................................................11
ANALYSIS AND DISCUSSION.................................................................................................12
Factors Influencing HR Management........................................................................................12
a) Interneting...................................................................................................................13
Impacts of the Internet and IT on Recruitment of Employees...................................................14
i) The high rate of productivity..........................................................................................15
ii) Reduction of employee recruitment risks....................................................................15
iii) Improved recruitment strategies..................................................................................16
CONCLUSION..............................................................................................................................16

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INTRODUCTION
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 (Gilmore and Williams, 2013). 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 (Gilmore and Williams, 2013).
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 using technology
and stakeholder skills (GOV.UK, 2018).
Objectives and Scope
In relation to the main topic of “Impacts of Interneting and IT on HR Management and
Recruiting”, this activity intends to discuss business management issues; HR management in

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specific (GOV.UK, 2018). Some of the sensitive issues that this research proposal intends to
discuss include:
- Human Resource Management
- Impacts of Interneting to business organizations and;
- How the Internet and Information Technology have changed employee recruitment
processes in businesses.
In general, this research proposal paper will define and discuss HR management concepts and
theories, impacts of IT and Internet on recruitment, and examine HR roles in an organization.
ANALYSIS AND DISCUSSION
Factors Influencing HR Management
According to Mankin (2009), HR management is influenced by either internal or external
organizational factors. However, Carberry and Cross (2015) believe that internal organizational
factors can either be controlled directly or indirectly while external factors are beyond the control
of the organization. Otherwise, factors that influence the management of HR have positive or
negative impacts on human resources (Banfield and Kay, 2012). Some of the predominant
factors of HR management include:
- Globalization and Offshoring
- Health-care costs
- Worker expectations
- The diversity of the workforce
- Workforce demographic changes
- Technology