Human Resource Management as a Learning Process - Term Paper Example

? E-Recruiting E-Recruiting Introduction Human resource management system (HRMS) (also called Human Resource Information System) refers to the processes involved at the intersection between information technology and human resource management (Gary, 2005). This links human resource management as a learning process and in precise its fundamental human resource (HR) processes and activities are linked with the technology to information technology. The programming of the database processing systems is developed using packages of Enterprise Resource Planning (ERP) programs and standardized routines. The enterprise resource planning systems consist of software that integrates information from diverse applications into a central universal database. This article will describe the interest in advantages and disadvantages of E-recruiting. This essay will also discuss a current or future trend within this topic and its impact on the Human Resource function of an organization. In my human resource project, I decided to work on the E-Recruiting topic. I chose this topic in regard to technological advancement and other related issues. By taking a look at the human resource department, I am surprised to find that the role of a Human Resource executive has significantly evolved over the years. This role has come to bear a resemblance to nothing so much as a venture fit for Sherlock Holmes. Moreover, the Human Resource management job is barely just to super-sleuth about. This human resource system can also provide functions ranging from payroll and breakdown of benefits to pertinent juxtaposition of positions available with qualified applications that pre-exist in the system (Gary, 2005). This topic of interest is of significance to me in regard to the current recruiting techniques employed in institutions and other leading companies all over the globe. It is not a challenge to see how the use of the E-Recruitment system can vastly benefit a company (Watson, 2008). However, the difficult task in this system is the identification of the correct system to meet the business demands and also fall within the business budget. There are lots of options to choose from in the market but one has to choose the best option in order to suit the company’s demands. I hope to gain more knowledge on improved techniques that can be used in organizations to get potential employees more easily using the Internet resources. This knowledge will also enhance an individual’s knowledge about technological advancement. E-Recruitment analysis E-recruiting is the process by which personnel are recruited by using electronic resources and in particular the Internet (Watson, 2008). Most recruitment agents and companies have relocated most of their recruitment processes online in order to enhance the speed at which potential candidates can match live vacancies. Online recruiting systems are time-saving to the employer since they can easily rate their e-candidate and also several other people in the human resource department can review these candidates (Gary, 2005). The database technologies used in this program in conjunction with worthy search engines that advertise online jobs enable candidates to fill posts in a remarkably short period. In the nineteenth century, recruitment was centrally based on an apprenticeship methodology. Organizations had apprentices who were not employees in the organization and after completion of the apprenticeship they were given jobs in the company. Comparison between the apprentices and skilled candidates proves that the skilled candidates are considered more desirable since they have the necessary qualifications pertaining to the job vacancy. With the needed employee data in the Human Resource Information System databases, Human Resource executives are free to pursue creative thinking and critical projects. This technology uses the power of online CV search technology to search resume databases and aid employers together with the human resource personnel actively search for valid candidates globally. Initially, E-Recruitment began as an online talent search method until it evolved to incorporate aspects of candidate management (Watson, 2008). Nowadays, prominent institutions and companies are using it to manage applications, interviews and postings by candidates. In an overall view, a human resource information system improves the way a company manages its employees, the performance of business operations and dovetailing different human resource procedures (Gary, 2005). Employers should learn how to optimize their Human Resource Information System to significant and basic advantages of the company. An overview of the traditional method of recruitment and the software system depicts that the system has vastly enhanced the recruitment system in organizations. An in-house Human Resource Information System requires a full installation in the business premises and constantly relies on the information technology department of that organization or company. Software as a source stands out as a considerably attractive evolution due to its cost-effectiveness. This is because the company can do away with highly paid IT specialists, fancy customizations, complicated implementation and integration procedures and other extra hardware purchases needed for recruitment of the company’s staff (Watson, 2008). However, Software as a Service (SaaS) is not the best for every business venture. This can be drawn from the large companies who have over one thousand members of staff since, the cost of utilizing the Software as a Source model in such organization can prove greater than investing on the on-premise delivery option. E-Recruitment methodologies The most prominent methods include employer web sites, job boards and professional web sites. Job boards comprise areas where employers post their job vacancies for candidates to apply. This method is often instituted to search for unique and skilled candidates. On the other hand, employer web sites are company sites developed by various employers. For example, Directemployers.com, which is a recruiting consortium formed by the Direct Employers Association. Additionally, professional web sites are web pages that are run by employers to look for skilled professionals for their jobs in the respective companies. Advantages and disadvantages The Human Resource Information System is not a new invention in the business world (Gary, 2005). Only recently, people have recognized the serious benefits such systems have to offer to a company’s growth. Some of the common features of this system include Human Resource management, payroll, time and labor management, benefits administration, employee self-service and cost (Gary, 2005). Explanation of these features is categorically analyzed below: Cost: This is the primary concern for any company which wants to invest in the Human Resource Information system. The cost also involves the training of the staff in adapting to the new system. Payroll: This is the module that collects employee information from the main databases. This module also calculates taxes and other deductions and generates paychecks. Time and labor management: This is a module that pools and analyzes information from an employee and typically leads to reduced costs of labor and an improved understanding of labor functions. Benefits administration: This module enables Human Resource executives to manage and observe employee participation in various beneficial programs offered by the company. Employee self-service: A Human Resource Information System opens doors that allow employees to access useful tools and data remotely through the system database. Human Resource Management: This module gathers all the workforce data of an organization hence allowing Human Resource executives to keep a record of useful information correlated with the employees. This information includes skill development, compensation programs, contact information and training status. The predominant merits and demerits of E-Recruitment also affect the E-Recruiting process widely (Watson, 2008). The common advantages in E-Recruitment include: 1. Cost-effectiveness 2. No required intermediaries. 3. Reduced recruitment time. 4. Efficiency in the recruitment method. 5. A 24/7 access to online resume collection. 6. The E-Recruitment method helps root out unqualified candidates using automated ways. 7. Enables recruitment of the right candidates for the job vacancy. 8. The recruitment web pages also provide information regarding compensation that is offered by competitors thereby, enabling Human Resource managers to make HR decisions. The disadvantages in E-Recruitment are: 1. Organizations are solely dependent on the online recruitment techniques. 2. In under developed countries like India, employers and employees still use the traditional recruitment method (face-to-face interaction) that proves quite cumbersome. 3. Low net penetration and lack of Internet networks in countries like India. 4. Authenticity of resumes also proves cumbersome to most organizations. Facts regarding E-Recruitment According to the Forrester Research Institute, the expenditure on E-Recruiting will be $7 billion. Over 96% of companies globally use the Internet in recruitment needs. In the United States of America, 30% of companies of hires are from the Internet with 77% of Internet users are seeking methodologies of changing how the net performs this technology. A survey carried out by the Employment Management Association reveals that the cost-per-hire of print ads was approximately $3295. However, over 16 million resumes are floating in the online space. Recruiting yield pyramid This pyramid is an illustration of Gary regarding the recruitment issue. New Hires Offers made: 2:1 Candidates invited: 4:3 Candidates interviewed: 3:2 Leads generated: 6:1 E-Recruitment enhances the increasing lead generation number. Therefore, 1200 can boost to about 2000, hence, making the ratio more precise. If candidates interviewed do not amount to 100, then 50 hires will be difficult (Gary, 2005). Current/ Future Trends in E-Recruitment There are several trends involved in E-Recruiting. They include speedy communication, RSS feed, search engine advertisement and candidate’s preference (Stone & Hal, 2005). The most common current trend in E-Recruitment is the communication aspect. Most companies and prospective employees are able to communicate with potential employees through blogs, E-mails, faxes and social networks like Facebook and Twitter. Blogs, video podcasts and podcasts are considered as crucial tools in the online recruiting process (Watson, 2008). Speedy communication: Companies and their prospective employees are able to communicate with each other via blogs. However, the E-Recruitment method has a disadvantage communication-wise since it is one way like mails and faxes (Stone & Hal, 2005). Moreover, these electronic communication mediums are speedy. RSS feed: Most job boards are employing the RSS feed technology. Search engines like Google provide opportunities whereby one can upload jobs on the Google Base in case the company lacks a website (Stone & Hal, 2005). These feeds are read by the RSS reader software. Search engine advertisement: The print ad technology is slowly being replaced by the search engine ads, e.g. Pay-per-click ads. Candidate’s preference: In the past, employers had the opportunity to select qualified and potential candidates from the E-Recruiting method; however, the system has been improved in such a way that the candidates are also able to select their employers depending on their monetary status (Stone & Hal, 2005). Communication is the course of transmission of information. In relation to technology, communication has played a crucial role in the E-Recruiting network. In terms of Human Resource Management, these communication channels have significantly changed job seeker’s and organization perspective (Gary, 2005). This online recruitment through the World Wide Web (WWW) provides a global coverage which is acknowledged as time-consuming with limited geographical reach and high costs. In the international Human Resource Management, huge emphases are placed on a variety of responsibilities like translation services, relocation and orientation that enable employees to adapt a diverse environment outside their state countries. A case study in Ireland shows that the recruitment landscape has changed immensely in the recent years (Barber & Reilly, 2006). This job seeking method has become popular with individuals seeking jobs worldwide. In about every aspect of life, communication is vital for any form of business to be carried out successfully. This controversial topic can be considered as a current trend since it builds up on enhancing how organizations are able to get potential employees (Barber & Reilly, 2006). In addition, the online recruitment formula has made it more possible for managers and employees to be unionized. This has increasingly made the role of the Human Resource department become more salient in the current society compared to the past. Impact of communication in the Human Resource department of an organization The incorporation of advancements in the information communications technology into E-Recruiting schemes in workplaces has had a significant impact on the human resource utilization. Communication makes the world spin. Effective communication plays a fundamental responsibility in the productivity of the Human Resource Management department since, without communication there will be confusion in the workplace. Aspects like hiring, firing, developing and enforcing company policies enable the Human Resource Management to run successfully. In the Human Resource Management effective communication provides comprehensible and clear information (Gary, 2005). The primary function of effective communication is to empower the candidates. Communication dispels confusion and any wrong information in any organization. Effects of the entire communication system are vital in any thriving culture. On the other hand, lack of effective communication in the Human Resource Department can decrease productivity. Nevertheless, organizations involved in research showed concern in candidate access relation so that they can develop other modernized methods of making the online process candidate-friendly. The findings of the research show that organizations should challenge and examine the existing processes in an effort to identify barriers to recruiting the best talent available. The communication factor also affects the competitive nature of the company by either increasing or decreasing it depending on the organization’s productivity. Employee satisfaction is also impacted by the financial capability of the employer. This also affects the health requirements and wellness of the employee in several ways. Before any employer ventures in the Human Resource Information System, they should be able to get solutions for the following questions in regard to the business itself. These questions are considered as the checklist for the Human Resource Information System market: 1. How many workers are employed in the organization? 2. How soon is the organization planning to introduce the system? 3. Will the company face an upward trend in the few years? 4. What amount of monetary fund has been placed aside by the organization for the Human Resource Information System? 5. Does the organization have Information Technology resources that can support the Human Resource Information System? 6. Which legacy systems does the organization have in place? 7. What form of security can be employed in the organization to prevent loss of private data? Traditional methods should not be replaced by E-Recruitment but it should act like a supplement to the business’s recruitment process. Therefore, by using the following checklist criteria the organization will thrive significantly. Conclusion The Human Resource department is truly changing the operational phenomena in organizations that have adapted this change. The Human Resource Management System will ensure that employee’s data is managed effortlessly (Gary, 2005). The use of this system also reduces data-entry errors which are common in the traditional recruitment methods. In a considerate view, the paper-based processes detain about 80% of the information whereas the software system can detain all the data (Watson, 2008). The optimizing of the Human Resource management software system requires identification and investing in the right system to suit the business’s demands. One can also examine the technological, cultural and economic parameters. Nowadays, Human Resource managers are channeling their attention in motivation, policies, relations and quality consciousness in conjunction with E-Recruitment. Lastly, there are other future advocated models like Triple I, Federal and Shamrock that have been proposed by HR professionals including the likes of Charles Handy among others. These are the future organizational models to be used in the future of E-Recruitment. References Barber, L., & Reilly, P. (2006). E-Recruitment: Practices and trends in Ireland. Ireland: Public appointments service publishers. Gary, D. (2005). Human resource management. New York: Pearson Education Press. Stone, D., & Hal, G. (2005). The brave new world of e-human resource. New York: Jossey Bass Publishers. Watson, A. (2008). The definitive job book: Rules from the recruitment insiders. United Kingdom: Capstone Publishers. Read More