Learning Development through Feedback - Case Study Example

Learning Development through Feedback Review how the latest advances in technology (e.g. social networking, Web 2.0, e-methods) have impacted on the recruitment and selection process. Explore the benefits and challenges that using new technology presents for organisations. The paper helps to understand the impact of the social networking sites on the organisations when being used to recruit and select effective people for the organisations. Further the paper also hints on the specific advantages and disadvantages in regards to the using of the social networking sites for such actions. Managing People Contents Contents 1 Introduction 3 Impact on the Technological Advances on Recruitment and Selection Process 3 Social Networking 3 Web 2.0 4 e-Methods 4 Benefits for Using Technology in Recruitment Process in Organisations 5 Social Networking 5 Web 2.0 6 e-Methods 6 Challenges for Using Technology in Recruitment Process in Organisations 7 Conclusion 8 References 10 Introduction The recruitment and selection function in the business organisations acts as one of the most important functions that would help the organisation in enhancing its organisational potential. Recruitment and selection of the right labour force is essentially needed for the business organisations in order to meet its strategic needs in developing the right product process or service parameters to help serve the customers in an enhanced manner. To help enhance this activity the business organisations gain the support of online socialization networks like Facebook. This being an innovative approach helps the business organisations in not only expanding on their brand but also gains a large amount of effective manpower for the business organisations (Cushway, 2010, p.28). The paper in this connection tends to review the different advantages and disadvantages related to the endeavour of the business organisation to take the help of socialization networking sites in this direction. It seeks to understand the manner in which the social networking sites can be administered by the different companies to help in gaining the right people for the posts created in the concern. Impact on the Technological Advances on Recruitment and Selection Process Social Networking The emergence of social networking sites like Facebook has helped in the efficient transformation of the recruitment and selection process in a great manner. The social networking sites like Facebook, other internet portals like Monster.com, Naukri.com help the organisations in generating a pool of effective human resources. Large organisations like Ernst and Young are taking help of the social networking activities to build a stronger and effective face of the organisation to the broader society. Rendering feedback through blogs and these sites has helped the concerns in gaining a wider network of people interested in serving the organisations. The recruitment and selection process enabled through the social networking sites helps in reducing the cost factor involved with such and also helps the concern in getting a steady flow of the right human resources (Dyck and Nubert, 2008, p.361-362). A survey conducted during the 2009 period reflects that around 45 percent of the employers tend to use social networking sites like Facebook, Twitter and MySpace to largely recruit employees for their concerns. This reflects the increasing popularity of social networking sites in recruiting and selecting individuals (Pastorino and Portillo, 2011, p.670). Web 2.0 Applications based on a Web Sphere are commonly known as Web 2.0 and are now used extensively to help in recruiting and selection of individuals for companies operating based on an international arena. These website based features enable large number of people to exchange their views and share comments based on an issue and thereby enables a company or an individual to enhance their external relationships. Some of the web based applications like LinkedIn are largely being used by the companies to gain hold of new recruits who also through the same portal seek new job profiles in new companies. Thus the web based applications like LinkedIn and Facebook help both the company and the people to interrelate with a larger social network to gain both in terms of both human resources and organisational potencies (Morley, 2008, p.349-350). e-Methods The recruitment and selection functions have earned a newer dimension owing to the growth and advancement of technological functions. Technological interface has helped the firms in rightly matching the skills and productivity of the employees to the resume posted on the internet portals. The electronic tools used to enhance the human resources management functions help in effectively tracking the employees in relation to the job roles defined in the organisation. Moreover the designing of online examination tools in testing the effectiveness of the applicants helps the companies in gaining the right employee in a much faster manner than in traditional cases. With the advancement of internet technology the firms can largely advertise their selection requirements to a larger section of the society. The electronic recruitment process requires revision from time to time to help in the effective storing of large amount of databases pertaining to employees in relation to the roles designated to such (Condrey, 2010, p.118). Benefits for Using Technology in Recruitment Process in Organisations Social Networking The expanded use of the social networking platform like the Facebook has helped the recruiters like companies and other profitable and non-profitable organisations to enhance their relationship with the external market. Companies through the social networking sites enjoy the facility to relate their needs with people living across geographical boundaries. Again the people can also relate them with the organisational needs and philosophy through the social networking sites and thereby can largely integrate them with the roles defined in the process. Social networking sites can also be used by the organisations to define and state their requirements in a specific manner as to the age, income and other variables like educational qualification so as to obtain effective and right amount of recruits (Dicheva, Markov and Stefanova, 2011, p.76-77). The companies working through the social networking platform can also better communicate with the recruits through posting of online videos. The posting of videos produced on you tube on the social networking sites like Facebook helps in enhancing the mode of communication with the potential recruits coming out from colleges or from diverse professional fields (Rutledge, 2008, p.61-62). Web 2.0 The emergence of Web 2.0 technologies has helped in transforming the recruitment scenario to a far off extent where the recruiters and recruits can both deliver contents via these web spheres. These contents can be highly shared amongst each other such that it engages the employees to largely collaborate and communicate with each other. Moreover these platforms being open also encourage the participants to suggest necessary changes that can be made in order to make the process in question like recruitment and selection far more effective in the long run. It is also observed that the Web 2.0 technologies help the business corporations in getting recruits to fill up the roles in the organisation that require people with high amount of professional calibre. Again such recruitment technologies help the recruiters to get the knowledge of such candidates that are already working in some organisation in the related professional sector and thus seem to become prospective candidates to the employer. These data sets can be kept by the recruiter for any future reference activities. Moreover the recruiting technologies are modified to include contents like key word search or bio-data matching services that help the recruiter and the recruit to get hold of the desired job role and the organisation (Reynolds and Weiner, 2009, p.179-180). e-Methods The several electronic methods developed in regards to commercial transactions of the companies with the development of the internet also finds a large amount of relation in regards to recruitment and selection activities. The electronic commerce facilities help the recruitment and selection process through the rendering of fast and quicker mails to the recruits in terms of inviting them for the application test and the interview. This helps the company in getting hold of the right employee base in a much faster manner. Moreover with the development of internet has helped the companies in developing several activities like video conferencing with the potential recruits such that when they are gained from the professional colleges and institutes. Again the development of different internet enabled software like the enterprise resource planning activities also happen to help the recruiting managers in rightly selecting the employees for their operations. The enterprise resource planning software helps to integrate the several departments in the company like marketing and finance along with the operations to relate with the recruiting functions so that effective financing and marketing activities can be planned. Electronic recruitment methods thus help the company in not only encouraging them to make proper planning of the human resources to be absorbed but also in helping the companies to largely reduce the cost factor related to such activities. With less amount of investment rendered the recruiters can get hold of a larger population of effective recruits than can be incorporated from newer markets or zones. This also helps in the brand enhancement of the company in the international markets (Shen and Huang, 2011, p.34). Challenges for Using Technology in Recruitment Process in Organisations The social networking sites thus are found to help the recruiters in gaining a large amount of effective human resources for their companies. However the social networking sites like Facebook are found to contain large amount of illicit and unauthentic information that tends to jeopardise the main objective for which they are framed. The organisation’s brand image thus tends to get increasingly tarnished owing to its advertisement in place with a number of other non-relative advertisements and information. On such grounds the organisation tends to suffer from a legal battle for being sued by its customers and other recruits (Hermann, 2010, p.282). Similarly the organisations also suffer from another legal battle in which the recruits increasingly complain that their privacy has been tarnished. These people tend to provide a large amount of personal information to the organisations via the social networking profiles like LinkedIn that needs to be protected by the organisations. However some inept organisations fail to protect the personal information of their recruits and give way to the rise of privacy issues. Thus though social networking activities have helped in an increasing manner the growth and development of recruitment and selection activities yet it falls short in satisfying the required ends (Arthur, 2006, p.26). More and more it is observed that increased dependence of the recruiters to recruit the right employee base through the social networking sites lessens their effectiveness in manually conducting the process. Thus the entire process of conducting interviews, screening the people for the roles defined in the organisation and matching of the bio-data to the roles required becomes to automated thus inviting errors and confusions. The companies also have to build a training force to help in the training of individuals to largely operate based on the online recruitment process. This again adds to the cost factor of the concern in that a new stream of human resources needs to be selected for rendering the training activities (Brown, 2011, p.93). Conclusion The organisations of the current era are working on an everyday basis to revise their recruitment, selection and human resource functions to help in enhancing the effectiveness of the human resources profile in the concerns. Thus it is found that the business organisations are increasingly taking resort to social networking sites like Facebook, LinkedIn and posting advertisements regarding recruitment of people to the various posts created in the organisation. Moreover the integration of several internet technologies like the Web 2.0 also helps in diffusing innovated technologies to the parameter of recruitment and selection functions of the business organisations. This helps in developing the organisational potency in selecting the right manpower especially for higher posts in the organisation. The integration of the social networking sites also helps the business organisation in maintaining effective relationships with the different people coming from diverse regions. This fashion enhances the internationalisation activities of the business company. Again the use of the socialization sites to recruit and select the right people for the organisations helps the concern to conduct the operations in a much faster manner. Moreover the cost factor of the organisations also gets reduced through the online recruitment and selection drives that the company takes through the socialization networks. However amidst these premier advantages the use of such social networking sites for recruitment and selection functions happens to suffer from some serious drawbacks. It is found that the business organisations operating on such internet mediums fails to render required amount of security to secure the privacy of the personal information published by the recruits via the internet medium. Moreover the organisation also requires to employ another individual that would train the people to operate via the technological and internet medium to rightly and effective recruit the right person. Hence to serve as a right medium for the recruitment and selection function the socialization mediums need to be effectively customized to help serve the corporate needs. References Arthur, D. (2006). Recruiting, interviewing, selecting & orienting new employees. AMACOM Div American Mgmt Assn. Brown, J. (2011). The Complete Guide to Recruitment: A Step-by-Step Approach to Selecting, Assessing and Hiring the Right People. Kogan Page Publishers. Condrey, S. (2010). Handbook of Human Resource Management in Government. John Wiley & Sons. Cushway, B. (2010). The Employer's Handbook 2010-11: An Essential Guide to Employment Law, Personnel Policies and Procedures. Kogan Page Publishers. Dicheva, D., Markov, Z., and Stefanova, E. (2011). Software, Services & Semantic Technologies. Springer. 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