Research Study on E-Recruitment and Organizational Performance in Telecom Industry

performance which in turn will ensure competitive advantage for their organization. It can be used to determine things like the mission, vision, goal, values, mission, timeline objectives, roles and responsibilities.

To evaluate the Performance in any organization would simply mean to understand the goals and objectives of the company and how the goals/ objectives are achieved are the means of measurement. Different organization will have different objectives. For some it would mean high revenue, managing resources, customer satisfaction, and strong governance, building

Technology is evolving more and more every day, making it nearly impossible to be employed without at least some knowledge of technology such as cell phones, computers, and the internet. As a result of the consistent increase in technology, human resource management (HRM) is evolving into a technology based function in many organizations. Several HRM services have been made available through the use of technology, changing the face of HR from a person to a portal. The practice of human resource management has drastically changed as companies provide universal access to HR services through technology and web based applications. The term E-HR refers to the use of web-based technology for human resource service delivery (Johnson, 2011).

Measuring performance means when a business will measure the quality of the activities that are passing and the quality of the services provided to the customers by employees. It involves creating a simple, but effective, system for determining whether organizations meet objectives. It’s also a process of collecting and reporting information regarding the performance of an individual, group or organizations. It can

* On-line recruitment is becoming more and more popular way to recruit. There is two ways online to recruit, one is via email. Using email is very much like sending a letter it’s just a quicker approach. The other is by completing online applications and once the application has been completed they will get sent straight to the employer and stored on an online data basis.

I’m going to discuss technology and the role it plays amongst recruiting and selection procedures. Technology has changed the process of HR recruitment and selection of applicants significantly and will continue to do so. Chapter 7 and 8 does not cover technology; however, I would argue that technology is a game changer when it comes to recruitment and selection. The reason I’m discussing technology is because I’m assisting with recruitment and the biggest challenge is our ability to expand our recruitment pool, since our technology resources are currently limited. Large organizations

In light of the drawbacks of traditional methods and ever-increasing reward of innovative technology this intends to wrap up that the use of internet staffing has now become essential in the aggressive environment of organizational behavior for the market. Social media recruitment assists an employer to yield more candidates for vacant positions within an organization. The benefit of implementing the internet as a staffing mechanism has an astonishing influence on the broadened field of information which includes the selection of

One of the most important practices of HR is recruitment. When we are referring to Web Technology in recruitment we want to attract top performers and high potentials as

Many different avenues exist that can be utilized in the recruitment process. While traditional methods of recruitment such as newspaper advertisements employee referral programs are still be used, many companies, including Fortune 500 companies, are moving towards more technologically advanced avenues such as career opportunity pages on the company website, online job boards, social media, etc. The way an organization presents itself using any of these avenues is essential to the recruitment process as it is the only opportunity for the organization to attract

Utilising social media for business has been a strategy of human resource management in hiring process. Internet and technology has revolutionised the way people live and also led employers to attract and screen potential candidates on social media, such as Linkedin and Facebook (Zamaria C, 2007). The features of online platform make social media become a common method of attracting applicants for human resource function. For instance, the speed and no geographical limits are distinctive features of online recruitment (CIPD, 2010). A survey conducted by the US Society for Human Resource Management found that the number of organisations that reported using social media as an HR recruiting tool had grown from 56 percent in 2011 to 84 percent in 2015 (SHRM, 2016). Some researches reported that the use of social media is an inevitable trend of hiring strategy in the age of Internet; therefore, employers could not ignore the

In order to solve any problem, it is first necessary to formulate a solution to that problem. The Recruitment project is a multi-solution approach to the problem of using technology in the recruiting process. The solution of updating the corporate website will be handled by the Information Technology manager and Intern. The solution of finding the right job boards to advertise and manage employee data on will be handled by a Human Resource manager and Intern. This solution will address the issues of marketing, finance and accounting, management leadership roles and scope, legal issues and concerns,

Performance management as an active exercise that is all about exploring the organization effectiveness. Organization effectiveness is commonly referred to when organisations have achieved maximum performance. According to (Aguinis, 2014) taken from B.Com Honours Sudy Guide p12 states that, "performance management is an ongoing process of communication between a supervisor and an employee that occurs throughout the year, in support of accomplishing the strategic objectives of the organization". The "communication process includes clarifying expectations, setting objectives, identifying goals, providing feedback, aligning the performance of employee with the performance of the organisations strategic objectives and reviewing

Human Resource Management involves a wide array of functions that encompasses the time from when an employee enters an organization to the time the employee leaves the organization. The specific activities that are involved in HRM include job design and analysis, recruitment, orientation and placement, development and training of the personnel, employee remuneration, and performance appraisal (Aswathappa, 2007: 5). This paper shall focus on three main activities which are recruitment, training, and personnel development. When it comes to recruitment, it is incumbent upon the Human Resource Manager to bring into the workforce, employees that are both wiling and competent to accomplish specific tasks. The work of recruitment goes hand in

The recruitment and selection process refers to where organisations use various methods in order to generate a pool of candidates that are suited to the job at hand and align with the organisations goals. With technology being used and relied on by many in the business world, it is important that organisations stay relevant by implementing both web-based applications methods and scientific tests to attract the best possible people for the job. These both have their benefits and negatives when used in the recruitment and selection process, but with some modifications, they would further aid organisations to attract the best possible employees to fit into the job.

Organization is a part of an economic system in a country. In order to retain in economic system of the country performance is one of the most important fact for an organization. Organizational performance is actual output an organization is gained against its intended outputs. There are number of facts which impact on performance of an organization. Basically, it depends on people, process, place, procedures of the organization.