What Are The Competitive Benefits Of HRM?

Video conferencing allows for companies to hold recruitment interviews with candidates from across the country or around the world.

Human Resource professionals can send out mass emails to current staff regarding changes in policies, insurance plans, and internal job opportunities. Without technology in general, communication in the business world would still be pretty much manual. Human Resource professionals can also send emails to those who are not employed with the company, or current applicants. The emails can contain information regarding documents needed in order to further the hiring process or information regarding setting up an interview. Speaking of interview, Human Resource professionals or upper level managers can hold interviews via a webcam. This gives the hiring company an advantage because, simply clicking a button, numerous candidates can submit their recorded video responses and the recruiting staff can easily access the responses. This reduces the time HR or recruiters need to invest in conducting the interview (Morgan, 2016). Video interviews are also beneficial to applicants who are working and cannot take time off to attend a physical interview. The applicant can record the video at any time (usually 24 to 48 hours from the time the email was sent).

The using of technologies for communications will help closing the gaps between staffs and management and with the business stakeholders. By using of emails, video conferencing, webinar and social networks it helps to make the connections between staffs, whether they work in the same building, in different states or across the country. On the other hands, electronic messages and other ways of technologies based communications are always replaced for interactions that can be better suitable for personal interactions. This is can be worked as very effective when different opinions between a lot of staffs exists or when the exchanges of idea and message can be impacted by body languages and non-verbal information during

When it comes to the procedures of selection, I would argue technology is limited. Technology can implement assessments, and test: knowledge, skills and abilities, however, the primary deciding factor should be an interview, which is commonly done face-to-face. There are exceptions were technology does play a role, such as it can be used to conduct an interview remote, e.g., hirevue, skype, et cetera. Nevertheless, it is human judgement organizing and making an expert decision on whether to hire.

The telecommunication process came about as the result of NASA creations to advance the technology that is available to businesses and spur growth in the United States. “Thirty-seven percent of U.S. workers say they have telecommuted, up slightly from 30% last decade but four times greater than the 9% found in 1995.” (Gallup). I found a frequently asked questions (FAQ) communication sample that NASA employees can use for their instant meeting audio conferencing. NASA has branches across the country, spanning both space and time zones, which can cause issues with scheduling meetings. NASA benefits from the research and development they put into telecommunication by being able to communicate across both space and time. This communication sample highlights the use of rich media technology channels to transmit information. In this instance, the rich media they are utilizing is the audio conference calls to transmit data heavy communication. The use of the FAQ sample also points to the organization’s use of technologically advanced systems to assist employees in communicating across a variety of platforms. The option of technology in organizations can improve and promote collaboration among team members, which is important when half of a team is at a different location than the other. For example, members of NASA Langley

For this reason, the selection process has begun to use more sophisticated methods in order to increase the validity and reliability of having the best employee for the organization (Marchington and Wilkison, 2005). For example, in terms of validity, organisations are advised to use structured interviews and cognitive ability tests. In terms of reliability, there are three crucial factors: testing being carried out at different times, the use of two interviewers and repeating the test (Newell, 2005).

The use of headhunters and newspaper marketing is ineffective in the present market as very few people use make use of a newspaper or articles in the magazines. The market of today has evolved to become digitalized and so have the job applications (Phillips, & Gully, 2015, P.1417). Many organizations nowadays employ the use of technology in their marketing strategy, and this can be a vital tool to recruit new employees. Application of technology in employee

Offer, the interviewer the ability to play back information because it is conducted on a video platform. Also, conducting interviews through a mediated channel make scheduling much easier. For our interview and speech, we had less than 24 hours to work on it, yet we were able to easily manage conducting the interview. The main disadvantage of conducting an interview through this platform, however, is that it feels less personal and it is harder to build trust between the person conducting the interview and the person answering the questions. This becomes evident as soon as you turn on the Television and see that any serious news agency still conducts interviews of prominent individuals, in person the majority of the time because a mediated channel cannot replace the subtle nuances and non-verbal communication that takes place when interviews are conducted in

Thomas Claburn’s article is intended for individuals who are both hiring and looking to be hired. The purpose of this article is to inform the readers of the significance of hiring the most qualified applicants versus those who may share mutual interests. Claburn discusses the advantages of using computers to evaluate applicants such as increasing how long employees will remain employed with them. A study was conducted by former students of the University of Toronto, Yale University and Harvard Business School which examined 300,000 low-skilled workers. Results of this study concluded that those hiring based on individual opinion produced adverse results when compared to choices made via computer. Utilizing computers to manage the hiring process allowed job testing to improve hiring results by providing additional information that was verifiable. The data presented by this study leads us to believe the low-skilled jobs are the most likely to practice automated hiring services which could later result in computers hiring other computers.

Human Resource Management (HRM) is the terminology used to illustrate formal systems devised for the management of people within an organization. It is the method of managing an organization or company that is directly related to the employees of that particular organization. The success of a business often rely heavily on the performance of managing human resource. Maximizing the desires and benefits of an organization and helping a business grow by rewarding employees to help motivate and push them in their performance is one of the main aim of HRM. By doing this, it will have a positive impact on both the company and it’s entire organization.

One of the most crucial elements of a successful or productive organization is an effective employee selection process. The significance of this process emanates from the fact that how workers carry out their jobs plays a crucial role in determining the level and extent of success of an organization. Due to the significance of an employee selection process, organizations draw candidates for open positions from the labor market. Actually, top-performing or successful organizations draw candidates from approximately 60 percent of the labor market. This trend includes sourcing for passive candidates who would prefer to remain contented with their present job. Moreover, organizations will relatively low or poor performance draws candidates from nearly 40 percent of the labor market and active workforce. An example of a top-performing organization that draws candidates from the labor market is Wal-Mart. The labor market plays a crucial role in employee selection with regards to having a population with the necessary qualifications for working in various organizations.

Advances in technology and connectivity have made daily communication and face-to-face interaction possible across international borders and will continue to bring innovation to the business world. The innovation has forever changed the how companies do business and is fully integrating itself into day-to-day operations as well as the lives of employees. Technological advances in the communications field have been rampant and will continue to evolve even the business culture.

This is facilitated through e-selection methods allowing candidates to self-assess a determine interest and attitude towards the job based on a list of skills or competencies that have been outlined in the job description (Raymond & Winkler, 2012, pp. 455). This is a further positive as it greatly reduces the time and money spent on filling through a possible large group of applications.

Video conferencing has revolutionized how business is done today. It allows two or more people in different locations to communicate simultaneously through two-way audio and video transmissions. It allows video collaboration of the group thus helps to provide the company with a high return on investment while keeping operation costs as low as possible. Today, there are low cost video conferencing systems that use features such as video compression and powerful processors. There have been vast improvements in the quality, ease of use and availability of video conferencing technology which has greatly influenced the ability for people to interact and share content thus enabling the meeting to go on as if all members were in the same room ADDIN EN.CITE Firestone200744(Firestone, Ramalingam, & Fry, 2007)44446Firestone, S.Ramalingam, T.Fry, S.Voice and Video Conferencing Fundamentals2007Indianapolis, IndianaCisco Press9781587052682http://books.google.co.ke/books?id=1nQcAAAACAAJ( HYPERLINK l "_ENREF_3" o "Firestone, 2007 #44" Firestone, Ramalingam, & Fry, 2007). The Management Group needs to embrace video conferencing technology in order to be able to keep in touch with their clients, company representatives and board of directors with ease

Employers are short changing themselves, their companies, their current employees, and their applicants when a good candidate is selected instead of a great one, simply because they have said enough buzz words in their interview. The interview portion of the process can even possess unreasonable bias to the applicant. Hypothetical questions about working in teams and working with clients allow the applicant to filter themselves, saying only what they think the employer wants to hear, focusing on strengths instead of weaknesses. Applicants who work in sales and are used to the practice of pitching products and services, will have their own sales pitch prepared and be ready to sell their product – themselves – as the solution to the employers hiring problem. Using social media when analyzing candidates can give an employer more unbiased information about applicants than the best resume or the longest interview.