Abstract
The main core of this work keenly and thoroughly addresses the issue of E-recruitment, which currently has replaced the physical recruitment. Top level management despite its act of embracing change and its prevailing aspects has really faced great challenge, thereby becoming to some bothersome due to managing complexities. Apart from the efficient operations made easier through E-recruitment and minimization of costs contrary to the past, where colossal sums of money went into maintaining and sustaining recruitment exercise, the problems affecting it have to be well handled if the business world is at any cost to benefit from it. The predicament is handled via the availed information of both database and computer acquaintance on the part of the management staff as well as the recruits. Both sides poses a bewildered state of not having the required knowledge on the stated technology despite the replacement evidenced by Human Resource management by HRIS and its aspects. Besides, it addresses little significance it receives in some selected sectors, especially E-commerce which it demands more essentially.
Introduction
Human resource since immemorial has undergone evolutions, which to date is constantly changing with its constituting predicaments. This has been possible due to humanity’s urge to save on the extra energy and attain effective within an estimated duration. In addition, it has called for commitment of scarce resources which vary regionally, but with the current HRIS it has proved easier management operations. Initially, HR concerned itself with the employees’ management comprising of; career development, payroll, and compensation as well as retirement welfare. This currently has assumed a diverse focus where its concentration besides the normal and former roles it has shifted to strategic formulation and ensuring of adequate effective mode of implantation. Current HRIS has greatly contributed to the heightening standards of management though the management bench has turned to be Techno-phobic. The phenomenon of techno-phobic is evident in hospitality organizations where besides claiming to constantly moving with technology they lag behind and most of their operations are human-involving. Predicaments and bewilderment facing the human resource management is much originates with inadequate database as well as technology acquaintance. This creates fear despite the numerous benefits it is reputed with where the leading managers who fail to implement it in time and opt to take pure or less complex technology.
Definitions
Human Resource information system
This entails a coordination of both human resource activities with IT using selected made database to accomplish a given management tasks which ought to have been done manually or physically. This phenomenon utilizes Enterprise resource planning (ERP) software. This involves the merging payroll, labor allocation as well as retirement benefit management.
E- Human resource management
Management supported by technological integration to ease human involvement in the human. This creates the application of technological knowhow and its diverse features which are utilized in managing of employees’ related activities meant to make employees feel served adequately.
Human resource management
This is ensuring the efficient running of vital assets in any organization which is human factor as well as physical assets. This entails effective coordination which ensure that set targets are attained with minimal time possible.
The improvements in the usage of internet as well as technological advancements have led to efficiencies in human resource management. Various people concerned with human resource relations have put in place the necessary tool to enhance these operations. The use of e-recruitment in hospitality and tourism industry has shown positives effects. Using of computers plus information technology has led to improvement in efficiencies of human resource operations. According to Santosus, E-recruitment aims at saving of costs by making it easier to select suitable candidates for jobs (2005). However, cost saving should be monitored because there are other costs which may out way the costs of recruitment. There is wastage of time by human resource personnel in trying to analyze the applications via the internet. These leads to high expenditure in an organization.
There are shortcomings of E-recruitment in many organizations, for example in hospitality management, one may not determine the genuineness of an application unless he as a visual of hard copies of the person who has done the application. If the human resource personnel is not interested in asking the applicant for the hard copies, then there is a possibility of hiring a person who is not qualified for the job (Ready and Conger 2007). The process of E-recruitment may lead to costs incurred while training human resource personnel. The study in Tilburg University in Netherlands on human resource recruitment via the internet suggests that unnecessary costs may be incurred to train personnel for the purpose online recruitment and applications scrutiny. This study thus shows a weakness in the use of E-recruitment in an organization.
The study on Human resource recruitment shows that software have been developed to ensure proper recruitment practice. For example, a soft ware known as the “active recruiter” enables the personnel to identify the best candidates. The use of this software has reduced expenses tremendously. The program ensures proper use of communication skills as well as fostering the workers loyalty. Study in Malaysia on the issue of human resource management presented competition in industries due to skills an knowledge in the field. The study implies that the former traditional methods of recruitment do not meet the requirements of proper selection of candidates leading to a need of employing modern methods that seem advantageous over the traditional methods.
The global service provider of human resource information system (HRIS) is showing significant contribution to the development of human resource. Application of the system is contributing positively towards the emerging markets where it is helping in staff retention. The system has contributed to other developments in the human resource department, which is the, e – recruitment. The process of performing the recruitment task through the Internet has given the human resource department to explore many available candidates who qualify for various jobs in the organization.
E- Recruitment has played a significant role in providing quicker and reliable information about the prospective candidates who ought to apply for a specific job advertised by the human resource department in the organization. Major industries including the cruise line has is expanding rapidly due to the help of e-recruitment while it needs to add the number of employees. This method of conducting recruitment is of great beneficial because it does not consume much time. In addition, e-recruitment gives the applicant an opportunity to apply for the vacant even in the weekends. The method is not labour intensive compared to the traditional methods of holding recruitments within an organization.
According to the human resource department, applications of jobs through the Internet help the prospective candidates to save costs of various obligations like transport and accommodation. This is one of the main advantages of carrying out the process online because many applicants from different parts of the world may have the opportunity to apply for the job. The process of recruiting candidates via the Internet helps the human resource department to form a strong relationship with the prospective employees. The candidate has ample time to propose ideas concerning the position and get answers within a short time. In addition, the system helps an organization to control cost that would result when conducting a recruitment process using the traditional method.
However, there are factors that hinder the applications of the system in certain human resource departments. Some organizations are not clear whether the process would be flexible and competent enough to stream and improve their current workflow process. The process is not secure enough to recognize whether the documents uploaded by the prospective candidates are genuine and free of any other contradicting materials. A computer software and power are compulsory requirement in this method of recruitment.
Conclusion
Considering the facts above, there is a clear indication that E-recruitment has more advantages than disadvantages while employed in the human resource department of an organization. Many organizations are considering that the system helps in reducing administrative time that it would take to offer face-to-face recruitment services to ne employees. E-Recruitment is a step forward in the human resource of any organization that values the time as a valuable aspect.
E-Recruitment helps an organization to extend and its geographical boundaries in search for new employees. An organization is able to reach the targeted candidates because and have a wide space of advertising its products and services via the internet. The interested candidates have the opportunity to post any additional material that the organizat5ion ought to know. All the above facts outdo the limitation of e-recruitment and indicate that it is an important method that ought to be implemented by every organization.
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