...IMPACT OF E-RECRUITMENT ON HUMAN RESOURCE SUPPLY CHAIN MANAGEMENT: AN EMPIRICAL INVESTIGATION OF SERVICE INDUSTRY IN INDIAN CONTEXT Synopsis of the thesis to be submitted in fulfillment of the requirements for the Degree of DOCTOR of PHILOSOPHY IN MANAGEMENT By VINKY SHARMA Under the Guidance of Supervisor: Dr. Yaj Medury Jaypee Business School, Jaypee Institute of Information Technology, Noida A-10, SECTOR 62, NOIDA, INDIA FEBRUARY, 2010 TABLE OF CONTENTS S. no. Contents Page no. 1. Introduction 3-6 2. Review of Literature 6-13 3. Research Objectives and Hypothesis 13 4. Research Methodology 13-18 5. Data Analysis and Development of model 18-27 6. Conclusions and Implications 27-31 7. Selected References 32-37 8. Annexure I-XIV Vinky Sharma, JBS, JIIT, Feb’2011 IMPACT OF E-RECRUITMENT ON HUMAN RESOURCE SUPPLY CHAIN MANAGEMENT: AN EMPIRICAL INVESTIGATION OF SERVICE INDUSTRY IN INDIAN CONTEXT 1. INTRODUCTION 1.1 INTRODUCTION “We are witnessing a change in the nature of jobs. Muscle jobs are disappearing, finger and brain jobs are growing or, to put it more formally, labor-based industries have been displaced by skill-based industries and these in turn will have to be replaced by knowledge-based industries.” -Charles Handy (1984) Though Charles Handy tracked these radical changes long back in 1984, these touched India very recently. During the last few years, India has witnessed an...
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...HRM Recruitment refers to the process of attracting, screening, and selecting a qualified person for a job Clearly defined role of human resources in recruitment process is very important for measuring the success of the whole Recruitment Process. The overall setting of the HR Role in Recruitment is directly linked to recruitment strategy and human resource strategy. The Recruitment Strategy changes - the efficiency and minimizes the costs to the organisation. The recruitment strategy has clearly define the role of human resources and of hiring employees as it is a very important for setting the correct measures and to identify potential gaps in the whole recruitment process. A traditional role of HR in Recruitment was an administrative part of the whole process. The HRM was responsible for maintaining the vacancies advertised and monitored, but the real impact of HRM to the performance of the whole recruitment process was minimal. But as the role of Human Resources in the business was increasing, the HR Strategy was changed. From making the process working to the real management of HR Processes and the Recruitment Process was the first to manage. The Recruitment Strategy changed - the efficiency and costs to the company were more important. The stages in recruitment include sourcing candidates by networking, advertising or other methods. Utilizing professional interviewing techniques to understand the candidate’s skills but motivations to make a move, screening potential...
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...practitioners. From an applicant's perspective, obtaining a job interview is fundamental to job search success. Structured Interview Components Campion et al. 1997 studied methods of enhancing interview structure and identified two categories, those components that (1) relate to the interview's content and (2) relate to the evaluation process. Components influencing content: 1. Base questions on job analysis 2. Ask exact same questions of each candidate 3. Limit prompting, follow up questioning and elaboration on question 4. Use better types of questions 5. Use longer interview or larger number of questions 6. Control ancillary information 7. Do not allow questions from candidate until after the interview Components influencing evaluation process 8. Rate each answer or use multiple scales 9. Use detailed anchored rating scales 10. Take detailed notes 11. Use multiple interviewers 12. Use same interviewers across all candidates 13. Do not discuss candidates or answers between interviews 14. Provide extensive interview training 15. Use statistical rather than clinical prediction Other researchers have also proposed a three-dimensional model of interview structure that corresponds to the life cycle or process of an interview; that is, from developing the interview, to conducting it and then using the information gathered. The three factors are: (a) job relatedness of the interview, (b) standardization of...
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... Introduction 4 Emirates Airline includes three session interview: a. open day interview, b. assessment day interview and c. final interview 4 Task-3: Evaluate the effectiveness of recruitment and selection techniques in two organizations 5 Virgin Atlantic company has many effectiveness which are discuss blew; 6 Task-4: 7 Activity-1 7 7 The area of the organization 8 Conditions of the organizational employee 8 Past effect of recruitment 8 Organizational growth 8 Salary and working condition 8 Cultural and Environmental factors 8 Future expectations 8 Organizational Benefits of attracting and retaining diverse workforce 8 Task-1: Analyze the reasons for human resource planning in organizations Definition of human resource planning: Human resource planning is a system in which most of the candidates and new employees in the new position that an organization wishes to fill in close to future. Human resource has two components a, recruitments forecasting and more availability forecasting. 1. Recruitment forecasting: Recruitment forecasting measures how many workers will have needed to fill the company new position. 2. Availability forecasting: Availability forecasting estimates how many employees availably in the market place and how hires them. Human resource management department in any organization performs many activities related to its employees such as training and development, recruitment and retirement services. One of the most important...
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...Syllabus | | |School of Business | | |HRM/531 | | |Human Capital Management | Copyright ©2011 by University of Phoenix. All rights reserved. Course Description This course prepares students to address the concepts of personnel development as managers. Students learn criteria for developing effective job analysis, appraisal systems, and appropriate career development plans for employees. Other topics include personnel selection, employee compensation, benefits, training, workplace diversity, discipline, employee rights, unions, and management behaviors. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student website to view this document. • Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure to read the policies at the beginning of each class. Policies may be slightly different depending on the modality...
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...|College of Natural Sciences | | |HCS/341 Version 1 | | |Human Resources in Health Care | Copyright © 2010 by University of Phoenix. All rights reserved. Course Description This course examines the complexities and multiple issues involved in human resources management in health care organizations. Students will examine the strategic role of human resource management in response to changes in the health care industry. In addition, issues such as recruitment, retention, performance management, organizational development, and employee relations are examined. Federal, state, and professional regulatory requirements specific to health care are emphasized. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student website to view this document. • Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure to read the policies at the beginning of each class. Policies may be slightly different depending on the modality in which you attend class. If you have recently...
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...employment cycle consists of “identifying staffing needs, job analysis, recruitment, selection, employment arrangements and remuneration”. Considering that I have been given the task for conducting the recruitment and selection process; I would begin by determining what the company’s staffing needs are. Forecasting Labor Supply and Demand. Gomez-Mejia et.al (2016) discusses the human resources labor supply and demand. Labor supply is defined as “the availability of workers with the required skills to meet the firm’s labor demand. In other words the labor supply consists of the employees that already work for the company who have the capability to perform the job as outlined in the job description. Labor demand is defined as the amount of workers the company will need in the future to meet the needs of the company (Gomez-Mejia, Balkin, & Cardy, 2016, p. 155) .According to Lunenburg ( 2012) the planning function of the human resource management process consist of “defining an organization’s goals, establishing a strategy for achieving those goals, and developing a comprehensive set of plans to integrate and coordinate activities” (Lunenburg, 2012) .Once I identify my staffing needs, the next steps would be to conduct a job analysis, develop a recruitment plan, make a selection and establish employment type and pay. Job Analysis. This involves the identification of the job description and the job specification. The job description outlines the duties and responsibilities...
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...Volume 5, Number 2 Impact Of Job Analysis On Job Performance: Analysis Of A Hypothesized Model Rehman Safdar, Pakistan Electronic Media Regulatory Authority (PEMRA), Pakistan Ajmal Waheed, Quaid-e-Azam University, Pakistan Khattak Hamid Rafiq, National University of Modern Languages, Pakistan ABSTRACT Researchers have developed a relationship between HRM practices and organizational performance, but the relationship between HRM practice like job analysis – employee Job performance remains unexplored. This paper, based on a study of employees of Pakistan Public sector regulatory authorities of telecommunication, oil and gas, power, media, security exchange, banking sector and organizations being regulated by these authorities is an attempt to develop and test a hypothesized model linking HR importance of job analysis with employee job performance. Survey results of 568 employees indicated that practice of job analysis was strongly related to employee job performance. The findings suggest that an organisation-wide policy of job analysis is an important source of competitive advantage in its own right, and requires due attention of HR professionals. The study extends the findings of the HR–employee job performance research pursued in Western countries to a non-Western context. Keywords: Human resource management; HR practices in regulatory authorities; HR-performance linkage; Job analysis; Job performance; Job satisfaction; Job retention; Recruitment Process; Knowledge, skills...
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...career the HR professional examined in this case has performed many responsibilities in this growing field including, training and development, employees relations, personnel policies, and recruitment and selection. She has demonstrated the initiative necessary to be successful in this arena. Training and Development Training and development are crucial components to both on-boarding and retention practices in any company. Training programs exist to educate employees of “job-related knowledge, skills, and behaviors,” from safety to customer service (Noe, Hollenbeck, Gerhart, & Wright, 2014, p. 8). As a Human Resources Assistant at Target, this individual organized and led employee orientations and training. It was her responsibility to effectively execute Target’s training program, thus successfully supplying the store with well-trained, safety conscious, brand knowledgeable team members. As a restaurant manager, she developed a comprehensive training manual for front-of-the-house staff. Development programs center on cultivating management skills in preparation for new responsibilities (Noe et al., 2014). During her time as an HR Assistant at Unique Industries, the HR professional under discussion frequently sought out, evaluated, and enrolled candidates for developmental seminars and job specific programs related to a need within the company. This action aided employees in their continued professional growth and provided the company with a highly skilled staff- educated...
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...Methods of recruitment and selection and its impact on corporate culture and processes. Human resources are like natural resources; they’re often buried deep. You have to go looking for them; they are not just lying around on the surface. -Ken Robinson “…while extraordinary products and unique services still afford a competitive advantage, the one advantage that stand the test of time… is people.” -Mark Salsbury, Human Capital Management: Leveraging your Workforce for competitive advantage. Creating and sustaining a corporate culture that truly emphasizes people starts with hiring a particular kind of person. Locating, attracting, and hiring people that thrive within an organization is always a challenge, regardless of size of the company, industry, or state of the economy. “Having right people at right time at right place” is the key to the success of every organization. Therefore, recruitment and selection is considered to be the central function of Human Resources Management. Today more than ever, organizations, given the latest technology and physical assets, cannot compete without having its qualified, rare, and unique talent supply. Acquiring and optimizing a talented workforce is a strategic process that begins with planning and continues throughout the recruitment process. “Recruitment is a process of identifying and attracting a group of potential candidates from within and outside the organization to evaluate for employment.” It entails...
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...Syllabus College of Natural Sciences HCS/341 Version 1 Human Resources in Health Care Copyright © 2010 by University of Phoenix. All rights reserved. Course Description This course examines the complexities and multiple issues involved in human resources management in health care organizations. Students will examine the strategic role of human resource management in response to changes in the health care industry. In addition, issues such as recruitment, retention, performance management, organizational development, and employee relations are examined. Federal, state, and professional regulatory requirements specific to health care are emphasized. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student website to view this document. • Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure to read the policies at the beginning of each class. Policies may be slightly different depending on the modality in which you attend class. If you have recently changed modalities, read the policies governing your current class modality. Course Materials Gómez-Mejía, L., Balkin, D., & Cardy, R. (2010). Managing human resources. (6th ed.). Upper Saddle River, NJ: Prentice Hall. All electronic materials are available on the student website...
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...TAKE-HOME GRADED CASE ANALYSIS ASSIGNMENT: “PEOPLEAHEAD MARKETING PLAN” 1. DEFINE each of the following sections of the PeopleAhead Marketing Plan: a. Executive Summary: An executive summary, sometimes known as a management summary, is a short document or section of a document, produced for business purposes, that summarizes a longer report or proposal or a group of related reports in such a way that readers can rapidly become acquainted with a large body of material without having to read it all. It will usually contain a brief statement of the problem or proposal covered in the major document(s), background information, concise analysis and main conclusions. b. Strategic Objective: Strategic business plan objectives provide the specific details about what a company's expectations are for meeting there identified goals. While goals are broad, objectives must be clear enough that, after the plan has been implemented, two independent observers can tell whether or not the objective has been met. c. Situation Analysis: Second step on the Marketing Plan; uses SWOT analysis that assesses both the internal environment with regards to it Strengths and Weakness and the external environment in terms of Opportunities and threats. d. Marketing Strategy: A firm’s target market, marketing mix, and method of obtaining a sustainable competitive advantage. e. Marketing Mix: (Four Ps) product, price, place, and promotion. The controllable set of activities that a...
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...a high cost. Especially if you want to be top in your market. BODY The focus will be attracting talent, offering a competitive benefits package and retention of such talent. This is one of the most important things to any hospital to keep their overhead down but stay competitive in their market. How can a hospital attract top talent retain at the same time and keep the cost down? With the amount of competitors available it is a race to locate the best employees that you can acquire. Human Resources have become a major component in this field because of the role that they play in assisting managers and directors with their employment needs. After doing some research I found and article that was wrote about a medical center faced with the exact challenges. Jupiter Medical Center (JMC) was faced with the ongoing issues of recruitment and retention of employees and the huge cost that came with it. Between the cost of contract labor and recruitment the costs were staggering. Another challenge they were faced with was the length of vacancies in key positions. Because of the shortage in healthcare workers it was making it difficult for JMC to hire the appropriate staff. The huge cost was the orientation and training of new employees. Orientation and training increases...
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...Function 2: Recruitment and selection of employees Recruitment of staff should be preceded by: An analysis of the job to be done (i.e. an analytical study of the tasks to be performed to determine their essential factors) written into a job description so that the selectors know what physical and mental characteristics applicants must possess, what qualities and attitudes are desirable and what characteristics are a decided disadvantage; • In the case of replacement staff a critical questioning of the need to recruit at all (replacement should rarely be an automatic process). • Effectively, selection is 'buying' an employee (the price being the wage or salary multiplied by probable years of service) hence bad buys can be very expensive. For that reason some firms (and some firms for particular jobs) use external expert consultants for recruitment and selection. • Equally some small organizations exist to 'head hunt', i.e. to attract staff with high reputations from existing employers to the recruiting employer. However, the 'cost' of poor selection is such that, even for the mundane day-to-day jobs, those who recruit and select should be well trained to judge the suitability of applicants. The main sources of recruitment are: • Internal promotion and internal introductions (at times desirable for morale purposes) • Careers officers (and careers masters at schools) • University appointment boards • Agencies for the unemployed • Advertising...
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...BSBHRM506A Manage recruitment, selection and induction processes Assessment 1 1. Identify and recommend changes required in current policies and procedures. Changes I would make are as followed: Analyse the vacant position * Remove the needs analysis conducted by HR department * Permission to recruit form does not need to be approved by senior management Position Description * It should include the business background information and department information * Major responsibilities and duties to be listed * Who to report to Lodge an advertisement * Closing date for internal applicants * Internal and external advertisement for seven days * Use e-media as well as print media * Internal staff members to be emailed about job vacancy Short list applicants * Internal applicants not to be automatically short listed * Remove maybe pile * Limit on how many people will be interviewed * Rejection letter to be emailed rather then posted I would also make the time frame for the whole procedure to be within 30days as this is the general notice period given by employees and there needs to be an induction procedure included. 2. Develop revised recruitment, selection and induction policies and procedures for BS training BS Training – recruitment and selection guidelines Policy statement: BS Training is an organisation that seeks to employ the quality trainers and assessors with high levels of industry experience. It is an equal opportunity...
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