Human Resource Management 10/11/15 Chapter 6 Question 1,2

Blogs and web casts allow for companies to improve their effectiveness of their recruiting for a variety of different reasons. These online blogs and web casts are essentially very cheap if not free which can allow for more money and resources to be spent on other ways to recruit well-qualified employees. Also, many potential employee's use the internet and often look for jobs on the internet so that means if employee are looking for a job online and they come across these blogs then these workers have the ability to reach out to the company themselves. Also, the way a blog or web cast is designed can draw the potential employees to their company if they are well made and are appealing to use which can also give the employee an inward look at the strengths and size of the company depending on how formidable and well-developed these blogs or web casts are. Also, web casts can allow for potential employees who are in another area to be interviewed via these web casts which allow for lower recruitment costs that may be associated with flying a potential employee in and having the employee stay in the area. Also, these technologies can communicate with employee's such as the web blog or web cast that allows for information to be easily exchanged between the two parties in a timely manner so that the employees can receive the information about applying for a position or what not. Some possible difficulties that could arise would be if recruitment is to reliant on the technology then it could result in some serious communication problems if the technology goes down which could lead to qualified applicants not being able to apply for a job. Another problem that could occur is that there may be communication issues that cannot be sorted out via technology and would be better for a face to face interaction that the technology would not be able to account for. Other problems that may occur may have to do with some potential employees not having access to these technologies due to location or financial problems, that will result in some employees who may even be more qualified and will help the organization much more, not being able to reach out to the company to fill a possible position. Also, organizations that are heavily reliant on technologies for recruiting may have issues establishing personal relationships between supervisors and employees because they are not face to face and communicate manly through technology. This could result in more issues like employees not gaining a sense of trust or loyalty to their organization because they cannot develop a professional relationship or bond with their supervisors that will drive many employees to work harder. There are many recruiting and retention implications that might follow from a strategic business objective of offering low-cost products to a broad consumer market for a variety of different reasons. One reason is because a lot of organizations outsource a lot of their production work to countries that allow poor working conditions and low wages in order to offer the cheapest product possible to their customers. When outsourcing these jobs, this may result in less employees needing to be recruited because the jobs are being outsourced and also could result in less money being offered to new employees because if the company is that concerned about lowering labor costs by outsourcing jobs to cheap labor allowing countries then why would they not try to offer the lowest possible wages to the new employees here in America. Another way low-costs products being offered to a broad consumer market could result in many recruiting and retention implications could be that many employees could begin to be paid less which would include new employee possibly being paid even lower to keep labor costs down to offer such a cheap production. Another way low-costs products being offered to a broad consumer market could result in many recruiting and retention implications could be that many employees could be let go or laid off because they need to cut costs in order to lower labor costs in order to offer such a cheap product. Another way low-costs products being offered to a broad consumer market could result in many recruiting and retention implications could be that low-cost products may call for organizations to recruit employees with less skills and knowledge in order to pay less to those employees which could result in more employees being recruited overall but could result in qualified and innovative potential employees to not be hired. These implications are not so different to the strategic objective of offering innovative business services to small businesses for many reasons. For example, if these new services cost a lot to install and start up, then these small businesses many not recruit or even begin to pay workers less just as we seen in the example above. Another similar implication is that these new businesses services may actually be cheaper in the long run and can also be more efficient which could result in these small businesses laying off employees because they require to much pay for services that can be done by these new services for cheaper and also could effectively eradicate the need to recruit just as some of the implications were via the offering of low-cost products mentioned above.