...International Review of Business Research Papers Vol.4 No.1 January 2008 Pp.364-373 Advantages and Disadvantages of Internet Recruitment: A UK Study into Employers’ Perceptions Helen Verhoeven* and Sue Williams** This paper reports on a study into Internet recruitment and selection in the United Kingdom. It discusses the advantages and disadvantages of Internet recruitment and selection as identified in literature and considers those against the views of employers in the United Kingdom. The results provide clear evidence that the majority of advantages and disadvantages identified in literature are also experienced by UK employers and help to lay foundations for future research. Field of Research: Human Resource Management 1. Introduction A review of current literature indicates that the use of the Internet and thus Internet technology is changing (Kinder 2000), transforming (Piturro 2000; Searle 2003; Veger 2006) some would say revolutionising (Hansen 1998) the way in which human resource departments recruit job candidates. Nevertheless, very limited research has been carried out in this area to date. Young and Weinroth (2003, p.11) refer in this respect to “the currently minimal field of Internet recruitment literature, while Lievens et al. (2002, p.586) describe it as “very scarce”. Furthermore, existent literature in the areas focuses mainly on the United States of America (USA) rather than on European countries. Reasons for this might be the relative newness of the...
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...1 Personnel management and Human resource management. 3 1.2 The functions of human resource management (HRM) in the Enterprise Rent A car 4 1.3 The roles and responsibilities of line managers in the HR department of Enterprise Rent-A-Car 5 1.4 Analyse the impact of UK legal and regulatory framework on human resource Management 6 Task 2 2.1 Analyse the reasons for Human Resource planning for Enterprise Rent A Car: 7 2.2 Outline the sages involved in planning its human resource requirements 8 2.3 Compare the recruitment and selection process of for Enterprise Rent-A-Car 10 2.4 Evaluate the effectiveness of the recruitment and selection techniques of the two 11 companies discussed above. Task 3 3.1 Assess the link between motivational theory and reward at Enterprise Rent-A-Car 12 3.2 Evaluate the process of job evaluation and other factors determining pay 13 3.3 Assess the effectiveness of reward systems in two different work contexts 14 3.4 Examine methods that are being used by businesses to monitor employee performance 15 Task 4 4.1 Identify the reasons for cessation of employment with Enterprise Rent-A-Car 16 4.2 The Exit procedures in two different organisations. 17 4.3 The impacts of the UK regulatory framework on employment cessation arrangements 17 Reference 19 Task 1 1.1 Personnel management and Human resource management. Since the...
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...Human Resource function is designed to be in an organization, and its main concern is on the people’s management within the organization. There are various reasons why Human Resource management need to be associated with strategic planning. First, it helps in organizational development. Strategic planning often encounters some changes in their processes and also in their system according to their places of work. Even though many individuals are aware of the issues happening in their departments, HR folks have the knowledge of the changes being experienced in the whole wide company (Storey, 2014). Nevertheless, they will be in a position to communicate with the HR issues with a special perception of how changes may affect the processes and systems which are already in place. Secondly, HRF helps in training and development which will be needed at some point in the strategic growth. HRF provides any input that will be required by the organization to achieve its goals. Also, HRF also helps in selection and staffing. When goals are set in an organization it’s the people, who work towards achieving this goal. When the right people are in the right places, it’s very important and when there is any need to hire new personnel getting the right people are recommended, and the human resource management helps in doing this. Human resource management within the organization may be affected by global conditions. These may include the labor market. Labor market is the geographic...
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...[pic] RDI/EDEXCEL Level 5 BTEC Higher Nationals Human Resource Management (HRM) Assignment [pic] Date for Submission: 30th May 2011 Prepared by: Levenia I. Ferguson Contents Title Page Introduction Task 1 Human Resource Management Approach 1a Distinguish between ‘Personnel Management’ And ‘Human Resource Management Approaches Outline the advantages and disadvantages of each approach 1b Identify which of the Approaches (HRM or Personnel Management) your chosen organization currently adopts Discuss how the chosen organizations approach to managing people over the recent years Task 2 Recruitment and Selection 2a Outline the HR planning process undertaken by your chosen organization Discuss how this compares to the ‘theory’ of HR planning as identified in the HR Planning lesson of the RDI study materials 2b Compare and contrast the recruitment and selection of two organizations operating in different industries – one organization should be your chosen organization as identified in Q1 plus another organization of your choice Task 3 Monitoring and Rewarding Employees 3a Explain how your chosen organization measures the performance of...
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...13 Effectiveness of Online Recruitment and Selection Process : A Case of Tesco Aakash Gopalia Oxford Brookes University Abstract The purpose of this paper is to give an overall assessment of effectiveness of using internet to recruit and select people with the case reference to Tesco. For this research paper, exploratory, theory building approach is used. Online recruitment is effective in terms of saving cost of recruitment and selection. Case exploration about the effectiveness of online recruitment and selection depicts that it saves time to hire and reduces recruitment cost. Effectiveness of online recruitment and selection process can be used by other firms working in different industries, students working on internship programs on HRM, HR practitioners and researchers to develop further thesis and projects. Introduction Recently there has been significant increase in use of internet to recruit and select people has grown (Hopkins &Markham, 2003). Various research evidences show that online recruitments have become easy way to save cost and valuable time of firms (Hart, Doherty & EllisChadwick, 2000). Some recent studies on the effectiveness of internet in recruitment and selection have reflected the benefits delivered by Internet to the organizations. This research article evaluates the effectiveness of internet to recruit and select people with reference to the case of Tesco in terms of recruitment and admin cost, time to hire, market image ...
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...Supplementary Book 2 Supplementary Book 3 Equal Pay Self-Audit Kit: A Proactive Approach for Employers to Achieve Equal Pay An Easy Read Guide is also available as a quick reference for all users including employers of small business and employees in general. The publications are available at the EOC website. Should you require clarifications on these publications or obtain the hard copies, please contact the Equal Opportunities Commission. Enquiries Fax Email Website : 2511-8211 : 2511-8142 : eoc@eoc.org.hk : www.eoc.org.hk AN ILLUSTRATION ON DEVELOPING AN ANALYTICAL JOB EVALUATION SYSTEM FREE OF SEX BIAS TABLE OF CONTENTS Page Introduction Part 1 Part 2 Part 3 Part 4 Analytical Job Evaluation Selection of Factors for Job Comparison Defining Factor Levels Developing a Scoring System Job Evaluation Template Part 5 Appendix 1 Appendix 2 Introducing a Gender-neutral Job Evaluation System Job Description Template Sample Factor Level Definitions 1 2 7 12 15 19 20 24 25 INTRODUCTION This is a supplementary book to the “Guide to Employers on Equal Pay between Men & Women”. The purpose is to illustrate the mechanism of an analytical job evaluation system that is free of sex bias. The tool presented is not intended to be a prescribed job evaluation methodology for compliance with...
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...Table of Content: Introduction 3 Background of the Company 3 Task 1. Recruitment, Selection and Retention Procedures 4 Task 2. Build winning teams 5 Task 3. Styles and Impact of leadership 9 Task 4. Performance monitoring and assessment 11 Conclusion and Recommendation 13 References and Bibliography 14 Introduction This report is theoretically informed by several related literatures that form a compelling interdisciplinary intersection: aspects of human resource management, business law and ethics, working with and leading people. The aim is to achieve certain understanding in recruitment and selection processes, legal and ethical issues, building successful teams, styles and impact of leadership, performance monitoring and assessment. Furthermore for better understanding the key details related to above mentioned topics I have chosen Yo! Sushi Company to investigate. Background of the company Founded in 1997, YO! Sushi brought the concept of a Japanese ‘kaiten’ sushi bar that delivered food to customers via a conveyor belt travelling 8cm per second to the masses, and became the original and most famous sushi brand in the UK. By 2001, YO! Sushi was the market leader in sushi restaurants and (we like to think!) inspired supermarkets to start selling packaged sushi to the Great British Public, allowing people in areas where YO! Sushi restaurants hadn’t arrived yet to take their first steps in discovering how tasty and healthy sushi can be. For the...
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...Introduction Human resource management is a field that is concerned with issues that relate to employees. The employees are the main resource for the company as they determine the success or failure of the company. The needs and expectations of these employees should be taken with a lot of concerns in the long run. Human resource management is a process of managing people in the best way so that they can contribute towards attaining the goals of the company. This is meant to manage people in the best way possible and also award them well with an aim of motivating them to be more productive. Task 1 Some people claim that there no differences between personnel management and human resource management. Both of them are important management sectors that work together for the growth of the organization, by managing and serving their employees. It was found that, nowadays, HRM has a broader scope than personnel management. Personnel management involves planning for a short time period while human resource management is concerned with long term planning. 1. Personnel management deals with employees, their payroll and employment laws. On the other hand, Human Resources Management deals with the management of the work force, and contributes to an organization’s success. 2. HRM basically deals with developing personnel management skills. It is Human Resources Management that develops a team of employees for an organization. 3. While Personnel management is external for the locus of...
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...COST/BENEFIT ANALYSIS – A TOOL TO IMPROVE RECRUITMENT, SELECTION AND EMPLOYMENT IN ORGANIZATIONS Lecturer PhD Nicoleta Valentina FLOREA Valahia University of Târgovişte, Romania Email: floreanicol@yahoo.com Abstract: Human resource is a major source for organization to obtain competitive advantage and can be very important in obtaining long-term performance. The limits of recruitment process are the cost, the choice made, time and legislation. Any organization looks for minimizing the human resources recruitment, selection and employment costs. This article presents the importance of cost in choosing the best practices of recruitment, selection, employment and integration of new employees in the organization, though, the cost is an important variable for analysis. In this article is presented the research made in large organizations from Dambovita County, Romania, and are also presented the costs and their consequences on medium and longterm over the organization activities These activities are discrimination, sexual harassment, ethics, low performance and results, by choosing the “wrong” people, and implicitly diminishing the level of qualifications, knowledge and abilities, by growing the absenteeism, the direct and indirect costs of these processes and the direct consequences over the time management. Key words: Cost/benefit analysis, Human resources recruitment, Selection, Employment, Efficiency, large organizations. 1. Introduction Human factor...
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...------------------------------------------------- MBA SEMESTER 2 ------------------------------------------------- MANAGING HUMAN CAPITAL ------------------------------------------------- LECTURER DAVID HALL AND DR. RAJENDRA KUMAR ------------------------------------------------- ------------------------------------------------- MHC ASSIGNMENT | HRM-TQM PERSPECTIVES AND RECRUITMENT AND SELECTION METHODOLOGIES | MHC ASSIGNMENT | HRM-TQM PERSPECTIVES AND RECRUITMENT AND SELECTION METHODOLOGIES | PART “A” ESSAY 2327 WORDS (EXCLUDING REFERENCES) HUMAN RESOURCE MANAGEMENT AND TOTAL QUALITY MANAGEMENT PERSPECTIVES Table of Contents Table of contents 3 Abstract 4 Introduction 5-6 Literature Review/Discussion ..7-9 British Perspective 7-8 Latin American Perspective 8-9 Conclusion 9-10 References 11 ABSTRACT Nowadays in the modern organizations Human Resource Management (HRM) is a key issue not only for a competitive advantage in the business and the development or success of the companies is also a key point for the welfare of the organizations as an entity. The Management of the Human Resources is a matter of perspectives according to Audrey Collin on her general review...
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...Strategic Human Resource Management HRM325 Jay Perviz Dhanani Intel College, Nairobi ID: 119127768 Word count: 2594 Introduction: Strategic Human Resource Management is the process that entails having the right people at the right time in the right place at the right cost. It is also the process of responding and assessing the dynamic business environment and seeing the people of the organization as assets rather than cost or liability. Concepts of SHRM: Life cycle: The life cycle, for example, of a product can be defined into 4 main stages: Introduction, Growth, Maturity and Decline. The aspect of recruitment and Selection can be explained as follows: * In the Introduction stage, the recruitment and selection function would aim to attract the best technical and professional expertise to the organization, conduct the interviews based on open and closed-ended questions and carry out selection tests. * In the Growth stage, the recruitment and selection function would recruit the right number of qualified workers, plan the organization’s succession policies and manage rapid internal labour market movements. * In the Maturity stage, there is another aspect, RETENTION that is added to the function. This involves the minimization of layoffs by providing new opportunities and encouraging new mobility. The challenge becomes the internal assessment and deployment rather than external recruitment. * In the decline stage, the recruitment and selection function...
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...Twenika Huddleston (Twenika@yahoo.com) Prepared For: Professor Battino HRM594 STRATEGIC STAFFING KELLER GRADUATE SCHOOL OF MANAGEMENT November 10, 2014 Table of Contents Introduction 2-3 Approach 4 Focus 5 Recruiting Industry History 2 Strategic Staffing 2 Internet Staffing 2 Internet Staffing Methods 2 Traditional Staffing/Methods 2 Literature Review 2 Results/Recommendations 2 Conclusion 2 References 2 Introduction In today’s society, you will find that many organizations strive to discover the most efficient, effective way to successfully recruit the ideal candidate that’s a perfect fit within the workplace environment. This can be a daunting task within the Human Resources (HR) department should the appropriate factors not be well aligned with an organizations purpose. This research paper will explore the elements of internet staffing and traditional staffing. Some will argue that tradition staffing is the best method because it’s been proven to achieve great results within the business industry for many years. While others will argue that internet staffing can achieve the same results. However, through the use of technology this method has great potential to generate an even higher recruitment number of candidates. According to Josh Bersin (HR talent management and leadership), the recruitment industry has become complex and the internet has created a powerful set of tools that can assist with discovering an organizations desired...
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...Stephen Ogabi 09:09:14 REGENT COLLEGE HIGHER EDUCATION BTEC LEVEL 3 CERTIFICATE IN BUSINESS BUSINESS RESOURCES 1. INTRODUCTION A business organisation can be defined as a commercial or industrial enterprise which involves a group of people that are managed and structured to meet a need or aiming towards actualising the business purpose. The main purpose of this assignment is to determine the essential documentations needed to carry out all employment related activities. This assignment will as well attempt to verify the impact of those aspects of non-financial resources, known as (physical, technological and human resources). In other words, it will clearly demonstrate the range of internal and external sources of finance related to the choice of London borough of Hackney Council as a reputable local authority. In conclusion, it will define the reality of the financial resources and the related importance in the daily running of the organisation. Historical background of Hackney Council The first real records of settlement in Hackney date back to Saxon times. Before this most of the borough was farmland, providing food for the Roman city of Londinium, whose defensive walls rose up just south of Shoreditch. Two major Roman roads ran through Hackney. What is now the A10 was once the Roman trunk road to Lincoln and onto York. A second major road ran along Old Street and then through Bethnal Green and eventually to Colchester. As one of five...
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...on Human Resource Management Table of content Sl | Topic | Page no. | 1.1 | Distinguish between personnel management and human resource management | 03 | 1.2 | Asses the function of HRM in contributing to organizational purposes | 05 | 1.3 | Evaluate the role and responsibility of line manager in human resource management | 08 | 1.4 | The impact of legal and regulatory framework on HRM | 08 | 2.1 | The reasons for human resource planning in organization | 10 | 2.2 | Stages involved in planning human resource requirements | 11 | 2.3 | The recruitment and selection process of two companies | 12 | 2.4 | Effectiveness of the recruitment and selection process of two organizations | 16 | 3.1 | Link between motivational theory and reward | 18 | 3.2 | Process of job evaluation and other factors determining the pay | 19 | 3.3 | Effectiveness of reward systems in different contexts | 21 | | References | 22 | Task 1: Understand the difference between personnel management and human resource management. 1.1 Distinguish between personnel management and human resource management. Answer: Personnel management and human resource management both are the important term used to manage people in organization. Generally they imply similar meaning of managing people to achieve predetermined objectives. But these two differ from each other sharply. Simply Human Resource Management is the process of managing people...
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...The Effect of E-recruitment On the Recruitment Process: Evidence from Case Studies of Three Danish MNCs Anna B. Holm, Aarhus University, Denmark annah@asb.dk Abstract. The aim of this research is to determine whether the introduction of e-recruitment has an impact on the process and underlying tasks, subtasks and activities of recruitment. Three large organizations with wellestablished e-recruitment practices were included in the study. The case studies were conducted in Denmark in 2008-2009 using qualitative research methods. The findings indicate that e-recruitment had a noticeable effect on the overall recruitment process in the studied organizations. The investigation revealed changes in the sequence, divisibility and repetitiveness of a number of tasks and subtasks. The new process design supported by information and communications technologies was identified and is presented in the paper. This process allowed recruiters in the study to perform recruitment tasks more efficiently. However, practitioners should be aware of the increasing demands of the quality of online communication with applicants, and with it the electronic communication skills of recruitment professionals. Keywords: recruitment, e-recruitment, web-based recruitment, online recruitment, staffing, e-HRM 1 Introduction The first decade of the twenty-first century saw rapid growth in the use of online recruitment [25] and the transformation of electronic recruitment into one of the...
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