...HUMAN RESOURCE MANAGEMENT INNOVATIONS & TECHNOLOGY – ROLE IN RECRUITMENT & MOBILITY Abstract— Human resources have been called the “key ingredient to organizational success and failure).In today’s Globalized era Human resource practices have become more innovative and technological. Today HRM Practices uses technology to enhance mobility. The HR and global mobility Departments have a great deal to gain by replacing existing deficiencies with operational efficiencies that can be achieved through the use of technology. In addition, the effective use of technology can enable organizations to track employees and reach out when required. Today the social networking sites viz. facebook, twitter, LinkedIn etc. are used as an innovative tool to recruit the capable and efficient human resources in any organization. Technology is moving beyond its role as a business enabler and become further ingrained in the life and work styles of the future workforce, while also changing employee and business expectations and interactions with one another and the world around them. This Paper critically discusses the Impact of Technology on recruiting and mobilizing the workforce, We specifically put an emphasis on what is often called “new” or “modern” HRM practices—practices that imply use of high levels of technology and innovations in recruitment process. We discuss how individual practices influence innovation, and how the clustering of specific practices matters for innovation...
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...Introduction In today’s world competitive advantage in the business comes not only from the infrastructure setup of the business but from the people who run them. If you’re dealing with the people problems and can’t concentrate properly on running things, your business could suffer. Emergence of different homogeneous sectors in various business clearly indicate huge requirement of proper management of mass human capital with special respect to young and frontline manpower. Effective human resource management in this challenging environment requires professionals with competencies in a variety of specialized areas and functions, who will work together in partnership with line management to develop, implement and monitor human resources strategies, policies and programs. HR Zone is basically a “One Stop Shop” for especially Professional Training & Development and all of your HR related enquiries with ample information on HR articles, definitions, updates regarding policies changes and other services that HR Zone offers. However, the HR Zone is to provide all Corporate and HR professionals with up to date practical information, training resources, advice, reports, assignments, HR glossary guidelines and tools that can be used when dealing with day-to-day issues of Human Resource Management. In fact, it is really easy to gather all the right information at the right time and right format. HR Consultancy Firm: HR consulting firms are available around the world and are designed...
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...HR design in a volatile world – human resource planning in the 21st century The increasing globalisation of the marketplace combined with an increasing shortage of skilled staff and advances in technology have resulted in large scale changes in recruitment practices. Recruitment is the process of finding and attracting appropriate job candidates capable of effectively filling the job vacancies available within an organisation. For successful recruitment, the human resources department needs to analyze the vacant position so that detailed job descriptions and job specifications can be created to efficiently help with the hiring process. Recruitment can either be internal or external. Internal recruitment is promoting existing employees in conjunction with internal training and external recruitment involves recruiting suitable candidates with relevant experience and qualifications who have not previously worked within the organisation. From The Conference Board of Canada's report, Valuing Your Talent: Human Resources Trends and Metrics we learn that employers need to develop workforce strategies to attract and retain employees in the current climate. As the economy starts to recover organizations will face a risk of higher turnover with employees considering new opportunities. A growing economy and an aging workforce mean that it is just a matter of time before pressure in labour markets begins to build again; the demand for skilled and talented employees is growing although...
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...computer for some educational institutions. In 1998 Apple upgraded and released the iMac, then followed up in 2001 with Mac OS X, a brand new operating system. That’s when they began to open Apple retail stores. Later Apple introduced the iPod, iPhone, and iPad (unknown, n.d.). Recruiting process in Apple Inc Recruiting techniques that are used in Apple Inc. should be in a way to take full advantage of not only the magnitude of candidates, but to measure the screening procedure due to it’s executive resources (Zottoli, Micheal, & John, 2000). Dissimilar techniques will be suitable for different jobs. There is a mixture of methods, which will give Apple the greatest alternative for candidates. Internal recruitment is a great technique for recruiting. Internal recruitment is cost effective, and most of obtainable staff who have had first hand experience and knowledge within the company coordination and measures. Meanwhile it helps with the confidence and moral of the staff. Even though...
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...Case Study – Heidrick & Struggles International, Inc. Why is Strategic Recruitment critical to the success of an organization in meeting its goals and mission? Staffing, training and development as well as employee retention are essential for an organization. It involves finding and adding the correct workforce to the organization, training employees to better perform the tasks, and create ways to engage and retain top performers avoiding turnover financial hardship and talent loss. As such, human resources personnel must strategically plan these processes to align the correct employees and skills to perform the tasks and roles the organization needs to fulfill its overall strategy. In today’s rapid changing environment, strategic recruitment is critical to the success of the organization, as companies need to quickly adapt their needs and find the better candidate to fulfill that need. Companies need to rely more on its human capital that will bring new and better ways to perform day-to-day operations as well as provide with different ideas on how to improve current processes to ultimately provide its customer with innovative and more effective products or services. Whether done internally or externally, the recruiting process has to be strategically and effectively planned to be successful. “An organization needs to know that it has the right employees with the right skills in the right places at the right time.” (Mello, 2011. P.339). A good strategic recruiting process...
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...non-government) recruitment is inevitable as every step in this sphere depends on selection of effective work-force. Employees as well as higher executives need to be selected through tests/interviews to find a right match with the smooth operation and accomplishment of the organizational goals and objectives. Functions relating to administering the business including recruitment and termination of employees cannot be attained without proper management of human resource. 1.1 Origin of the Paper In today’s world, the ability to apply what we learn in a class-room environment to our everyday life is extremely important. “Managing Organization” – course article F-505, is a practical-oriented course. For this I am told by my course instructor to make a Term-Paper on the managing organizations. Therefore I have selected “Comparison between the process of acquiring Human Resource (recruitment) in a Government Organization and in an GO, from a Management perspective” as my subject of the term-paper . I also have selected and visited two organizations and collected some available information. The organizations are: 1. 2. Government Project – Emergency Cyclone Recovery and Restoration Project – ECRRP with Project Coordination and Monitoring Unit – PCMU) funded by the World Bank. Non-government organisation (NGO) – Association for Social Advancement (ASA) – self-financed organization since 2001. 1.2 Objective of the Paper I have prepared this paper for drawing a comparison of the Recruitment process...
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...the amount of people queue and to make the process of ticketing become easier. Developing customer comfort- Ignasius Djonan encourages his employee to hear the customer complaint and customer feedback. He also limits the seats that being sold to the customer as many as the seats available inside the train. This strategy will prevent customer overload that will decrease customer’s comfort. Developing customer safety- the name written in the ticket should match with the identity card. This strategy is implemented to avoid the ticket being sold by unofficial seller (calo). Engage Today’s Talent To obtain qualified professionals, PT. KAI had conducted recruitment processes, namely engineer external recruitment and Train Trip Leader (Pemimpin Perjalanan Kereta Api, PPKA) recruitment for senior high school graduates, academic achievement based recruitment, specific competence external recruitment for Diploma/Bachelor's degree holders, accounting and taxation specialized...
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...I. Introduction 1.1 Background of the Company Before getting to know about the company, the first thing needs to know is about Pho – traditional food of Vietnam. Pho can be considered as one of the most typical foods for Vietnam food. The main components of Pho are noodles and broth along with beef or chicken, sliced thin. It also accompanying with condiments such as soy sauce, pepper, lemon, fish sauce, chilli ... The condiments is added depending on the user’s taste. Pho24 is a chain of restaurants that belongs to Nam An Group (Vietnam’s most successful F&B Corporation). The first Pho24 restaurant is opened in June 2003 in Nguyen Thiep Street, opposite Saigon Sheraton hotel by Ly Qui Trung – CEO Nam An Group. More than 20 years ago, Ly Qui Trung start at a point not better than anyone – a poor student failed to get in university and working as waitress at De Nhat Hotel. In 1991, with the help of his friends, he has guaranteed to come to study in Australia. A poor student has become deputy manager of a food-sector company TECA World. 2 years later he decided to focus on helping his family in restaurant system, and that how Nam An Group were born. During the time operating system in Nam An restaurant, Ly Qui Trung has came up with a business idea of Pho – a familiar food of Vietnam and many foreign tourists favourite. But because of its familiar so building brand is the most difficult part for Ly Qui Trung. And the name “Pho24” had came up with the meaning of 24...
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...Does workforce diversity always result in better organizational performance? In today’s global competitive environment, workforce diversity became a competitive edge that helps firms better understand different cultures and different ways of conducting business globally (“Benefits and problems”). Taylor Cox emphasized that increasing workforce diversity for better organizational performance is still an essential business issue that receives great attention, as “most of today's small business owners and corporate executives recognize that attention to the challenges and opportunities associated with the growing trend toward culturally diverse work forces can be a key factor in overall business success”. Rob McInnes identified 7 factors that motivate companies to diversify their workforces: As a Social Responsibility: companies exercise corporate social responsibility role by diversifying their workforces and supporting their good living. As an Economic Payback: “diversifying the workforce, particularly through initiatives like welfare-to-work, can effectively turn tax users into tax payers”. As a Resource Imperative: companies shouldn’t be hindered from attracting best talents available in the markets because of discriminatory practices. As a Legal Requirement: law requires companies not to be discriminatory in their employment practices or they will be exposed to penalties, as “fines and loss of contracts with government agencies”. As a Marketing Strategy: companies...
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...is designed to recognise the following key points: • For any organisation to achieve its people resourcing outcomes, the people resourcing professional must be aware of the organisation’s strategic direction and be able to demonstrate that the resourcing policies, systems and procedures contribute to achieving the corporate strategic goals. • There is no guarantee that today’s organisations will exist in the indefinite future, either at all or in their present form. So this elective seeks to address the competencies that resourcing professionals are likely to need ‘everywhere and tomorrow’, rather than just ‘here and now’. • Administering employment systems in line with the law and recognised standards of fairness and good practice is important, but it doesn’t make the difference between success and failure in the market place. People resourcing professionals add real value through their contribution to the recruitment, selection, deployment, development and retention of people who themselves add value to the organisation, individually and collectively. • Many employers still use recruitment and selection processes for which there is little or no supporting evidence. The talents and potential of people are often dissipated or neglected, poor performers are still ignored, sidelined, promoted or dismissed without any serious attempt to resolve the problem, and performance review systems...
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...The ability of hierarchies to influence and shape many aspects of today’s society is often overlooked. Hierarchies such as formal education, technology and even Wall Street impact our society through promises such as becoming a successful individual in today’s world if you follow their ideal path. In the article “ Biographies of Hegemony” by Karen Ho, the author discusses with the reader how Wall Street, a powerful hierarchy defines what “smartness” means on most Ivy League campuses. According to the author, the definition of “smartness” in relation to Wall Street means to have a sense of impressiveness and eliteness to you. The societal norm of “smartness” which implies to scoring great on standardized tests have been criticized by the author...
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...1. Explain job analysis and it’s importance to HR in an organization. * systematic process of determining the skills, duties, and knowledge required for performing jobs in an organization, Staffing ,Training and Development, Compensation and Benefits, Safety and Health – helps identify safety and health considerations 2. Differentiate Job enlargement and job enrichment with an example. Job Enlargement is a job design method that adds more responsibilities, duties and workload so that the employee doesn’t feel bored or uncoordinated at the workplace. Job Enrichment is a job design method that incorporates motivational factors into it so that the job satisfaction increases for the employee.Example: Giving the employee different challenging job, upgrading. 3. What is Job rotation and is it advantage or disadvantage for workforce in an organization ? 4. What is the role of job analysis in choosing a good human resource in an organization ? 5. Define Job evaluation, job design, job description with an example. Job evaluation is a systematic way of determining the value/worth of a job in relation to other jobs in an organization Job design: is the specification of contents, methods and relationship of jobs in order to satisfy technological and organizational requirements as well as the social and personal requirements of the job holder job description is a list that a person might use for general tasks, or functions, and responsibilities of a position 6...
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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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...Meaning of recruitment: According to Edwin B. Flippo, “Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation”. Recruitment is the activity that links the employers and the job seekers. A few definitions of recruitment are: • A process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected. • It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective Measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organization so that the management can select the right candidate for the right job from this pool. The main objective of the recruitment process is to expedite the selection process. Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do not exist. Usually, the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy. Purpose & Importance of Recruitment: • Attract and encourage...
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...frequently associated with corporate restructurings (Financial & Investment Dictionary, Barron’s, 2000). The verb restructure has one meaning: to reconstruct or form anew or provide with a new structure. Restructuring is significant modification made to the debt, operations or structure of a company. This type of corporate action is usually made when there are significant problems in a company, which are causing some form of financial harm and putting the overall business in jeopardy. The hope is that through restructuring, a company can eliminate financial harm and improve the business. (Investment Dictionary, Investopedia 2002). Restructuring is a method of raising organisational efficiency by questioning every stage of key operational processes to see if they still achieve what is required of them in terms of cost, quality service and speed. Restructuring is the corporate management term for the act of partially dismantling and reorganizing a company for the purpose of making it more efficient and therefore more profitable. It generally involves selling off portions of the company and making severe staff reductions. Restructuring is often done as part of a bankruptcy or of a takeover by another firm, particularly a leveraged buyout by a private equity firm. It may also be done by a new CEO hired specifically to make the difficult and controversial decisions required to save or reposition the company. (Corporate Dictionary, Investopedia, 1999). Companies restructure in order to...
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