Today’s
global environments are very competitive. Most organization is searching for
more efficient and effective to acquiring and maintaining a highly qualified
workforce. To be more productive strategy the human resource takes inventively for
recruitment and staffing by using the technology, especially the internet.
Recruitment
function is to identify, attract, and hire the most qualified people. However,
this task has become more challenging because there is growing competition for
talent in the labor market. Nowadays, organizations are utilizing the web as a
way of attracting candidates, and they are also using web-based HRIS to support
the recruiting process. There have some benefits associated with using online
recruitment including cost, speed of filling job vacancies, psychological
contract fulfilment, satisfaction and retention rate, quality and quantity of
applicants and diversity of applicants.
Online
recruiting is suitable for well-known and when many candidates are needed for
high-level jobs requiring high level of educations. The organizations should be
aware of the limitations of this method such as limited ability to attract
highly qualified candidates and minority candidates. In addition, the attributes
of the web site can affect the acceptance and effectiveness of online
recruiting. Because, the website design for user-friendly in that users can
easily navigate and browse to find information that is valuable and conveys.
Besides,
staffing focuses on information management for organization decision making and
administration and also tests and assessment of individuals employees and
candidates to make a critical decision.. There tools are used to selecting of
employees, placing them in good positions, training and developing them,
promoting them and evaluating them. When used staffing of employee, assessment
have value because they assist organization in identifying those individuals
who are more likely to succeed on the job and prevent the hire of those who are
less likely to succeed. It is important for HR managers to understand the
purpose and use of assessments.
Therefore,
human resource information system plays an important part in their development
in use. That requires the careful design of data bases to store and keep track
of selection data, both before and after individuals are hired, and the ability
to link information in interrelated systems. Through knowledge, the HRIS
manager must obtain and use the right data on individual and organisation
outcomes. They also must have understanding of what it means
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words)
References:
- Braddy, P.W.,Meade, A.W.,& Kroustalis, C.M. (2008). Online Recruiting: The effects of organizational familiarity, website usability, and website attractiveness on viewers’ imperssions of organization. Computer in Human Behaviour, 24,2992-3001
- McCourt-Mooney,M.(2000). Internet briefing: Recruitment and selection –R&D using the Internet –PartIII .Journal of managerial psychology,15,737-740
- Diane Arthur.(2001) Fundamentals of HRM 4th edition. Arthur Associates Management Consultant Ltd.
- http://humanresources.about.com/od/jobdescriptions/a/HR_recruiter.htm
- http://www.accel-team.com/human_resources/hrm_02.html
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