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A SYNOPSIS OF DESERTATION ON E- RECRUITMENTS: A GROWING ARENA OF JOB PORTALS

POST GRADUATE DIPLOMA IN BUSINESS MANAGEMENT (APPROVED BY AICTE,GOVT.OF INDIA) ACADEMIC SESSION 2010-2012

Submitted to: Prof. Awadesh gupta

Submitted by: Shikha Mishra PGDM 2nd year Roll No: BM:010142

INTRODUCTIONThe buzzword and the latest trends in recruitment is the E-Recruitment. Also known as Online recruitment, it is the use of technology or the web based tools to assist the recruitment process. The tool can be either a job website like naukri.com, the organizations corporate web site or its own intranet. Many big and small organizations are using Internet as a source of recruitment. They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae (CV) through an e-mail using the Internet. Alternatively job seekers place their CVs in worldwide web, which can be drawn by prospective employees depending upon their requirements. The Internet penetration in India is increasing and has tremendous potential The two kinds of e- recruitment that an organization can use is 1-Job portals i.e. posting the position with the job description and the job specification on the job portal and also searching for the suitable resumes posted on the site corresponding to the opening in the organization. Creating a complete online recruitment/application section in the companies own website. - Companies have added an application system to its website, where the passive job seekers can submit their resumes into the database of the organization for consideration in future, as and when the roles become available. 2-Resume Scanners: Resume scanner is one major benefit provided by the job portals to the organizations. It enables the employees to screen and filter the resumes through pre-defined criterias and requirements (skills, qualifications, experience, payroll etc.) of the job. Job sites provide a 24*7 access to the database of the resumes to the employees facilitating the just in time hiring by the organizations. Also, the jobs can be posted on the site almost immediately and is also cheaper than advertising in the employment newspapers. Sometimes companies can get valuable references through the passers-by applicants. Online recruitment helps the organizations to automate the recruitment process, save their time and costs on recruitments. The traditional method of recruitment has been revolutionized by the emergence of the Internet. In the past few years, the Internet has dramatically changed the face of HR recruitment and the ways organizations think about the recruiting function. In the

coming years, digital recruiting and hiring are expected to continue their explosive growth. Presently, e- recruitment has been adopted in many organizations either from large organizations to small size companies. Most organizations are already using erecruitment to post jobs and accept resumes on the Internet, and correspond with the applicants by e-mail. It brings the benefits to the organizations. The purpose of the study is to broaden the research on recruitment by assessing source effectiveness based on new measures that examine pre-hire criteria, with a specific focus on e-recruitment. The rapid advances in technology have dramatically changed the way business is conducted and this increasing use of and reliance on technology is clearly demonstrated by the number of organizations and individuals who utilize the Internet and electronic mail (e-mail). E-recruitment or Internet recruitment is the use of the Internet for attracting, hiring and retaining job seekers. It uses the power of online resume search technology to help recruiters actively search for the candidates on a global scale. Though erecruitment initially began as a simple method of finding talent online, it has evolved to incorporate all aspects of selection. Now, organization is using it to manage job postings, candidate applications and even conducting online interviews. E-recruitment, or web-based recruiting can be described as any recruiting process that a business organization conducts via web-based tools, such as a firms public Internet site or its corporate intranet. E recruiting reduces costs and is perceived to bring improved efficiency. ADVANTAGES OF E-RECRUITMENT1- Lower costs to the organization. 2- posting jobs online are cheaper than advertising in the newspapers. 3-No intermediaries. 4- Faccilitates the recruitment of right type of people with the required skills. 5-Improved efficiency of recruitment process. 6-Online recruitment helps the organizations to weed out the unqualified candidates in a automated way.

7-Online job posting can be longer, more descriptive, written any time of the day or night, and posting almost immediately. DISADVANTAGE OF E-RECRUITMENT1-Screening and checking the skill mapping and authenticity of million of resumes is a problem and time- consuming exercise for organization. 2-There is low Internet penetration and no access and lack of awareness of Internet in many locations across India. 3- Organization cannot be dependent solely and totally on the online recruitment methods. 4- In India, the employers and employees still prefer a face-to-face interaction rather than sending e-mails.

LITERATURE REVIEW(Barber, 1998) discussed the future success of the company is predominantly based on the success of human resource efforts, which evolves through the identification and attraction of quality new employees generated from the recruitment process. A key element of human resources management is the recruitment of staff, as this function generates the human capital that forms the foundation of companies. He defines recruitment as those practices and activities carried on by the organization with the primary purpose of identifying and attracting potential employees. Information about the job and organization is initially reflected through the recruitment sources organizations use to reach potential applicants. Traditional sources commonly used by companies include employee referrals, newspaper advertisements, employment agencies and direct applications (also known as walkins). More recently organizations are introducing alternative sources such as Internet recruitment to identify and reach candidates. (Robert Guion, 1976) acknowledged that rapid technological developments in employees selection led to an emphasis on research in this selection area with the recruitment component being largely overlooked. Recruitment is, however the key contributor to an organizations success as this component defines the applicant population available from which to select the best possible candidate. Gatewood et al. (1993) acknowledged that recruitment is more complex concept that is influenced by the job choice process of applicants in terms of the series of the decisions made about which jobs and organizations to pursue for future employment. Undertaking good quality recruitment research is therefore important and something this will do, taking into account the applicant decision-making process. Cullen (2001); Dessler2002) discussed the rapid advances in technology have dramatically changed the way business is conducted and this increasing use of and reliance on technology is clearly demonstrated by the number of organizations and individuals who utilize the internet and electronic mail (e-mail). The impact of technology on business is further reflected by the continuous rise in amount of literature exploring the effects of new technology development and implementation on the efficiency of business, including the impacts on human resource practices.

OBJECTIVE OF THE STUDY1- To study the way in which the IT is contributing to the recruitment process. 2- To study the era of e-requirements with the means of the growth of job portals. 3-To study different softwares used for the ease of recruitments in different organization and extend to which they are helpful to a HR. 4-To critically analyze the benefits IT has provided to the recruitment process. 5-To analyze the major challenges that human resources department has to face due to use of information technology in recruitment.

RESEARCH METHODOLOGYResearch is a process of collecting, analyzing interpreting information to answer question. The word research is derived from the Latin word meaning to know. It is a systematic and a replicable process, which identifies and defines problems, within specified boundaries. It employs well-designed method to collect the data and analyses the results. It disseminates the findings to contribute to generalize able knowledge.

CHARACTERISTICS OF RESEARCH1-Controlled- in real life there are many factors that affect an outcome. The concept of control implies that, in exploring causality in relation to two variables (factors), you set up your study in a way that minimizes the effects of other factors affecting the relationship. This can be achieved to a large extent in the physical sciences as most of the research is done in a laboratory. However, in the social sciences (Hospitality and Tourism) it is extremely difficult as research is carried out on issues related to human beings living in society, where such controls are not possible. Therefore in Hospitality and Tourism, as you cannot control external factors, you attempt to quantify their impact.

2--Rigorous- you must be scrupulous in ensuring that the procedures followed to find answers to questions are relevant, appropriate and justified. Again, the degree of rigor varies markedly between the physical and social sciences and within the social sciences. 3-Systematic-this implies that the procedure adopted to undertake an investigation follow a certain logical sequence. The different steps cannot be taken in a haphazard way. Some procedures must follow others. 4-Valid and verifiable-this concept imply that whatever you conclude on the basis of your findings is correct and can be verified by you and others. 5-Empirical-this means that any conclusion drawn is based upon hard evidence gathered from information collected from real life experiences or observations. 6-Critical-critical scrutiny of the procedures used and the methods employed is crucial to a research enquiry. The process of investigation must be foolproof and free from drawbacks. The process adopted and the procedures used must be able to withstand critical scrutiny. For a process to be called research, it is imperative that it has the above characteristics RESEARCH DESIGNThe design of this study is Exploratory. Exploratory research may be conducted to obtain greater understanding of a concept or to help crystallize the denition of a problem. It is also used to identify important variables to be studied. Exploratory research is preliminary research, not the denitive research used to determine a course of action. SAMPLE DESIGN1-SAMPLE UNIT- HR department people in the organization. 2-SAMPLE SIZE- This refers to the no. of items to be selected from the universe to constitute a sample. This is a major problem before the researcher. The size of sample should neither be excessively large not too small, it should be optimum. This size of population must be kept in view for this also limits the sample size. Sample size in this research is 100.

2-SAMPLE TECHNIQUE-The sampling method adopted for the study was Random and convenient sampling. In random sampling, each item or element of the population has an equal chance of being chosen at each draw. A sample is random if the method for obtaining the sample meets the criterion of randomness (each element having an equal chance at each draw). A convenience sample is a sample where the patients are selected, in part or in whole, at the convenience of the researcher. The researcher makes no attempt, or only a limited attempt, to insure that this sample is an accurate representation of some larger group or population. 3-SAMPLE AREA- A decision has to be taken concerning a sampling area before selecting a sample, sampling area may be a geographical one such as state, district, village etc. so in this research sampling area is DELHI NCR. METHOD OF DATA COLLECTIONSOURCESPRIMARY DATA-Primary data collected through questionnaire from Delhi NCR companies. Primary data are those, which are collected a fresh and for the first time and this happen to be original in character. Primary research entails the use of immediate data in determining the survival of the market. The popular ways to collect primary data consist of surveys, interviews and focus groups, which shows that direct relationship between potential customers and the companies. Structured questionnaire and open-ended questions are designed for this purpose. SECONDARY DATA- The study also contains Secondary Data that is data from authenticated websites and journals for the latest updates just to gain an insight for the views of various experts. Secondary data are those data, which have been already collected by someone else, and which have already been used as per required Secondary research is a means to reprocess and reuse collected information as an indication for betterments of the service or product. Both primary and secondary data are useful for businesses but both may differ from each other in various aspects. PRESENTATION OF DATADifferent charts and graphs are used to present data like Bar Chart, Pie Charts. TOOLS AND TECHNIQUES USED FOR ANALYSIS-

In this study the different tools and techniques used to interpret the result are as follows1-correlation matrix 2-chi-square test 3-Factor analysis 4-CrossTabs.

BIBLIOGRAPHYREFERENCE BOOKS-

1. Gupta, Santosh (2003), Research Methodology and Statistical Techniques,


Deep and Deep Publication Pvt. Ltd.

2. Sachdeva, J. K. (2010), Business Research Methodology (first edition),


Himalaya Publishing House, New Delhi

3. Kothari, C. R. (2004), Research Methodology, Methods & Techniques, New


Age International Publishers. JOURNALS AND MAGAZINES1-ICFAI Journal of Management Research. 2-HRM Review April 2008 3-International Review of Business Research Papers vol.4. WEBSITES1-http://www.google.com 2-http://www.marketresearch.com 3-http://www.wikepedia.org 4-http://www.scribd.com 5-http://recruitment.naukrihub.com/e-recruitment.html 6-http://www.iupindia.in/408/HRM_E_Recruitment_66.html 7-http://www.itpeopleindia.com 8- http://dare.co.in/strategy/human-resources-recruitment/innovative-hiringstrategies.htm

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