Effectiveness of Online Recruitment Information System in Organizations: Tesco

1) Introduction

In this technological world businesses are also adopting new techniques and methods for having the use of technology in their working operations. On one hand recruitment process has made working of organizations easy by fulfilling the vacant positions and on other hand use of technology for hiring employees has made the recruitment process more quick and easy.

1.1) Aims of the research work

Aim of the research work is to determine the implementations of recruitment process and understand the impact of e-recruitment process on an organization.

1.2) Objectives of Research work

• To study the effectiveness of e-recruitment process within an organization.
• To understand the operations that are undertaken by e-recruitment process for the smooth working of organization.
• To study the extent up to which an organization can gain benefits due to e-commerce.

1.3) Hypothesis

• E-recruitment has a very useful impact on the working of an organization.
• E-recruitment doesn’t have much useful impact on the working of organization.

2) Literature Review

2.1) Introduction

As per the views of Sivabalan et al. (2014), e-recruitment makes working of an organization easy and smooth by facilitating requirements of online test of selected or skilled candidates, automatic exchange of employment, attachment of any database or excel sheet and uploading of images using online portals. It doesn’t involve any manual work of managing sheets and registers for candidates applying for any position; it just maintains an easy database and helps candidates to fill application form using online portal and thus make the organization to work smoothly while maintaining a level of competence in the market.

2.2) Technology and Architecture

Mashaw (2012) suggested that there is a group of technological requirements that work behind such successful implication of technology for an organization. The technology and architecture should be there for any online portal or the knowledge of such technologies should be there; for example Visual Studio 2005 that further works on asp.net web application, C# language, Ajax Toolkit, ASP.NET Server, and SQL Express of 2005 edition.There is also a requirement of particular hardware or such advanced hardware like memory of 2 GB RAM and the processor of Intel Pentium 3 or 4.

2.3) Advantages of E-Recruitment Information System

21^st century has its second name as technological century in which each and every industry has linked its work via online or internet services and is taking advantages of such facilities. E-recruitment has produced the same effect on the performance of organizations. It makes organization to recruit people who are eligible and skilled as per the requirement of company without wasting time of employers for such selection process.

ADVANTAGES OF E-RECRUITMENT PROCESS

• Reduce maintenance of unnecessary data: According to Carrillatet al. (2014), in the g3neral process of recruitment, huge manual data is needed to be maintained but e-recruitment make it simple, easy and quick for the organization to store number of information using technology.
• Consistency: It maintains consistency in the working of organization to a maximum extent by reducing the pressure of maintaining data. And helps to search and use any data in an easy and fast way.
• Less time consuming: Since there is a use of innovative technologies in the process of e-recruitment, it makes the employees and the employer to focus & select onlythe useful data without wasting any single second on the maintenance of paper work. And the most important advantage is that the data can be used for future purposes.
• Data Security: According to Cattaneoet al. 2015, e-recruitment helps to maintain security of data up to maximum extent. As the data contains useful information regarding the employees, candidates or the employers, it is necessary for organization to maintain security of such data.

2.4) Summary

This section deals with the usage of specific hardware and software for the e-recruitment process and it also discusses about the advantages of e-recruitment process within an organization.

3) Research Methodology

3.1) Research Approach

Research approach helps to create connection between the theories and the principles which further make the work more easy to understand. In this research work inductive research approach has been used to conclude the report with appropriate understanding and knowledge.

3.2) Research Design

Descriptive research design is chosen for this research work.

3.3) Research Philosophy

Post-positivism research philosophy has been considered for this research work.

3.4) Data Collection Methods

The primary data has been collected by conducting interviews and the secondary data has been gathered from the various online and offline sources.

3.5) Sample Size

For this research work 10 managers and 25 employees has been interviewed.

3.6) Research Ethics

Codes of ethics have been maintained while collecting data for the successful completion of the research work.

3.7) Limitations

Budget and time are the major limitations of this research.

References

Carrillat, F., Astous, A. and MorissetteGragoire, E. (2014).Leveraging social media to enhance recruitment effectiveness. Internet Research, 24(4), pp.474-495.

Barma, D. and Gupta, M. (2015).Investigating the Effectiveness of the Sources of Recruitment on Job Performance and Employee Attitude in India. Asian Journal of Management, 6(1), p.67.

Cattaneo, A., Motta, E. and Gurtner, J. (2015). Evaluating a Mobile and Online System for Apprentices’ Learning Documentation in Vocational Education: International Journal of Mobile and Blended Learning, 7(3), pp.40-58.

Dean, E., Cook, S., Murphy, J. and Keating, M. (2011).The Effectiveness of Survey Recruitment Methods in Second Life. Social Science Computer Review, 30(3), pp.324-338.

Mashaw, B. (2012). A Model for Measuring Effectiveness of an Online Course. Decision Sciences Journal of Innovative Education, 10(2), pp.189-221.

RoyChowdhury, T. and Srimannarayana, M. (2013).Applicants’ Perceptions on Online Recruitment Procedures. Management and Labour Studies, 38(3), pp.185-199.

Sivabalan, L., Yazdanifard, R. and Ismail, N. (2014).How to Transform the Traditional Way of Recruitment into Online System. International Business Research, 7(3).

Smith, V., Clarke, M., Begley, C. and Devane, D. (2015). SWAT-1: The effectiveness of a site visit intervention on recruitment rates in a multi-centrerandomised trial. Trials, 16(1).