E- RECRUITMENT

Finding and attracting eligible candidates to apply for open positions within the organization is the process of recruitment. It is a series of initiatives used by a company to draw applicants with the necessary skills and attitudes for open positions. (Opatha,2010).

According to Ofori and Aryeetey (2011), recruitment is the process of creating a pool of qualified people who can apply for jobs within a company.

For any kind of company organization, recruitment and selection are essential components of human resource management. These phrases describe the method of attracting and selecting job seekers. The efficiency of these two tasks has a significant impact on the quality of the human resource the company has. (Gamage, 2014).

One of the most successful and economical methods for hiring personnel for a company is through online recruitment. The use of online technologies to source candidates and facilitate the hiring process is known as online recruitment, sometimes known as e-recruitment or web-based recruiting. This typically refers to using a company's own website, a third-party job site or job board, a database of resumes, search engine marketing, or social media platforms to fill openings. The Internet is used by many large corporations as a recruiting tool. E-recruiting refers to the application of technology to the recruitment process. They post job openings on the global web. Job hunters use the Internet to send their applications or curriculum vitae (CV) via e-mail. As an alternative, job searchers can post their resumes on the internet, where potential employers can access them based on their needs.

Figure 1: E-Recruitment (Source:Menatal,2023)

Recruitment process	Traditional	E-recruitment
Attracting candidates	utilizing non-technological resources to reach out to as many applicants as possible, such as advertisements, flyers, and spokespeople	Utilizing online technology, the brand image of the company, and other strategies to drive as many people as possible to the company's websites. A representative from such group may appear.
Sorting applicants	creating manageable candidate pools by using paper-based testing for applicants	Using complex, standardized online examinations to screen applicants and reduce the number of applicants to a reasonable level
Making contact	making phone calls to the selected applicants and meeting them in person	Utilizing an automated hiring management system to get in touch with the ideal candidate as soon as possible, before they are hired by another business.
Closing the deal	Making the phone call, setting up the meeting and shaking hands	Making the phone call, setting up the meeting and shaking hands

Figure 2: The recruitment process set out in the traditional and ‘e’ way of recruiting (Source:Kapse et al,2012)

Methods of E-Recruitment

According to the Khanna,H (2023) following are the method of E-Recruitment

Sourcing and Attracting Potential Candidates

The process of sourcing involves looking for eligible applicants for open or future positions within the business. Knowing where the pool of qualified candidates is located is crucial for effective candidate recruitment. This is why one of the most popular techniques for online hiring is to leverage social media to find and attract potential employees. A powerful tool for creating employer branding and finding qualified applicants is social media. For identifying, following, and recruiting candidates online, networks like Facebook, LinkedIn, and Instagram are frequently used.

Using Applicant Tracking System

An applicant tracking system is a piece of software that helps recruiting HR managers by streamlining the recruitment process by using an algorithm to sort through potential candidates' applications. This program aids in the separation of underqualified resumes from qualified resumes during the hiring process when numerous candidates apply for a single position. Therefore, this makes it possible for recruiters to view resumes that have been filtered and tailored to the criteria specified in the job profile. As a result, an applicant tracking system is a helpful tool for online hiring.

Interviewing Candidates Online

The requirement to conduct job interviews in a real location has been eliminated thanks to the internet. HR managers can hire suitable applicants by interviewing them online by using free interview video platforms like Skype, Google Meet, Zoom, etc. Today, the majority of businesses conduct interviews online using an automated system where questions are posed and candidates are given a set amount of time to consider and respond. This is another factor in the rise of this type of online hiring in the business world.

Using Job Boards

The websites that recruiters use to explicitly advertise job openings are known as job boards. On the other hand, job searchers might use job boards to look for fresh employment opportunities in their industry. 

What are the advantages of E-recruitment?

According to the PeopleHub (2023) following are the method of E-Recruitment

‍1. Cost-Effective

In terms of advertising, travel expenses, outside recruiter fees, etc., the work costs associated with recruiting are typically significant. As a result, hiring procedures typically take too long, and their expense might be reduced by switching to e-recruitment, which enables you to publish free job openings on numerous social media platforms with just a single click.

‍2. Quicker process

Through just clicking a few buttons to screen, filter, and sort candidate information and CVs, the hiring process might be sped up. E-recruitment streamlines the procedure for accepting or rejecting applicants one at a time, negating the necessity for manually entering applicants' information at this time.

‍3. Customized filtration

The ability to filter requirements in e-recruitment enables recruiters to find the best individuals with skills that fit the job post. As a result, the e-recruitment systems' filtration tools expedite the process of grouping candidates according to their experience, education, competences, and a variety of other factors.

‍4. Flexible

The E-recruitment process is easy to get adapted to. Thus, it is easy to use and provides a stage where all the HR managers could follow the hiring process and their funnel smoothly. Moreover, the cloud-based feature permits the employer to have a CV database stored in one place making it easier to refer or come back to in future.

Conclusion:

N The effect of the Internet has today completely transformed the conventional hiring process. Hence The usage of the Internet has significantly altered how firms view recruiting techniques and the face of HR recruitment during the past ten years. Online hiring and recruiting new candidates will continue to grow and expand in the upcoming years. Currently, e-recruitment is used by most organizations to post job openings, accept resume submissions online, and communicate with candidates via email. It has been adopted by both large and small organizations. It offers advantages to enterprises.

 References:

Gamage, A. S. (2014). Recruitment and selection practices in manufacturing SMEs in Japan: An analysis of the link with business performance. Ruhuna Journal of Management and Finance, 1(1), 37-52

Kapse A.S, Vishal S.P and Nikhil V. P(2012). E- Recruitment. International Journal of Engineering and Advanced Technology (IJEAT) ISSN: 2249 – 8958, Volume-1, Issue-4

Khanna,H(2023) E- Recruitment- Methods, Advantages And Disadvantages [online] Available at: https://www.linkedin.com/pulse/e-recruitment-methods-advantages-disadvantages-hiya-khanna/

Menatal (2023) What is recruitment in 2023.Menatal[online] Available at: https://www.manatal.com/blog/what-is-e-recruitment (Accessed on April 2023)
PeopleHub(2023) E-recruitment. PeopleHub. [online] Available at: https://www.peoplehum.com/glossary/e-recruitment (Accessed on April 2023)
 
PeopleHub(2023) E-recruitment. PeopleHub. [online] Available at: https://www.peoplehum.com/glossary/e-recruitment (Accessed on April 2023)

Ofori, D., & Aryeetey, M. (2011). Recruitment and selection practices in small and medium enterprises. International Journal of Business Administration, 2(3):45-60.

Opatha, H.H.D.N.P. (2010). Human resource management. Colombo: Author published.

PeopleHub(2023) E-recruitment. PeopleHub. [online] Available at: https://www.peoplehum.com/glossary/e-recruitment (Accessed on April 2023)

PERFORMANCE MANAGEMENT

Performance management is a corporate management tool that assists managers in keeping track of and assessing workers' performance. The purpose of performance management is to foster an atmosphere where employees may work to their full potential and produce the highest-quality work most effectively and efficiently (Tardi.C,2022)

According to the Armstrong (2015) performance management is continuous process of improving performance by setting individual and team goals which are aligned to the strategic goals of the organization (Armstrong,2015)

The performance management cycle

Through a structured process of employee development, the performance management cycle is a model that enables management and employees to more effectively accomplish organizational goals. The performance management cycle is a shorter, continuous four-step process that uses planning, monitoring, reviewing, and rewarding as part of the performance management process or strategy. (Valamis,2023).

Performance management cycle (Source: Valamis,2023)

5 Main Elements of Managing Employee Performance

Although there are many elements to performance management, Rosser, J. (2022) identifies five crucial elements that are essential to its success.

1. Planning and goal setting

2. Managing and employee involvement

3. Monitoring and feedback

4. Development and improvement

5. Reward and compensation

Importance of Performance Management

According to the Danni (2023), Below are some of the reasons that ongoing performance management is so important to every organization.

1. It Provides a Look into the Future

By consistently monitoring and managing workplace performance, leaders can see potential future problems. Like with any type of issue, early detection is key. The earlier problems are confronted the less effect that they will likely have.

2. Helps Create Development and Training Strategies

As mentioned above, the earlier a problem is detected, the better. One of these problems could be that employees do not know how to perform certain processes correctly. If this continues, the organization might fall apart due to oversight. However, with performance management, this would probably be detected. The organization could then create training programs to change the issue into an opportunity for improvement.

3. Provides Clarity in the Organization

It is a common problem that many employees are unsure of what exactly their role entails, what is expected of them, and who they are to report to. Through performance management, the company can make all of this very clear.

4. Provides the Opportunity for Exchanging Feedback

A lack of communication in a relationship is grounds for trouble, and this includes working relationships. Quite often, management speaks to employees about their performance, but employees do not very often get a chance to voice concerns or frustrations. Effective performance management provides an avenue through which both the employer and the employee exchange feedback.

5. Increases Employee Retention

Performance management also encourages organizations to reward and recognize their employees. Lack of recognition is a big reason some employees leave a job and look for another.

6. Boosts Employee Engagement

Performance management, when it truly involves employees, will boost employee engagement. When there is a disconnect between management and employees, it is almost as though employees are just going through the motions of the day.

7. It encourages employee recognition and reward

Effective recognition and reward systems can only work in organizations where there is a visible and accurate process of discussions and performance feedback. With continuous performance management, the management can identify efforts and activities worthy of encouragement and reward. Consequently, this drives a development mindset among members of your team.

8. It helps in boosting employee productivity and engagement

One remarkable benefit of an engaged workforce is that they stay longer, actively contribute to the company, and deliver better results. Excellent performance management is a great tool for having an engaged workforce.

9. Helps to enforce goal setting and achievement

A good performance management system helps employees to understand the goals of the company and what they are expected to do to achieve these goals. This means they understand how their contributions affect the overall growth of the business.

10. It offers mentoring for increasing performance

The ultimate aim of performance management is to improve performance. It will help managers to devise ways through which they can increase performance while providing the opportunity to talk about career prospects and direction. In all, it will help the executive manager and/or HR manager to provide additional mentoring and training which will be useful in developing criteria for promotions.

Conclusion:

Successful performance management is crucial for every business. It helps companies align their systems, resources, and employees with strategic goals. Moreover, it helps managers to identify potential problems and allows them to know when they should make necessary changes to keep a business on track. Organizations that implement performance management successfully can cultivate a high degree of employee engagement.

 

References:

 Armstrong, M. (2006). Performance Management: Key Strategies and Practical Guidelines (3rd ed.). London, UK: Kogan Page Limited.

Dannie,W.(2023)Importance of Performance Management in an Organization.Techfunnel.[Online] Available at: https://www.techfunnel.com/hr-tech/importance-of-performance-management-in-an-organization/  (Accessed on April 2023)

Rosser,J.(2021) 5 Elements of Performance Management Success for any Aspiring Business. Success Steam.[Online] Available at: https://www.success-stream.co.uk/5-elements-performance-management-success-aspiring-business/ (Accessed on April 2023)

Tardi,C.(2022) Performance Management: Definition, How It Works, and Examples of Programs.Investopedia. [Online] Available at: https://www.investopedia.com/terms/p/performance-management.asp#:~:text=Performance%20management%20is%20a%20corporate,work%20most%20efficiently%20and%20effectively (Accessed on April 2023)

Valamis (2023) Performance Management Cycle. Valamis Available at: https://www.valamis.com/hub/performance-management-cycle   (Accessed on April 2023)

 

JOB ROTATIONS IN THE ORGANIZATION

Job rotation is the lateral movement of personnel between a variety of jobs and tasks, each requiring a unique set of abilities and responsibilities. Job rotation, sometimes called cross training, is one of the many ways to learn on the job and a formal executive development initiative. (Huang.H.J,20).

People acquire a variety of abilities and dedicate time to mastering each one. Rotating job duties enables employees to better comprehend the various phases involved in producing a good or providing a service, how their own efforts affect the caliber and effectiveness of production, as well as how each team member contributes to the process. Therefore, job rotation enables people to gain experience in various business areas and, as a result, broaden their perspective. (Huang.H.J,20).

According to the Bennett (2003) ,job rotation as a planned placement of employees among various duties within a period. This process helps the workers build skills and have job independence that can result to increased motivation and output.

Job rotation is a strategy that a firm adopt to give employees opportunity to learn several things from different tasked performed (Mohan & Gomathi,2015).

Figure 01: Job Rotation (Source: The Human Capital Hub,2023)

Types of Job Rotation

According to the Bennett (2003) There are two types of job rotation:

1.Within-functional rotation

Rotation between positions with equal or comparable degrees of responsibility and within the same operational or functional area is referred to as "within-function rotation."

2.Cross- functional rotation

Cross-functional rotation is defined as "movement between positions in various organizational divisions over time." The person or new employee would rotate through a number of occupations in different departments as opposed to a number of jobs that are in the same group and are closely related to one another. This method offers the person or new employee options for growth, and similar techniques can be utilized by the business to collect information about their abilities, interests, and potential to determine their final placement.

According to the HRHelpBoard(2023),There are two types of job rotation based on the way the job profile of the employee is changed by the organization.

1.Task rotation- A task rotation is typically offered to individuals who have physically or cognitively demanding jobs. In these situations, the employees are moved from a tough job to one that is less demanding in order to give them a respite from the daily grind.

2.Position rotation- When a position is rotated, the employer may alter the employee's title, department, or location. The individual will have the chance to pick up new abilities, information, and viewpoints on the workplace as a result. Additionally, there are two types of this: function rotation and cross functional rotation. The employee's duties and work environment stay the same during a function rotation. While undergoing cross-functional rotation, the employee's level and duties are modified.

 

Benefits of job rotation

 

According to the Tapi.C(2023) following are the benefits of the job rotation

 

Reducing Monotony of the Job

The primary goal of work rotation is to lessen the monotony and repetition that come with a job.  

Succession Planning

'Who will succeed whom' is the central idea of succession planning. Creating a pool of workers who can be promoted to senior positions when someone retires or departs the company is a crucial part of job rotation.  

Creating Right - Employee Job Fit

The productivity of a company's workforce directly affects its performance. They can produce the most if they are positioned properly, which will maximize output. As a result, one of the primary goals of job rotation is to place the right individual in the correct position. 

Exposing Workers to All Verticals of the Company

Multiskilled workers can define and frame quality problems and apply relevant solutions at the moment of occurrence by switching roles and sharing responsibilities. This increases productivity.

Testing Employee Skills and Competencies

Job switching can help to improve both social and individual human capital. 

 

Developing a Wider Range of Work Experience

Managers train employees in advance to have a wider range of work experience and build various skills and competences through job rotation. It is essential for a person's complete growth.

 

Disadvantages of job rotation

 

According to the HRHelpBoard(2023), following are the benefits of the job rotation

 

Costly and time consuming

The employee training programs are expensive and the job rotation takes a lot of time.

Disgruntled employees

Employees may occasionally feel at ease and well-suited in their current position; in this scenario, job rotation can result in job unhappiness.

Not all round solution

Job rotation cannot address other problems including employee alienation and a lack of connection to business culture.

Not applicable to all industries

The practice of rotating jobs is inappropriate in the industry where highly skilled workers are needed to carry out the job.

Can lead to loss

Employees may make mistakes while working since they are learning new skills throughout job rotation. These mistakes could be quite expensive for the company.

 

 Conclusion: The systematic switching of personnel between jobs within a company to meet different human resources goals is known as job rotation. Job rotation is regarded as a powerful instrument for implementing HR strategy successfully. It involves placing people in the ideal environment so they may produce the best results possible. This is the greatest method for locating a high-value employee's immediate successor within the company in the highly competitive world of today.

References:

Huang, H. J. (1999). Job Rotation from the Employees’ Point of View, Research and Practice in Human Resource Management, 7(1), 75-85.

Bennett, B.(2003) Job rotation: its role in promoting learning in organizations. Development and Learning in Organizations. 17 (4), pp. 7-9 [Online] Available at: https://westminsterresearch.westminster.ac.uk/item/936wq/job-rotation-its-role-in-promoting-learning-in-organizations (Accessed on April 2023)

HRHelpBoard(2023) What is Job Rotation Meaning & Definition in HRM.Help Board. [Online]

Available at: https://www.hrhelpboard.com/hr-policies/job-rotation-policy.htm [Accessed on April 2023].
Human Capital Hub(2023). Job rotation and why every employee needs it.The Human Capital Hub [Online]Available at: https://www.thehumancapitalhub.com/articles/Job-Rotation-And-Why-Every-Employee-Needs-It [Accessed on April 2023].
Tapi,C(2023). Job rotation and why every employee needs it.The Human Capital Hub [Online]Available at: https://www.thehumancapitalhub.com/articles/Job-Rotation-And-Why-Every-Employee-Needs-It [Accessed on April 2023].

Mohan & Gomathi, (2015). High involvement work design and job design. Industrial and labour relations review. Vol 61 No. 3