Type: Process Essays
Sample donated: Eloise Diaz
Last updated: December 30, 2019
Digitalhas been a driving force of everything inthe present age. Human ResourceManagement is achieving its goals in coordinating with Information Technologyin every step with corporate goals and objectives in achieving significant long-term impact on the success of keeping an organizationhealthy, which are linked with core business operations. E-HRM is becoming anecessity for every organization whichwill help in improving quality, efficiencyand accurate services, at a faster pace to the customers and employees. E-HRMguarantees the security and confidentiality of inputdata which is always an important issue in every organization. Recruiters, in the process of screening jobapplicants, are mostly dependent on information practices especially digitalresume databases. HRIS is to collect,differentiate, process, personneladministration, salary administration,leave/absence record, skill inventory, medical history, performance appraisal,manpower planning and collective bargaining which are required for effective management of human resources in the organization. EnterpriseResource Planning software (ERP) and Customer Relationship Management a vitalrole in the digital age. Software (CRM) isthe software which makes strong and effective in smoothfunctioning of an organization.
Digital transformation is a great thing whichcan be borne by everyone to possess a digitallife in leaders, sectors and mainly Human Resource Management.OBJECTIVES· Tocompete with the current digital technology and pace in keeping the track ofseveral years of customer or employee data without disrupting.· Toknow the importance and applications of the Information Technology in shapingthe future of the Human Resource Management.· Tochange the role of Human Resource Management in today’s digital age.· EnablingHR to play e-Recruitment through Skype, e-Training and e-Appraisal.KEYWORDS Digital Transformation, digital society, e-recruitment andselection, e-training, I INTRODUCTION Inan article for the Society for Human Resource Management(SHRM), John Sullivan, industrythought leader and professor at San Francisco State University, said 2017 is”the year of the algorithm.” Sullivansaid that the recruiting function willfinally begin to shift away from a decision model based on past practices andintuition and toward data-driven decisions. This article enlightens the e-HRMactivity which thrives on the strength of the Information Technology which playsa vital role in the digital age.
E-Recruitment and selection is the process ofpersonnel recruitment and selection using electronic resources, in particular, the internet. People are the directfactors of productivity of its services and digital transformed practices areits sole HR employees for any prospective organization.It enables tranquilized interactionsbetween employers and employees. Itaccumulates information regardingemployee personal data, training, performance management, payroll, recruitment and strategic orientation. It uses intranet orother web technology channels.
It can also beused for fulfillment of differentHR plan of action. Every organization desiresto excel and innovate for theirsubsistence. Information Technology advancement is one of the powerful dynamic forces. The technology and the changed focus of theHRM function as an additional value to the organization’s product or serviceled to the need of the HR department as a strategic partner in manyorganizations. It has upgraded the way we converse, live, work and also the waya business is administered.
According toJovanovich (2004) recruitment and selection referto the process of attracting, screening, selecting, and onboarding a qualified person for a job. The change in Information Technology is rapidly escalating than any other skills inorganizing the HR functions. II BACKGROUND OF THE STUDY Hiringthe employees is the first step to be done by any organization, as it is the forefront of every business. In keeping trackof digital transformation, focusing on recruitment and selection using newtechnology in understanding the current trends in the emergence of finding andidentifying the potential candidates within no time. Digitaltransformation has simplified the task of analyzing vast amounts of data andthey can be invaluable aids in HR management, from payroll processing to recordretention. E-HRM is the relatively new term for this IT supported HRM,especially through the use of web technology.
III RECRUITMENT AND SELECTION IN THE DIGITAL AGEE-RecruitmentThisstatement shows how digital preservation, initially perceived as essentially atechnological challenge, is now much more conceived of as a practice that needsto take into account the norms and values of society. We would argue even morespecifically, the norms and values of digital society – a space that has becomea major part of the world we live in today and that we are shaping by the waywe live our lives as digital consumers, citizens, workers and individuals. In the digital environment,societal norms and values around access to information, privacy and ownershipare shifting; the logic of economics is changing. Balancing the forces at playin the digital environment is an evolving and continuous process and we areonly beginning to understand digital society. One of the most significant roles that digital marketing and online technology now play in helping identify and attract potentialcandidates for executive and senior management roles. It has been replaced witha digital version, in the form of company databases and websites such asLinkedIn.
For those that want to get into such networks, and stand out from anever-increasing pool, it is vital in creatinga profile that promotes your experience and abilities in a compelling manner.