Effectiveness Of Online Recruitment Information System In Organizations: Tesco

1) Introduction

In this tech savvy business environment adoption of modern technology within the organizations has taken a new form in order to speed up the recruitment process (Cattaneo et al. 2015). Recruitment is one of the most parts of the organization since it fills up the vacant positions of the organization in order to make the organization operate smoothly.

1.1) Aims Of The Research Work

The aim of the research work is to analyze the improvement on implementation of recruitment process in the organizations. It also aims in understanding the effectiveness that the organization’s HR department understands during implementing e-recruitment process.

1.2) Objectives Of Research Work

• To understand the effectiveness and efficiency of e-recruitment process within organizations.
• To understand the operation of the e-recruitment process in the organizations.
• To understand the extent of benefit the organization gets due to e-recruitment process.

1.3) Hypothesis

H0: E-recruitment process is beneficial to the organization.

H1: E-recruitment process is not beneficial to the organization.

2) Literature Review

2.1) Introduction

According to the outlook of Sivabalan et al. (2014) e-recruitment information system provides facilities that include automated exchange of employment, social networking, online test, uploading images and online connectivity of excel sheets to the database. It facilitates the easy way of filling up the vacant posts and hence make the organization gets the best of the employees in this highly competitive market scenario.

2.2) Technology And Architecture

From the viewpoint of Mashaw (2012) the technology and architecture that is used are the Visual Studio 2005 that works on asp.net web application, C# language, Ajax Toolkit, ASP.NET Server, and SQL Express of 2005 edition. The hardware requirements are the memory that is of 2 GB RAM and the processor is of Intel Pentium 3 or 4. It is basically a 3-tier architecture that operates in the way shown below-2.3) Advantages of E-Recruitment Information System

In this technological inclined market scenario the e-recruitment process plays an essential role within the organization to recruit the most eligible and suitable candidates for the vacant positions. The advantages of e-recruitment process within the organization are-

Reduce Redundancy of Data- According to the outlook and opinion of Carrillat et al. (2014) manual records are in general redundant in nature. So, in order to make the data less redundant and well maintained, E-e-recruitment system is implied within the organization.

Consistent in nature- Usage of e-recruitment information system within the organization make the organization consistent in nature and hence reduces the data redundancy to the maximum extent. This also facilitates the access of data in the most innovative and fast way (Smith et al. 2015).

Less time Consuming- The fast moving world claims that every organization has to become more automated and complete the tasks in short period of time that helps in retrieving and storing the data fast. This also focuses towards and i the most innovative stage of less time consuming work (RoyChowdhury and Srimannarayana, 2013). E-recruitment process helps in making the organization operate more easily and hence also helps in easy retrieval of data.

Data Security- It is essential for every organization to store the data safety as it involves the personal details of both the organization and employees. Using this system in the organization helps in securing the data to the maximum extent and hence also maintains the security of the data (Cattaneo et al. 2015).

2.4) Summary

In this section this assignment deals with the software and hardware specifications that is required for the e-recruitment process. Moreover, the assignment also takes into account the advantages of e-recruitment process within the organization.

3) Research Methodology

3.1) Research Approach

From the outlook of Cattaneo et al. (2015) the research approach deals with the relationship between the principles and theories that is in relation to the research work. Here inductive research approach is considered for the research work.

3.2) Research Design

For this research work, descriptive research design is necessary.

3.3) Research Philosophy

For this research work, post-positivism research philosophy is considered.

3.4) Data Collection Methods

Both data collection methods that are primary and secondary research are conducted for collection of the data (Mashaw, 2012).

3.5) Sample Size

For this research work 10 managers and 25 employees were interviewed.

3.6) Research Ethics

Essential codes of conduct of the university and organization are taken into account for successful accomplishment of research work.

3.7) Limitations

Dean et al. (2011) commented that both budget and time constraints are the major limitations of the research work.

References

Carrillat, F., Astous, A. and Morissette Gragoire, 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-centre randomised trial. Trials, 16(1).