scholarly journals Is the Electronic Recruitment In Algeria : The Alternative or Complement to the Regular Conscription?

2021 ◽  
Vol 9 (2) ◽  
Author(s):  
Tafiani Born Boufatah Keltouma
Keyword(s):  
Social Networks ◽  
Human Resources ◽  
Human Resources Management ◽  
Job Quality ◽  
The Internet ◽  
Resources Management

This study aims to find out whether the internet approach can achieve a high percentage of equality and provide rational job quality. According to some studies, or can say that by following this approach (the internet), the inequality of recruitment can be reduced proportionally by facilitating meetings, interviews, contacts and exchanges.Algeria is among the countries most thirsty for qualifications and fairness in recruitment, for this reason our human resources management specialists find that the use of websites and social networks can alleviate some problems.

E-HRM as a Reality in Virtual World

2009 ◽  
pp. 278-285
Author(s):  
Gonca Telli Yamamoto ◽  
Ahmet Özbek
Keyword(s):  
Human Resources ◽  
Labor Unions ◽  
Virtual World ◽  
Human Resources Management ◽  
The Internet ◽  
Business World ◽  
Resources Management ◽  
Important Challenge ◽  
Internet Revolution ◽  
Rich History

The human resources (HR) profession has had a rich history: that is, from the concept of labor unions in 1930 to the creation of selection tools in 1940 then to the reward systems in 1970 shifting to teamwork and then to partnerships in 1990. After the 1990s, like all other businesses, HR also influenced the Internet revolution. Classical human resources management (HRM) concerns the recruitment, selection, development, compensation, retention, evaluation, and promotion of personnel within an organization (Bernardin & Russel, 1993), which could be mostly transferred to the virtual world. Therefore, the HR profession faces an important challenge with new e-HRM and virtual actions encountered in the business world. This chapter examines the e-HRM phenomenon in the virtual world in detail and tries to bring new angles to e-HRM, and then manifests new definitions for the new reality while changes andinteractions take place in the virtual world.

Research on HRM under Internet Environment

2014 ◽  
Vol 687-691 ◽  
pp. 4836-4839
Author(s):  
Liu Jin
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
Supply And Demand ◽  
The Internet ◽  
Management Reform ◽  
Resources Management ◽  
The Impact

Human resource management is the mainly field of Internet business applications. The impact of the Internet on corporate human resource management can be summarized as changing macroeconomic environment, improve openness, democracy and scientific human resources management. The Internet has changed market environment of human resources, resulting in a shortage of talent required to change people's knowledge structure, the structural supply and demand of talent more prominent. Internet lead to faster flow of talent, but also conducive to business properly treat and handle the flow of talent problem. Internet help enterprises realize the sharing of human resources, increase the likelihood of sharing scarce talent while gain a better talent to share results. Internet can promote human resources management reform to keep up with the management of information technology and networking pace, but also to promote changes in corporate human resources management concept.

scholarly journals International Experience in Staff Management in the Process of Staff Recruitment for Vacant Positions with the Application of Social Networks in the Conditions of Digitalisation

2021 ◽  
Vol 59 (1) ◽  
Author(s):  
Nataliia Klietsova ◽  
Iiubov Mykhailova
Keyword(s):  
Social Networks ◽  
Human Resources ◽  
Analytical Methods ◽  
Human Resources Management ◽  
International Experience ◽  
Resources Management ◽  
Vacant Position ◽  
Expert Assessments ◽  
Hr Managers ◽  
Staff Recruitment

The article researches the international practice of human resources management in the context of digitalisation. The method of expert assessments and analytical methods are used. The basic advantages of finding employees for vacant positions in social networks are revealed, which allowed the authors to propose the algorithm of an HR manager’s staff recruitment for an enterprise’s vacant position in social networks. In contrast to existing approaches, this methodology involves five basic steps. The usage of this algorithm will enable HR managers and executives to avoid the stage of work with staff agencies, will reduce the enterprise’s costs on staff recruitment for the vacant position, will form a staff reserve and, at the same time, will make the process of staff recruitment mobile in conditions of digital economy.

scholarly journals TOOLS TO INCREASE THE EFFICIENCY OF PERSONNEL RECRUITMENT IN THE SYSTEM OF HUMAN RESOURCES MANAGEMENT IN THE IT SPHERE

2020 ◽  
Vol 2 (32(59)) ◽  
pp. 24-31
Author(s):  
E. Bilyk ◽  
O. Khymych ◽  
Y. Blynda ◽  
U. Lukashevska
Keyword(s):  
Social Networks ◽  
Human Resources ◽  
Personnel Management ◽  
Performance Indicators ◽  
Human Resources Management ◽  
Resources Management ◽  
Personnel Recruitment ◽  
The Cost ◽  
It Enterprises

The article is devoted to the issues of increasing the efficiency of personnel recruitment in the personnel management system of IT enterprises. The key performance indicators of the recruitment department are substantiated, such as: the number of closed vacancies, the speed of closing vacancies, the quality of closing vacancies, the cost of closing vacancies and feedback from both candidates and managers (customers). The influence of social networks on the activities of recruiters is analyzed - a factor that influenced hiring more than it seems at first glance.

scholarly journals Sumber Daya Manusia dalam Lingkungan Bisnis Global Kompetitif

Humaniora ◽  
2014 ◽  
Vol 5 (1) ◽  
pp. 52
Author(s):  
Antonius Atosökhi Gea
Keyword(s):  
Human Resources ◽  
Human Resource Development ◽  
Human Resources Management ◽  
The Internet ◽  
Global Competition ◽  
Resources Management ◽  
Poor Countries ◽  
The World

Global competition in the world of business today and in the future is inevitable. Whether it is liked or not, ready or not, the competition must be faced. There are diference attitudes in facing this situation. Countries which are ready will see it as an opportunity, but it is not always be the same for the developing or poor countries. The increasing of global competition is very widely supported by the development of technology, especially information technology. In this case the Internet occupies the most important part that relies on speed. Although there are many important things in the course of the competition, including the technology, human resources are something very decisive, the determinant key to be actively involved and to win the competition. Therefore, the model of human resource development should be more advanced than before. In this case, the role of Human Resources Management (HRM) is crucial. This section (HRM) should be able to play role to maximize productivity, ensure the quality of employment, and ultimately generates profits through proper management of human resources within the company. 

E-HRM as a Reality in Virtual World

2011 ◽  
pp. 220-229
Author(s):  
Gonca Telli Yamamoto ◽  
Ahmet Özbek
Keyword(s):  
Human Resources ◽  
Labor Unions ◽  
Virtual World ◽  
Human Resources Management ◽  
The Internet ◽  
Business World ◽  
Resources Management ◽  
Important Challenge ◽  
Internet Revolution ◽  
Rich History

The human resources (HR) profession has had a rich history: that is, from the concept of labor unions in 1930 to the creation of selection tools in 1940 then to the reward systems in 1970 shifting to teamwork and then to partnerships in 1990. After the 1990s, like all other businesses, HR also influenced the Internet revolution. Classical human resources management (HRM) concerns the recruitment, selection, development, compensation, retention, evaluation, and promotion of personnel within an organization (Bernardin & Russel, 1993), which could be mostly transferred to the virtual world. Therefore, the HR profession faces an important challenge with new e-HRM and virtual actions encountered in the business world. This chapter examines the e-HRM phenomenon in the virtual world in detail and tries to bring new angles to e-HRM, and then manifests new definitions for the new reality while changes and interactions take place in the virtual world.

scholarly journals Sumber Daya Manusia di perguruan tinggi Indonesia saat pandemi COVID-19: Bekerja dari rumah dan kebijakannya

2021 ◽  
Vol 9 (1) ◽  
pp. 20-33
Author(s):  
Elisabeth Rukmini ◽  
Maria Dwi Ardiana
Keyword(s):  
Best Practices ◽  
Human Resources ◽  
Online Survey ◽  
Human Resources Management ◽  
Monitoring And Evaluation ◽  
The Internet ◽  
Resources Management ◽  
Hr Management ◽  
Monitoring Mechanism ◽  
Evaluation Mechanism

Penelitian ini bertujuan menggali penjaminan mutu dalam pengelolaan SDM sebagai hasil praktik baik selama WFH, yang diharapkan berguna bagi pengelolaan SDM di perguruan tinggi (PT). Survei daring dilakukan untuk menggali opini, perspektif, dan praktik dari stakeholder. Hasil menunjukkan 90% responden berasal dari PTS dan 73% berlokasi di Jakarta (N=198). Responden (85%) setuju PT telah mempersiapkan WFH, penetapan kebijakan, virtual workspace, SDM, mekanisme monitoring dan evaluasi. Responden (80%) mengapresiasi persiapan dan pengambilan keputusan WFH. Responden (50%) memenuhi 51-75% tuntutan pekerjaan selama WFH. Responden (52%) menyatakan unitnya mencapai 51-75% target kerja. Responden (87%) mengapresiasi mekanisme monitoring. Apresiasi responden (82%) diberikan pada efektivitas WFH. Responden (88%) setuju WFH sebagai opsi cara kerja mendatang. Responden setuju (38%) 3+2 hari (WFH+WFO) per minggu. Responden setuju (35%) menukar 15-30% biaya transpor dengan WFH. Pertanyaan terbuka menunjukkan agar WFH didukung akses internet dan virtual workspace yang memadai. Penelitian ini menunjukkan praktik teladan sepanjang WFH yang dapat distandarkan menjadi penjaminan mutu pengelolaan SDM, di antaranya standar pengambilan keputusan, mekanisme monev, dan fasilitas daring.AbstractThis research aimed to explore the quality assurance in human resources management as best practices of WFH, that would be beneficial for HR management in higher education institutions (HEI). An online survey was done to seek opinions, perspectives, and meaningful practices among HEI stakeholders. Results show 90% of respondents are from private universities, and 73% are located in Jakarta (N total 198). Respondents (85%) agree there is preparation toward WFH, the policy, virtual workspace, HR, monitoring and evaluation mechanism. Respondents (80%) appreciate the WFH preparation and decision. Respondents (50%) complete 51-75% of the work during WFH. Respondents (52%) state their unit achieved 51-75% of the target during WFH. Respondents (87%) appreciate the monitoring mechanism. Their appreciation (82%) is given to the effectiveness of WFH. Respondents agree (88%) of WFH as an option for the future of working. Respondents agree (38%) of 3+2 days (WFH+WFO) per week. Respondents agree (35%) to exchange their 15-30% of transport fees to WFH. The open-ended questions show WFH should be supported by adequate access to the internet and virtual workspace. This research shows best practices of WFH, which could be standardized as QA toward HR system, including the standards of decision making, monitoring and evaluation, and online facilities.

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