Pushing the Right Buttons?

2013 ◽  
Vol 4 (3) ◽  
pp. 16-37 ◽  
Author(s):  
Anthony Lewis ◽  
Brychan Thomas ◽  
Gwenllian Marged Sanders
Keyword(s):  
Social Media ◽  
Human Resources ◽  
Human Resources Management ◽  
Secondary Data ◽  
Recruitment Strategy ◽  
Resources Management ◽  
Professional Perspective ◽  
Stakeholder Perspective ◽  
Multi Stakeholder ◽  
The Right

This paper explores effects and issues associated with Social Media and Recruitment and whether it is effective as an innovative e-entrepreneurship method of attracting appropriate employees for enterprises from a multi stakeholder perspective. Human Resources Management professionals have been using different methods of Social Media in their recruitment strategies with varying degrees of success. By examining social media and its effect this can support the development of a more effective Human Resources Recruitment strategy. Additionally increased communication channels might enable the development of a more positive internal enterprise culture. The research was conducted using both primary and secondary data. Professionals, recruiters and employees have been questioned on their views of Social Media from a personal and a professional perspective through a variety of methods including focus groups and questionnaires. This paper provides a framework that can be used by enterprises in order to create their own Social Media recruitment cycle.

Attracting the Right Employees?

2018 ◽  
pp. 194-220
Author(s):  
Anthony Lewis ◽  
Brychan Celfyn Thomas ◽  
Gwenllian Marged Sanders
Keyword(s):  
Social Media ◽  
Human Resources ◽  
Human Resources Management ◽  
Secondary Data ◽  
Recruitment Strategy ◽  
Recruitment Strategies ◽  
Professional Perspective ◽  
Stakeholder Perspective ◽  
Multi Stakeholder ◽  
The Right

This chapter investigates effects and issues associated with social media and recruitment and whether it is effective as an innovative e-entrepreneurship method of attracting the right employees for enterprises from a multi stakeholder perspective. Human resources management professionals have been using different methods of social media in their recruitment strategies with varying degrees of success. By examining social media and its effect, this can support the development of a more effective human resources recruitment strategy. Additionally, increased communication channels might enable the development of a more positive internal enterprise culture. The study was conducted using both primary and secondary data. Professionals, recruiters, and employees have been questioned on their views of Social Media from a personal and a professional perspective through a variety of methods including focus groups and questionnaires. This chapter provides a framework that can be used by enterprises in order to create their own social media recruitment cycle.

Attracting the Right Employees?

2021 ◽  
pp. 892-918
Author(s):  
Anthony Lewis ◽  
Brychan Celfyn Thomas ◽  
Gwenllian Marged Sanders
Keyword(s):  
Social Media ◽  
Human Resources ◽  
Human Resources Management ◽  
Secondary Data ◽  
Recruitment Strategy ◽  
Recruitment Strategies ◽  
Professional Perspective ◽  
Stakeholder Perspective ◽  
Multi Stakeholder ◽  
The Right

This chapter investigates effects and issues associated with social media and recruitment and whether it is effective as an innovative e-entrepreneurship method of attracting the right employees for enterprises from a multi stakeholder perspective. Human resources management professionals have been using different methods of social media in their recruitment strategies with varying degrees of success. By examining social media and its effect, this can support the development of a more effective human resources recruitment strategy. Additionally, increased communication channels might enable the development of a more positive internal enterprise culture. The study was conducted using both primary and secondary data. Professionals, recruiters, and employees have been questioned on their views of Social Media from a personal and a professional perspective through a variety of methods including focus groups and questionnaires. This chapter provides a framework that can be used by enterprises in order to create their own social media recruitment cycle.

Pushing the Right Buttons?

2014 ◽  
pp. 1238-1259
Author(s):  
Anthony Lewis ◽  
Brychan Thomas ◽  
Gwenllian Marged Sanders
Keyword(s):  
Social Media ◽  
Human Resources ◽  
Human Resources Management ◽  
Secondary Data ◽  
Recruitment Strategy ◽  
Recruitment Strategies ◽  
Professional Perspective ◽  
Stakeholder Perspective ◽  
Multi Stakeholder ◽  
The Right

This paper explores effects and issues associated with Social Media and Recruitment and whether it is effective as an innovative e-entrepreneurship method of attracting appropriate employees for enterprises from a multi stakeholder perspective. Human Resources Management professionals have been using different methods of Social Media in their recruitment strategies with varying degrees of success. By examining social media and its effect this can support the development of a more effective Human Resources Recruitment strategy. Additionally increased communication channels might enable the development of a more positive internal enterprise culture. The research was conducted using both primary and secondary data. Professionals, recruiters and employees have been questioned on their views of Social Media from a personal and a professional perspective through a variety of methods including focus groups and questionnaires. This paper provides a framework that can be used by enterprises in order to create their own Social Media recruitment cycle.

scholarly journals The Application of Human Capital for Business Development in PT.Zaps Teknologi

2021 ◽  
Vol 8 (8) ◽  
pp. 597-601
Author(s):  
Edesico Prima ◽  
Rhian Indradewa ◽  
Tantri Yanuar Rahmat Syah
Keyword(s):  
Human Capital ◽  
Human Resources ◽  
Human Resources Management ◽  
Added Value ◽  
Recruitment Strategy ◽  
Resources Management ◽  
Resource Needs ◽  
Market Needs ◽  
The Times ◽  
The Right

Background - PT. Zaps Technology is a company engaged in technology and information by producing application products under the name Dokter Tunggu ( Doku ). As there are many hospital that needs to reduce their queue line. At present, PT. Zaps Teknologi has strategies in meeting human resource needs. To capture market needs, companies must have added value to their resources, especially for the expert resources. A strong HR recruitment strategy who is always able to keep up with the times is needed. Thus, this study aims to analyse the human capital strategies at PT. Zaps Teknlogi. In the implements fertility specialist selection strategies to enhance the performance of the application yet also to improve the fitures that needs by the society and environment. This is inseparable from the selection and recruitment to meet competency needs. Method – Through the recruitment, training and development, compensation, work evaluation. Result - This analysis help IT companies in making the right decisions to manage the human resources management Keywords: Human Resources Management, IT Companies, Selection, Recruitment Program, Compensation, and Work Evaluation.

Hiring the Best Job Applicants?

2021 ◽  
pp. 1700-1719
Author(s):  
Anthony Lewis ◽  
Brychan Celfyn Thomas
Keyword(s):  
Social Media ◽  
Human Resources ◽  
Focus Groups ◽  
Job Applicants ◽  
Recruitment Strategy ◽  
Recruitment Strategies ◽  
Hr Management ◽  
Professional Perspective ◽  
Online Recruitment ◽  
Management Professionals

Human resources (HR) management professionals have been using different methods of social media (SM) in their recruitment strategies with varying degrees of success. Through examining SM and its effect, this can support the development of a more effective HR recruitment strategy. This research investigates effects and issues associated with SM and recruitment and whether SM is effective as an innovative e-entrepreneurship method of hiring the best job applicants for enterprises. Professionals, recruiters, and employees were questioned on their views of SM from a personal and professional perspective through a variety of methods including focus groups and questionnaires. It is argued that the advantages of using SM for online recruitment include increased efficiency and convenience for both potential employees and enterprises, whereas where the systems are not designed correctly, it can create increased difficulties for the enterprises in communicating with potential employees. A framework is provided that can be used by enterprises in order to create their own SM recruitment cycle.

Digital Transformation of Human Resource Management: Social Media’s Performance Effect

2021 ◽  
pp. 2150005
Author(s):  
Pelin Vardarlier ◽  
Mehtap Ozsahin
Keyword(s):  
Social Media ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Media Use ◽  
Human Resources Management ◽  
Social Media Use ◽  
Resources Management ◽  
Management Processes

Growing importance of technology and digitalization, leaded by globalization, has changed the nature of competition. Innovation becomes evident in that competitive environment, and firms began to transform their human resource capabilities and functions in that direction. It is commonly accepted that the competitive advantage depends on mostly efficient and effective utilization of human resources. Thanks to the communication technologies, social media evolved into the most-preferred method to reach high qualified human resource. Although firms have been active in social media networks for a long time, they have started to use this medium for human resource management purposes, such as internal communication, career management and recruiting process, recently. LinkedIn, Facebook, Twitter and Google+ are primarily addressed social media tools which are used frequently in human resource management processes. In this respect, this study aims to examine the social media tools used in human resources management processes and the effects of social media use in human resource management processes on the human resources management performance and firm’s overall performance. The survey was conducted on human resource managers of 122 firms operating in manufacturing and service industry in Turkey. Data obtained from 122 human resource management managers were analyzed through the SPSS 21.00 statistical packet program. Descriptive analyzes, factor analysis, reliability analysis and correlation analysis have been conducted. Proposed relations were tested through regression analyzes utilizing Hayes’ PROCESS Macro. Research findings displayed that human resources management managers use social media tools frequently for recruitment and employee branding processes, and prefer mostly LinkedIn in all processes of human resources management. Furthermore, regression analyzes results revealed that human resources management performance mediates the effect of social media use at human resources management, on firm’s overall performance. The issue of social media use at human resources management have been examined in recent years and there is a limited number of research on that issue. Thus, this study examining social media use at human resources management and its performance effect is expected to contribute to literature.

scholarly journals The mediating effect of psychological ownership on human resources management bundle and job satisfaction ownership On Human Resources Management Bundle And Job Satisfaction Ownership

2019 ◽  
Vol 22 (2) ◽  
Author(s):  
Yolanda Masnita
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Human Resources Management ◽  
Mediating Effect ◽  
Psychological Ownership ◽  
Company Performance ◽  
Resources Management ◽  
Bank Employees ◽  
The Right

AMO (ability, motivation, and opportunity) is one of the measurements used in Human Resource Management and for explaining the Innovation of Human Resources Management Bundle (IHRMB) that can affect job satisfaction and welfare. It explained that if a skilled, motivated employees will have the opportunity to contribute by using their knowledge and competencies. They  will feel having a maximum job satisfaction. This study tries to examine the role of psychological ownership for organizations (PO-O) in mediating the effect of IHRMB on the Job Satisfaction of bank employees (bankers) who work in BUKU Banks 1-4 categories. With a purposive sampling of inclusion criteria, a questionnaire was given to 100 bankers, testing the hypothesis with SEM. The results show that IHRMB affects PO-O and Job Satisfaction. The IHRMB is prepared at the end of the year to be able to have the right strategy for employees the following  year, in addition to being a connector between the owner of the company to employees through a collection of innovations summarized in the IHRMB as well as providing opportunities for employees to be able to provide ideas that will support the company's progress. PO-O does not mediate the effect of IHRMB on Job Satisfaction, because IHRMB is a control tool for Management and company owners to review overall company performance.

scholarly journals Influence of Human Resources Management on Service Quality of Risk Business in Northwestern Nigeria

2017 ◽  
Vol 3 (1) ◽  
pp. 23-32
Author(s):  
Ahmodu-Tijani Ismail Shola ◽  
Zurina Bte Adnan ◽  
Shahrin Bin Saad
Keyword(s):  
Service Quality ◽  
Human Resources ◽  
Management Practices ◽  
Insurance Industry ◽  
Human Resources Management ◽  
Secondary Data ◽  
Service Industries ◽  
Insurance Companies ◽  
Resources Management

Purpose: Human Resources Management (HRM) practice displays a key function in customer satisfaction in the cognitive of service quality in selected insurance companies in Northwestern Nigeria. The significant of service industries are labour oriented where insurance sector is not an exception because their performance is determined by the quality of risk management services to their customers (Insured). This paper is aimed to investigate Human Resources Management Practices and Service quality in selected insurance companies in Nigeria. Methodology: The study adopts secondary data which review related literatures from journal articles and other literatures on assessment of the concepts. Finding: The paper finds that there is a significant relationship between Human resources management practices and service quality in the insurance industry. It also reveals that Human resource management practices directly affect overall service quality in terms of customer base, customer retention, overall profit, productivity and risk improvement to the customers. Implication: Organization having good HRM Practices will improve the quality of services provided and also improves performance and customers'loyalty.

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