[雙語翻譯]員工招聘外文翻譯—電子招聘印度人力資源管理的新維度（原文）

1、 © 2017, IJARCSMS All Rights Reserved 99 | P a g e ISSN: 2321-7782 (Online) e-ISJN: A4372-31

2、14 Impact Factor: 6.047 Volume 5, Issue 3, March 2017 International Journal of Advance Research in Computer Science and Management Studies Research Article / Survey Paper / Case Study Available online at: www.ijarcsms.

3、com E-Recruitment: A New Dimension of Human Resource Management in India Sneha Singh Research Scholar, Faculty of Rural Development and Business Management Mahatma Gandhi Chitrakoot Gramoday Vishwavidyalaya Satna, (M.P)

4、, India Abstract: In the rapidly changing global world economy, the only essential value for an enterprise is the experience, skills, innovativeness and insights of its manpower resources they are the key components and

5、are considered as the assets of the organization. In this highly competitive market organizations need to have that core strength of effective workforce. Every organization put in their best to attract, hire and retain t

6、he talented manpower resources, which is the biggest challenge of current system This paper identifies Internet recruitment methods from relevant literature, and describes how their benefits of online recruitment can inf

7、luence the time and cost containment. Today, one of the most crucial sources of competitive advantage is based on human resource efforts through attracting and retaining talented individuals. Like all other disciplines

8、human resource management has also grown to heights and working incredibly for the betterment of the organizations and people in general. Recruitment through internet has helped in taking HRM to E-HRM attracting potentia

9、l candidates to an organization from the recruitment process, which is referred to as E-Recruitment. The practice of issuing a vacant position and applying for a job via a website has increased steadily. The purpose of t

10、his paper is to broaden the research on the online Recruitment practices for the entire development of the organization with focus on E-Recruitment practices and trends in India. Keywords: E-HRM, E-Recruitment, Internet,

11、 Trends, Retain. I. INTRODUCTION E-recruitment, popularly known as online recruitment, is the practice of using technology and specifically Web-based resources for process involved with finding, attracting, assessing, in

12、terviewing and procuring new personnel. The aim of e-recruitment is to make the processes involved more efficient and effective, as well as less expensive. Online recruitment can reach a larger set of potential employees

13、 and facilitate the selection process .E-recruitment has been an issue of interest over the past ten years. Internet is considered as the latest mode of hiring. It is a kind of revolution in the world of recruitment. The

14、 term online recruitment, e-recruitment or internet recruiting, imply the formal sourcing of job information online. We can find the initial traces of E-Recruitment appeared in articles of the mid-1980s. E-recruitment ca

15、n be broadly divided into two types: corporate web site for recruitment and commercial jobs boards (such as monster.com, naukri.com etc) for posting job advertisements. Now a days, employees take help of private or publi

16、c agencies, to get their dream job and at the same time it reduces the time and cost of the organizations also. But we must accept the fact that advancement of technologies made much easier for the global HR managers not

17、 only to believe on agencies but also they believe on Internet. E-Recruitment is using information technology for hiring the employees, to reach the masses and to save time. E-Recruitment falls under E-HRM. It’s complete

18、ly on the employers that how to take the whole concept of E-Recruitment further. Sneha et al., International Journal of Advance Research in Computer Science and Manage

19、ment Studies Volume 5, Issue 3, March 2017 pg. 99-105 © 2017, IJARCSMS All Rights Reserved ISSN: 2321-7782 (Online) Impact Factor: 6.047 e-ISJN: A4372-3114 101 | P a g e B. Scope of th

20、e Study: Online recruitment is no more an exclusive domain of the technologically savvy, the curious and the ultra-sophisticated section of the society. Today, with this medium tried, tested and proven to be true and mor

21、e importantly absolutely necessary, professional recruiters and employers equally depends and trust job portals as a primary source of professional talent both on a whole and in some cases to complement traditional hirin

22、g methods. Online recruitment has an edge in terms of longitivity also as its life is longer than paper based advertisements comparatively. Also, those ads online have the scope of alteration anytime. Companies can post

23、complete detailed description of the jobs & can answer to frequently asked questions called as FAQs. This added information attracts more candidates and saves time of employers. Irrespective of time candidates can ch

24、eck jobs as per their convenience round the clock which gives them handiness to search and apply for a better career opportunity. As per the above mentioned facts and discussions we can clearly see the commendable growth

25、 of recruitment industry and getting benefitted by the implementation of E- Recruitment. We can say on the basis of above discussion that e recruitment has definitely reduced the burden of human resource department to a

26、great extent and also provided with a much more enhanced and efficient working methods. E- Recruitment is undoubtedly time savvy, simpler, transparent and worldwide accessible. III. RECRUITMENT Organization make planning

27、 on the basis of which required number of human resource are determined, then the next step will be the procurement role, it is to allocate the sources from where the required manpower can be available & to attract t

28、hem towards the organization. This is known as ‘recruitment’. Organization has to recruit people with mandatory skills, qualifications and experience. Figure2. Traditional Recruitment Process Source: - Anna Holm’s visual