Mnaging the HR Function Essay

Custom Student Mr. Teacher ENG 1001-04 15 August 2016

Mnaging the HR Function

Have cyber agencies replaced the need for other types of employment agencies in recruitment procedures? This paper posits that cyber agencies have yet to completely replace the other types of employment agencies in recruitment procedures. There are still companies that provide the temporary and permanent employment of staff to companies but the latter have also employed on line recruitment building their database of applicants.

To understand the development of cyber agencies engaged in cyber recruitment, it is proper and relevant to compare their functions, strengths and weaknesses with those of traditional temporary and contract agencies and permanent employment agencies A cyber agency is being defined as website may normally conduct recruitment activities from the on-line labour market applicants. It may be by job sites or corporate websites but its main target is recruitment.

Their strengths may include their capacity to process many applicants from wide sources since the Internet could be far ranging which is almost borderless. It weaknesses however may include a reduced quality of process applications because of the volume of applicants. In the case however of a corporate website, the known advantage and disadvantages of a joint website may be minimized but corporate websites may not be ready to do all the functions that a job sites can no.

Another obvious strength therefore of on line recruitment is limitless source of applicants which is not bound by geographical locations. As a consequence this will also have the weakness of having more employees outside the local location of the business. As compared with those of temporary & contract agencies and permanent employment agencies, the latter have the following functions of providing complete employment package more or less on a local level.

The strengths of the temporary & contract agencies and permanent employment agencies as far as liabilities to employees are concerned may lie in the fact the it is the agencies who are the employees in the case of temporary and contact employment until the said employees acquire permanency in employment, which there would be change of employer. The weakness of the system on the part of the employers (the real ones where) is their almost total reliance from the employment agencies to supply their manpower or staff requirements.

It may stated that traditionally an employment agency (Nelson, 1996; Bortnick and Ports, 1992) has the business of matching up employers need for quickly-filled position but temporarily with skilled employees appropriate for the jobs. A great number of such agencies have their files of individuals who have shown an interest in temporary employment so that these agencies also find out individuals that would meet specific requirements further than those already within the knowledge of the agency.

These agencies may engage in providing permanent employment especially in the case those that require management responsibility or substantial professional competence. On line recruitment will definitely affect these agencies to a great extent. The development in technology and the rise of the Internet have essentially changed the structure of traditional labour market. McDougall, (2001) subscribed to the same idea and even explained these developments have created a new online labour market which is characterized to be wide open and uncontrolled by any one employer and by limitations of geography.

The different characteristics and properties of the online labour market from the traditional one, have cause job-seekers and recruiting employers alike to make new methods for the matchmaking that both tries to find. New methods necessarily will demand from all employers to adjust their recruiting strategy and practices if they are to remain competitive in getting and retaining competent people. The same also have their network via electronic mails and they also join in newsgroups to have employment information.

This is in addition to their conduct searches on corporate websites, and even their registration with large job-sites (Charles, 2000; Brotherton, 2001) such Workopolis. com. For some, they are encouraged to put their resume on their own website. What is clear is now the tendency use more online source in many of jobseekers’ intention of finding their jobs. As to why these job-seekers are being drawn to the on line labour market may be driven by the fact that the Internet more than anytime ever has allowed them immediate access to more information about more jobs, in many locations (McDougall, 2001).

Thorough information about the state of the labour market and the terms of employment offered by various organizations cannot not just escape the attention of jobseekers as the conduct an Internet-based job search. The technology provides them with a faster way to contact employers and new ways to network with other people. Another important development is the fact the increased the efficiency of job search activity through the Internet have allowed allow passive job-seekers (i. e.

, those who are already happily employed) to maintain a presence in the labour market, which is a big chance of being always available for offers from other employers when they feel that it is time to change jobs. As far as employer is concerned, what could be causing them to shift their recruitment activity into the electronic labour market? Employers make the shift their recruitment activities for lower costs, and increased speed of the recruitment process (Mooney, 2002; Bingham, et. al. , 2002).

Another reason is flexibility to aim specific types of job-applicants, while having the chance to appeal to a larger labour pool within their geographic locations because of better access of seekers. This allows them to poach staff from other employers, with greater chance of recruiting better informed and more suitable people for jobs being offered. Employers can implement strategies by the use of their own corporate websites or by relying upon jobsites that specialize in online recruitment or they may use of their own HR staff to attract potential recruits from chat rooms or via newsgroups.

What then are implications of the new characteristics and properties of the online labour market? Employers, who want to have a choice to compete for the best talent, must be ready to have their strategies to driven by the prevailing standards of the online labour market. Several general lessons may be borne in mind as employers further refined their chosen recruitment strategy: First, the existence of the online labour market will make stronger the competition among job-seekers and recruiting employers.

This is on the premise the greater the number of applicants and the number of employers engaged in online or electronic recruitment, the greater are the choices of each and the greater the competition among them (McDougall, 2001). Second, there is basis to believe that in the online labour market, the balance of power may have shifted away from employers to job-seekers (McDougall, 2001) as job seekers have more choices including working at home which has also expanded widely because of their improved access to the Internet.

Third, is online labour market produced a desired effect on wage levels, in producing the highly skilled because with higher salaries as rewards and made lessons to the lower skilled with their lower wages (McDougall, 2001). Fourth, the existence of an online labour market strengthens the rise of non-standard forms of labour, like contract workers. This means the as the labor market expands because of wider choice and ease of finding employment people may care less about permanent employment because of flexibility afforded them (McDougall, 2001).

Fifth, the phenomenon of online labour running on the basis of Internet time has caused transactions to happen more quickly than in the traditional labour market (McDougall, 2001). This development reminded the job-seekers an anticipation of timely communication from employers. This is causing a sense of deeper responsibility on the part of job-seekers as it is now their concern that the prospective employer might just be finding another applicant, which can be done easily, in case applicants are not responsible enough to maintain their communications.

Another implication that is the online market will strengthen the problem of retention for employers. (McDougall, 2001) The situation is caused the fact the employers will not more safe than the other employers in losing their present competent employees the moment the latter got attracted and pirated by other employers because of the great possibility of poaching from other employers. On the other hand the said employers facing the risk of poaching from other employers may also take advantage of the strategy of poaching as they can continuously scout for better employees out there in the market.

The situation gets now clear that there is an improve market for labor so the principles of law of supply and demand may better produce the equilibrium price for every body. This implication of online recruitment may readily explain the outsourcing strategies that are happening in the market where things that could be done outside may resort to passing it on to other organizations due to the drive to produce efficiently. Still another implication is that online recruitment strategy adopted by an organization to recruit externally creates new standards for conduct inside its own internal labour market (McDougall, 2001).

This is necessarily resulting of having to acquire the best from outside the company since this could affect the behavior of present internal employment. People no matter how poor they may be compared with new recruits from outside will always be affected by the rules of jealousy which an accepted human behavior if the company has the tendency to fill high position from outside. Although this could be happening even with out online recruitment, it may be argued that problem will be magnified because of the greater possibility of poaching that is possible in online recruitment.

In terms of the principles of human resource management, employment is not just about high salaries and performance; it is also about loyalty and commitment. The present employer should be careful not forget these basic principles lest management forget that people may react wrongly in openly filling up positions from personnel recruited by increased poaching. It may be concluded that the continued development of technology has brought even the traditional employment agencies in recruitment procedures to seek using the Internet and hence making them to take advantage of technology.

But since not everybody has still have access to the internet there still few who are relying on the other sources like the TV, the newspapers and other employment agencies. Many employers have been shifting their recruitment activity into the online labour market because lower costs, while at the same time speeding up the recruitment process. This electronic type or online type of recruitment has also allowed flexibility to target desired job-seekers, within larger labour pool within their geographical location plus the greater chance pirate staff from other employers, for better informed and suitable employees.

Employers can also avail of different methods to recruit people in accordance with their defined needs. References: Bortnick and Ports (1992) Job Search Methods and Results: Tracking the Unemployed, 1991 ; Monthly Labor Review, Vol. 115 Bingham, et. al. (2002) Great Candidates Fast: On-Line Job Application and Electronic Processing — Washington State’s New Internet Application System ; Public Personnel Management, Vol. 31, 2002 Brian McDougall, (2001) The Rise of the E-Labour Market and its Implications for the Federal Public Service, {www document} URL http://www.

psagency-agencefp. gc. ca/research/labour-market/e-recruitment_e. asp#N56, Accessed November 22, 2007 Brotherton (2001) Click Here for a Job; Black Enterprise, Vol. 31, June 2001 Charles (2000)Finding a Job on the Web ; Black Enterprise, Vol. 30, March Mooney (2002) Pre-Employment Testing on the Internet: Put Candidates a Click Away and Hire at Modem Speed; Public Personnel Management, Vol. 31, 2002 Nelson (1996) State Labor Legislation Enacted in 1995 ; Monthly Labor Review, Vol. 119

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