Recruitment in the human resource management

Recruitment forms a core part of the central activities underlying human resource management: namely, the aquisition, development and reward of workers. It frequently forms an important part of the work of human resource managers – or designated specialists within work organizations. However, and importantly, recruitment and selection decisions are often for good reason taken by non-specialists, by the line managers. There is, therefore, an important sense in which it is the responsibility of all managers, and where human resource departments exist, it may be that HR managers play more of a supporting advisory role to those people who will supervise or in other ways work with the new employee.

Now a day the traditional method of recruitment has been revolutionized by the influence of the Internet. Hence In the last decade, the use of Internet has dramatically changed the face of HR recruitment and the ways organizations think about the Recruiting methods. In the next coming years, online recruitment and hiring new candidate is continued their explosion and Growth. Presently, e- recruitment has been adopted in many organizations like large organizations as well as in small Size companies, Even Most organizations are already using e-recruitment to post jobs and accept Resumes on the Internet, and correspond with the applicants by e-mail. It brings the benefits to the organizations.

A new technology has been in place, it’s what we call The RSS, it is seen as a new technology that allows other sites to publish some of its content creates an RSS document and registers the document with an RSS publisher. A user that can read RSS-distributed content can use the content on a different site. Syndicated content can include data such as news feeds, events listings, news stories, headlines, project updates, excerpts from discussion forums or even corporate information

What this usually means is the use of a company’s own website, a third-party job site or job board, a CV database-search engine marketing or social media platforms to fill vacancies.

Many big organizations use Internet as a source of recruitment. E- Recruitment is the use of technology to assist the recruitment process. They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae i.e. CV through e mail using the Internet. Alternatively job seekers place their CV‟s in worldwide web, which can be drawn by prospective employees depending upon their requirements.

Traditional methods should not be replaced by the e-recruitment, it should supplement. The loopholes of e-recruitment can be covered by the traditional methods and recruitment process will be faster, global due to e-recruitment. One method should not replace the other. When two vacancies are there and two candidates are available the companies do not have much choice, thus they prefer to widen their search and attracts numerous applications. But when for two vacancies a company receive 2000 application, the in depth screening process is not possible.

While other methods like campus interview, internal search has a personal touch. But receiving application in hand, communicating with candidates becomes time consuming without internet. Job Portals are the most popular and widely used tool by companies and recruitment teams to facilitate the smooth flow of recruitment process in the competitive world. Job Portals provide a platform for the employers to meet the prospective employees.

Hence this system will help for betterment of traditional recruitment with less time and cost .This will act as platform for both job seeker to search the job and corporate sector to hire appropriate candidates

After being hired, the next step to do is the training plan in order to get an efficient insertion, we will talk in this paragraph about the training and its important role.

A large number of organizations are setting up their own training facilities. They are also inviting outside faculty to conduct in-company courses for executives at all levels. This trend will continue because new orientation in managerial and technical areas is necessary for effectively responding to the changing environment of business. Training is expensive if it does not serve the purpose for which it is given. The training should be able to improve the capabilities of individuals and, collectively that of the organization. If the program of training does not contribute to the building of organizational capabilities, and, reflect, over a period of time, in improved performance, the loss to the organization is far greater than the money spent on training. Hence training has to serve identified purposes for the organization based on a systematic analysis of its own capabilities and the demands upon it that the future scenario may make. The organization has to identify what skills, attitudes, behavior, knowledge, conceptual and operating capabilities are needed and which of these can be developed through training and which of these require re- orientation in policy and management practices

Three categories of variables impact the training decision.

First, the strategic and competitive variables, the company decides to provide training to its employees in order to adapt them to its strategies and to improve its employee’s skills, or during

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