Human Resource Management Assignment & Presentation
- 1. Page | 1 Report On OPPORTUNITIES AND CHALLENGES OF E-RECRUITMENT: STUDY FOCUS ON PRIVATE ORGANIZATIONS IN BANGLADESH Course Title: Human Resource Management (BUS 401) Submitted To: Ms. Tanjela Hossain Assistant Professor Department of Business Administration Central Women’s University Submitted By: Farjana Akhter ID: 2018-2-16-005 Department of Bachelor of Business Administration Spring-2021 Date of Submission May 04, 2021
- 2. Page | 2 TABLE OF CONTENTS Abstract Page |3 Introduction Page |3 Objectives of the Report Page |4 Broad Objective Page |4 Specific Objectives Page |4 Limitations of the Reports Page |5 Methodology of the report Page |5 Sources of Data Collection Page |5 Methods for collecting Primary Data Page |6 Data Collection Tool Page |6 Review of Literature Page |6 Scenario in Bangladesh Page |9 Findings and Analysis Page |9 Scope Page |9 Limitations Page |10 Conclusion Page |10 Recommendations Page |11 References Page |11 Appendix Page |12
- 3. Page | 3 ABSTRACT The aim of this research is to determine whether the introduction of e- recruitment has an impact on the process and underlying tasks, subtasks and activities of recruitment. Recruitment is a function of human resource management by which an organization can attract the potential candidates and select the most appropriate employees for the organization. Now-a-days the people are extensively adaptive to the technology and that’s why e-recruitment has become a popular practice followed by the organization for hiring employees. This is an exploratory research with the aim of identifying how e-recruitment and internet is influencing and make challenges the overall recruitment process of an organization in context of Private companies of Bangladesh. In this study, Private Organizations of Bangladesh have been taken as population according to their participation in e-recruitment activities. The emerging trend in technology and process or globalization suggests that the process will continue to expand, and consequently organizations should key in into the process to enhance the quality of their staff recruitment functions. The main objective of this study is to analyses the overall trends in e-recruitment use and practice and to list the opportunities and challenges faced by job seekers, employers and organizations. So it is recommended that the organization should continue to use e-recruitment and online sources for hiring candidates so that they can match with the global business world. INTRODUCTION The advancement of technology plays an important role in organizations functioning and overall development of Bangladesh. As our country is a developing nation and it has set its mission to be digitalized in every arena, the organization also has started to use technology in their activities. Before the technological advancement, organization used various sources to recruit employees. Those sources are newspaper advertisement, campus recruiting, different job agencies and so on. Those sources are also recognized as traditional recruitment sources. But now along with those sources many other sources have been added to this list because of the technological development. Various job related websites, recruitment via internet, E-mail, social media etc. are the sources which added with traditional recruitment which is known as e- recruitment. E-recruitment is a mode for selecting one of the companies’ human resources through technological mean.
- 4. Page | 4 According to technological acceptance model, the uses of online sources for job searching have been impressively increased. It is considered to be effective because it saves time, effort and moreover it can ensure that suitable person is hired for a particular position. So the main purpose of our study is to identify about how e-recruitment and internet is influencing the recruitment process of an organization. OBJECTIVES OF THE STUDY Broad Objective: This study was to know the details information of the recruitment process and analyze the overall attitude of private organizations and jobseekers towards the online system. Specific Objectives: Identify and analysis the efficiency and sustainability of the recruitment process. Analysis the organizations management involvement in the recruitment process. Identify the present condition of circulate job through internet. Supply suitable suggestion to boost E-Recruitment. Analysis the each and every parts which is related to recruitment process. Identify the problems which are associated with the recruitment process and give some recommendation about it.
- 5. Page | 5 Find out the performance expectancy of the internet for the searching job in Bangladesh. Investigate the expenses and trustworthiness of internet to the organizations and job-seekers. LIMITATIONS OF THE REPORT I had faced some limitations when I was writing the report. The limitation of the study is given below: The main limitation of this report is the failure to obtain detailed information from the organization due to their policies and confidentiality issues. Due to organization policy and confidentiality, it is restricted of using detailed information about the E-Recruitment process of the Private Organizations. Due to the lack of appointment of significant tasks. I was mostly assisting all the procedures and had limited access to everything. I did not have much opportunity to witness and observe all the procedures always therefore I had to rely on whatever information I could gather from the personal opinions of the current employees of the Private Organizations. Therefore, there is a significant chance of biasness in this report. That’s why I had to use limited information which I gathered from resourcing team’s people of some private organization. Lastly, mental effort is also a major limitation because during the Covid-19 pandemic period it was very difficult for me to concentrate on the preparation of this report. Also, I am working as a part-time Digital Marketer right now at reputed IT Company, so that made it more difficult for me to complete this report by the allotted time. METHODOLOGY OF THE REPORT Sources of Data Collection: Primary and secondary sources of data were gathered for the research. Primary source of data was collected through the use of questionnaires and survey interviews. The secondary sources of information were collected from past research work, books, journals, articles, internet search, etc.
- 6. Page | 6 Methods for collecting Primary Data: In collecting data for the study, questionnaire and direct interview methods were employed. The questionnaire was used to ensure that only relevant questions were asked and also to ensure that the questions were properly structured. Data Collection Tool: The questionnaire was the only tool used to collect data. Likert type (close ended) questionnaire was employed to generate data. The importance of the use of close ended questions was to avoid delays in responding to the questionnaire, thus enabling the respondents who had busy schedules to respond quickly. Another reason for using close ended questions was that coding of close ended questions did not take much time as compared to open ended questions/ and also for testing hypothesis. These sources of data and information are used to make this report effectively but it’s a purely qualitative research. Moreover, qualitative research is more appropriate than quantitative research because qualitative research is used to achieve an understanding of underlying reasons, opinions and motivations. As this report doesn’t contain any numerical or statistical data and as it’s based on observations, personal interviews and past articles. Moreover, I didn’t use any structured methods to prepare and analyze the research. REVIEW OF LITERATURE Recruitment is the process of actively seeking out, finding, screening, hiring and eventually onboarding job candidates for specific positions or jobs. Decenzo and Robbins had said- “Recruitment is the process of discovering plausible candidates for actual or anticipated organizational vacancies. Or from another perspective, it is a linking activity-bringing collectively these with jobs to fill and these searching for jobs” (Decenzo, 1998). With the rapid advancement of IT and internet, the way of executing the HR functions are no longer same as before. The traditional labor intensive methods of delivering HR functions are becoming more and more efficient, cost- effective (technology intensive) which has now become the key considerations of HRM (Ensher et al., 2002). Recruitment, one of the most important functions of HR, is becoming more and more exposed to internet and many firms are using electronic recruitment system instead of conventional paper based
- 7. Page | 7 employee recruitment (Galhena & Liyanage, 2014). The job seekers also are showing interest in seeking job related information and advertisement electronically rather than reading newspapers. It has been observed that, the potential candidates follow two ways of seeking jobs through electronic sources- (1) the company’s own website where the candidate finds job offer and (2) corporate job portals where the job advertisements are posted on behalf of the candidate’s desired searching company. Therefore, the job portals actually work as the agents of the companies who search potential candidates. In Bangladesh, several portals are nowadays operational where job openings are regularly posted and increasingly they are becoming popular to the potential job seekers. In general, it is the nature of the human being not to adapt with the new changes or initiatives. Since, e-recruitment is a relatively changed concept in the practicing HRM arena, all the job seekers has not yet greeted it with the ease. Few still remains that are constantly relying on conventional paper based recruitment methods. Therefore, from company’ standpoint, it is now a bare necessity to try for changing the attitudes of candidates and encouraging them to use more electronic methods in finding new jobs. Once their attitudes become favorable, they will probably feel encouraged to apply more through online, return to the same website for future applications and recommend more friends and relatives to use the same jobsites (Galhena & Liyanage, 2014). Thus, in this study it has been shown that the variable candidate’s attitude is formed through three dependent variables 1) Intention to apply, 2) Continuous access and 3) Recommendations to others. The purpose of e-recruitment is to divert the potential candidates to adapt online job portals and recommend the sites to their friends and relatives for future use. Despite of having some well-constructed and informative portals in Bangladesh, companies are still partly unsuccessful to attract the potential and desirable candidates to use such sites. The reasons may include lack of proper job information, lack of information about the firm and their policies and difficulty or ignorance about the use of the specific job sites. Therefore, it is very important to develop lucrative contents, rich and user friendly websites to attract the applicants in an effective manner. Our research hypotheses are also supported through studies conducted by Davis (1989). Davis developed a model called Technology Acceptance Model (TAM) to predict impact of technology on individual behavior that is now widely in use and validated by substantial research (Galhena & Liyanage, 2014). According to this model, individuals’ intention to use a technology related system is determined by two main factors:
- 8. Page | 8 perceived usefulness and ease of use. Since, our hypotheses resemble the models variables we have modified the variables used for this study to measure the candidates’ attitude. With this ideology, the proposed conceptual framework of this study has been derived and shown in the following Fig. 1. The framework includes Perceived Advantage as one of the sources of E- Recruitment, which refer to the degree to which an individual perceive that the use of technology based method would improve his/her chances of getting jobs. Job seekers in general, like to get detail information about expected salary, benefits, rewards and other practices & policies form the job posting to make rightful judgments about the potential employers (Fountain, 2005). With the help of e-recruitment, a company is able to provide additional job information to the candidates such as techniques of effective CV writing, facing interview challenges and other career development techniques to maximize the usefulness (Tong & Sivanand, 2005; Rosencrantz, 1999). Therefore, it can be enunciate that providing additional information is likely to increase the candidate’s intention to apply, subsequent access and recommendation to others. The framework also includes Perceived ease of use as the other sources of E-Recruitment which denotes the user’s perception of the effort that includes time and resources to use a system (Davis, 1989). A number of job seekers are now being interested in e-recruitment system compared to conventional methods like newspaper as it is readily available and more informative with job particulars. The probable chance of continuous use of e-recruitment, applying through online and recommend to others may increased if the procedure of e- recruitment is comparatively easier for the candidates to navigate, clear and informative and well-organized (Teo, 2001). Kashi & Zheng, (2013) research provided insights in support. The study concluded that sometimes, a job seeker only wants to post his/her CV to a particular jobsite and later, he/she wants to retrieve the CV with a click mainly to resend it to the employer without being resubmitting it.
- 9. Page | 9 SCENARIO IN BANGLADESH E-Recruitment is almost new method for Bangladesh. The 78% of respondents think that E-Recruitment method can be most popular recruiting method. The emphasis in Internet recruitment lies on attracting candidates in order to assure candidates to apply for accept job offers of an organization. Therefore, universities are prepared to make the software solutions that give them help in data processing and will give results that are convenient for the Private Organizations. Same thing indicated by Holm (2010), E-Recruitment can lead to a more effective recruitment procedure, because recruiters are able to perform their recruitment tasks more efficiently and have a noticeable effect on the overall recruitment process. FINDINGS AND ANALYSIS After doing primary and secondary data analysis of private organizations of Bangladesh, these following scopes and limitations of E-recruitment and its effectiveness has been assessed: Scope a. Lower cost to the organization. Also, posting jobs online is cheaper than advertising in the newspapers. b. No intermediaries. c. Reduction in the time for recruitment (over 65% of the hiring time). d. Facilitates the recruitment of right type of people with the required skills. e. Improved efficiency of recruitment process. f. Gives a 24 X 7 access to an online collection of resumes. g. Online recruitment helps the organizations to weed out the unqualified candidates in an automated way. h. Recruitment websites also provide valuable data and information regarding the compensation offered by the competitors etc. which helps the HR managers to take various HR decisions like promotions, salary trends in industry etc.
- 10. Page | 10 Limitations Apart from the various scopes and benefits, e-recruitment has its own share of shortcomings and limitations. Some of them are: a. Screening and checking the skill mapping and authenticity of millions of resumes is a problem and time consuming exercise for private organizations. b. There is low Internet penetration, no access and lack of awareness of internet in many locations across Bangladesh. c. Organizations cannot depend solely on the online recruitment methods. d. In Bangladesh, the employers and the employees still prefer a face-to-face interaction rather than sending e-mails. CONCLUSION E-recruiting system is newly invented and sharply growing but traditional ways of recruiting, through newspapers or employee referral, have not become obsolete. There is no doubt that the number of Internet users in Bangladesh is increasing still its penetration is low, in most of the cases they use Internet for limited purposes. Therefore, studying internet recruitment is very significant in order to maximize its financial and non-financial benefits for both employers and job-seekers. In this study, it was found that the use of the Internet for job seeking is influenced positively. Intentions to use the Internet for job-seeking are influenced by WWW usage habits and performance expectancy of the internet services. The expenses and trustworthiness of the E-Recruitment was in a satisfactory level. The Internet has had a good impact on the way companies recruiting employees. The findings of the reveals that the response rate from the employers is comparatively low, the jobseekers sometimes become disappointed. So, searching job through Internet is becoming very popular but prevailing drawbacks should be eradicated by the interested stakeholders. Also it could be concluded by the result of the analysis and interpretations that, although e- recruitment system is reducing the usage of traditional recruitment system but still the traditional recruitment is using to some extent in our context.
- 11. Page | 11 RECOMMENDATIONS In private organizations has been using e-recruitment but they also use the traditional process side by side. So it is highly recommended that, the managers of these companies should continue to use both traditional & modern methods at a time as long as the society becomes fully digitalized. Moreover, through the data collection process, it was also identified that, there are some loopholes present in the e-recruitment system, so these loopholes could be covered by using traditional methods. As an initial step of improvement, the management also should train the recruiters adequately for building an effective system for online recruitment system in these organizations. This study will further help the human resource managers to identify the relevant factors which may be taken into consideration in the process of overall recruitment. REFERENCES 1. Masese Omete Fred, Dr.Uttam M. Kinange, “Effectiveness of E-Recruitment in Organization Development”, Management and Economic Journal, 2018, Volume 2(4), pp. 294-301 2. Journal Piana Monsur Mindia, IJSRM Academic Publisher 10.18535 /ijsrm/v6i1.em01 Effects of E-recruitment and internet on recruitment process: An Empirical study on Multinational companies of Bangladesh Piana Monsur Mindia, Md. Kazimul Hoque, School of Business and Economics United International University Bangladesh School of Business and Economics United International University Bangladesh 2018 06 01 International Journal of Research and Management (IJSRM), Volume 06, Issue 01, 2018, ISSN (e): 2321-3418 3. Karim et al: E-Recruitment in Practice: A Study on Jobseekers’ Perception in Bangladesh (33-42) Page 36 Copyright © CC-BY-NC 2014, Asian Business Consortium | GDEB. 4. E-Recruitment: Trends & Effectiveness. Islam M. M., (2016), Management Development, 30 (1&2) 5. International Research Journal of Engineering and Technology (IRJET) e- ISSN: 2395-0056 Volume: 07 Issue: 04 | Apr 2020 www.irjet.net p-ISSN: 2395-0072 6. Global Journal of Management and Business Research: A Administration and Management Volume 16 Issue 8 Version 1.0 Year 2016 7. https://dspace.bracu.ac.bd/xmlui/bitstream/handle/10361/12151/1510 4200_BBA.pdf?sequence=1
- 12. Page | 12 8. https://core.ac.uk/download/pdf/234627826.pdf 9. http://bim.portal.gov.bd/sites/default/files/files/bim.portal.gov.bd/page /09f3e9a8_0cca_4a71_adb5_ee7082521b3a/Vol%2030%20No%201%26 2%2C%20January-June%202016_Article_06.pdf 10.https://www.slideshare.net/RajniKesharwani/project-report-on-e- recruitment 11.https://www.researchgate.net/publication/295854048_The_Impact_of_E- recruitment_on_Candidates'_Attitudes_A_Study_on_Graduate_Job_Seekers_ of_Bangladesh APPENDIX Research Questions The research questions will serve as guides which are given below: I. Is the recruitment process of Private Organizations flawless or not? II. What are the steps of recruitment process followed by Private Organizations? III. What are the differences among Private & Public Organizations in Bangladesh in the field of recruitment process? IV. Is E-Recruitment method satisfactory for Private Organizations? V. What are the good things which are related with the recruitment process of Private Organizations? VI. Is there a significant positive relation between effectiveness of e- recruitment and advertisement placement? VII. What are the challenges which are related with the recruitment process of Private Organizations? VIII. Does the Private Organizations dearly define the position objectives, requirements and candidate specifications in the E-Recruitment process? IX. What are the ways to improve the challenges associated with the recruitment process of Private Organizations? X. Is candidates’ perceived advantage positively associated with intention to apply through online?