文獻信息：文獻標題：E-Recruitment:ANewDimensionofHumanResourceManagementinIndia（電子招聘：印度人力資源管理的新維度）國外作者：SnehaSingh文獻出處：《InternationalJournalofAdvanceResearchinComputerScienceandManagementStudies》,2017,5(3):99-105字數統計：英文2756單詞，14388字符；中文4706漢字外文文獻：E-Recruitment:ANewDimensionofHumanResourceManagementinIndiaAbstractIntherapidlychangingglobalworldeconomy,theonlyessentialvalueforanenterpriseistheexperience,skills,innovativenessandinsightsofitsmanpowerresourcestheyarethekeycomponentsandareconsideredastheassetsoftheorganization.Inthishighlycompetitivemarketorganizationsneedtohavethatcorestrengthofeffectiveworkforce.Everyorganizationputintheirbesttoattract,hireandretainthetalentedmanpowerresources,whichisthebiggestchallengeofcurrentsystem.ThispaperidentifiesInternetrecruitmentmethodsfromrelevantliterature,anddescribeshowtheirbenefitsofonlinerecruitmentcaninfluencethetimeandcostcontainment.Today,oneofthemostcrucialsourcesofcompetitiveadvantageisbasedonhumanresourceeffortsthroughattractingandretainingtalentedindividuals.Likeallotherdisciplineshumanresourcemanagementhasalsogrowntoheightsandworkingincrediblyforthebettermentoftheorganizationsandpeopleingeneral.RecruitmentthroughinternethashelpedintakingHRMtoE-HRMattractingpotentialcandidatestoanorganizationfromtherecruitmentprocess,whichisreferredtoasE-Recruitment.Thepracticeofissuingavacantpositionandapplyingforajobviaawebsitehasincreasedsteadily.ThepurposeofthispaperistobroadentheresearchontheonlineRecruitmentpracticesfortheentiredevelopmentoftheorganizationwithfocusonE-RecruitmentpracticesandtrendsinIndia.Keywords:E-HRM,E-Recruitment,Internet,Trends,Retain.I.INTRODUCTIONE-recruitment,popularlyknownasonlinerecruitment,isthepracticeofusingtechnologyandspecificallyWeb-basedresourcesforprocessinvolvedwithfinding,attracting,assessing,interviewingandprocuringnewpersonnel.Theaimofe-recruitmentistomaketheprocessesinvolvedmoreefficientandeffective,aswellaslessexpensive.Onlinerecruitmentcanreachalargersetofpotentialemployeesandfacilitatetheselectionprocess.E-recruitmenthasbeenanissueofinterestoverthepasttenyears.Internetisconsideredasthelatestmodeofhiring.Itisakindofrevolutionintheworldofrecruitment.Thetermonlinerecruitment,e-recruitmentorinternetrecruiting,implytheformalsourcingofjobinformationonline.WecanfindtheinitialtracesofE-Recruitmentappearedinarticlesofthemid-1980s.E-recruitmentcanbebroadlydividedintotwotypes:corporatewebsiteforrecruitmentandcommercialjobsboardsforpostingjobadvertisements.Nowadays,employeestakehelpofprivateorpublicagencies,togettheirdreamjobandatthesametimeitreducesthetimeandcostoftheorganizationsalso.ButwemustacceptthefactthatadvancementoftechnologiesmademucheasierfortheglobalHRmanagersnotonlytobelieveonagenciesbutalsotheybelieveonInternet.E-Recruitmentisusinginformationtechnologyforhiringtheemployees,toreachthemassesandtosavetime.E-RecruitmentfallsunderE-HRM.It’scompletelyontheemployersthathowtotakethewholeconceptofE-Recruitmentfurther.Inthe50’stothe80’sthemostwidelyusedmediaforrecruitmentwasthenewspapers.Indeed,morethan75%ofcandidatesweresourcedvianewspapersadvertisements.Therecruitmentconsultantsintheback80’susetoworkwithlimitedresourcesavailabletogetthebesttalents;thelocalnewspapers,thenationalnewspapersandthespecialistjobsupplementsusetobetheonlylinksbetweenemployersandemployees.Theinterviewswerefacetofacemeetings,ataplacemutuallyagreedupon.Intheearly90’s,theWorldWideWebwasintroducedwithoutconsideringitwillsignificantlychangetherecruitmentmarket.Itwasinthemid90’stheveryfirstonlinejobsiteswerelaunched.Recruitmentbecamethene-recruitment.Recruitershadtochangetheiroldhabitsandstarthiringonline.Theystartedadvertisingjobsonlinealongwithadvertisingtheiroffersinaprintmagazineornewspapers.Thefirstcontactwiththecandidatewasusuallyanemailfollowedbyatelephonicconversation.Untilthelate1990’s,thebestwaytorecruitpeoplewastopostanannouncementinthenewspapers.Almostallthenewspapershadajobsection,or“jobboard”.Atthetime,companieshadtopayforthespaceoftheirannouncements!Sotheywerekeepingitsimpleandstraight.AndtherewasnoGooglesearchenginetohelpyouknowmoreaboutthepositionorthecompany.Backin1990’s,onlinerecruitmentwasbasicallytheexactsamecontentthatinthenewspapers,exceptthattheywereaccessibleonline.Inthe2000stherecruitmentprocesswitnessedarapidchange,leadingtogrowthwitheverypassingday,giventhatonly6%ofjobseekersusedtheInternetintheirjobhuntin2002leadingto46%in2003.Jobboardsusedtobetherecruiterspreferredtool.Recruitersusetoposttheirrequirementintheformofadsandbuyresumesdatabaseaccesstoreachthebestcandidateasperthejobrequirement.Theybecamefarmoretechsavvy,asprintdeclined.Todaymorethan97%ofjobseekerssearchtheircareeropportunitiesovertheInternet.TheInternetoffersmanywaysforarecruitertofindthepotentialcandidate;theycanadvertisejobsonlinethroughjobsitesortheircareerwebsites.Howevertherecruitersin2017arehyperconnected.AJobboardisnotalimittorecruitatalent.Recruitersaresociallyactiveeverywhereandareconnectedbyallpossiblemodes.TheyuseprofessionalsocialmedialikeLinkedInandpopularsocialnetworkssuchasTwitterorevenFacebooktofindthebesttalent.Wecallthatthesocialnetworkrecruitment.Jobseekersfinditreallyconvenienttofinddifferentjobs,gothroughtheentirejobprofile,andgetanideaaboutthecompensationandbenefitstheemployerisofferingandeveryrelevantdetail,withoutevenvisitingtheorganizationinphysical.II.OBJECTIVESANDSCOPEA.Objectivesofthestudy1.ToexplaintheimportanceofE-recruitment.2.TolistmajorchallengesfacedbyorganizationswhiledoingE-Recruitment.3.TofocusthemethodsandtrendsinE-recruitment..B.ScopeoftheStudyOnlinerecruitmentisnomoreanexclusivedomainofthetechnologicallysavvy,thecuriousandtheultra-sophisticatedsectionofthesociety.Today,withthismediumtried,testedandproventobetrueandmoreimportantlyabsolutelynecessary,professionalrecruitersandemployersequallydependsandtrustjobportalsasaprimarysourceofprofessionaltalentbothonawholeandinsomecasestocomplementtraditionalhiringmethods.Onlinerecruitmenthasanedgeintermsoflongitivityalsoasitslifeislongerthanpaperbasedadvertisementscomparatively.Also,thoseadsonlinehavethescopeofalterationanytime.Companiescanpostcompletedetaileddescriptionofthejobs&cananswertofrequentlyaskedquestionscalledasFAQs.Thisaddedinformationattractsmorecandidatesandsavestimeofemployers.Irrespectiveoftimecandidatescancheckjobsaspertheirconvenienceroundtheclockwhichgivesthemhandinesstosearchandapplyforabettercareeropportunity.AspertheabovementionedfactsanddiscussionswecanclearlyseethecommendablegrowthofrecruitmentindustryandgettingbenefittedbytheimplementationofE-Recruitment.Wecansayonthebasisofabovediscussionthaterecruitmenthasdefinitelyreducedtheburdenofhumanresourcedepartmenttoagreatextentandalsoprovidedwithamuchmoreenhancedandefficientworkingmethods.E-Recruitmentisundoubtedlytimesavvy,simpler,transparentandworldwideaccessible.III.RECRUITMENTOrganizationmakeplanningonthebasisofwhichrequirednumberofhumanresourcearedetermined,thenthenextstepwillbetheprocurementrole,itistoallocatethesourcesfromwheretherequiredmanpowercanbeavailable&toattractthemtowardstheorganization.Thisisknownas‘recruitment’.Organizationhastorecruitpeoplewithmandatoryskills,qualificationsandexperience.A.E-RecruitmentapartofE-HRMInternetemergedasthepotentialrecruitingmechanismintheendof1990’s,andintheearlystagesofinternetrecruitmentitprovidesmanybenefitstotherecruiters.Itwasdeclaredthatinternetisthebackboneofrecruitingfield,anditbringsahugedevelopmentinthefieldofrecruitmentandmakestheworldaglobalplacetoworkin.Thelatesttrendinrecruitmentisthe‘E-Recruitment’or‘OnlineRecruitment’.EveryorganizationbigorsmallisusingE-Recruitmentinpartialorfulltoreachthemaximumnumberofpotentialcandidates.B.HRISandE-Recruitment:ALinkageHumanResourceInformationSystem(HRIS)isoneofthemostimportantManagementInformationSystems.Ithelpsmajorlyinadministrativeactivitiesrelatedtohumanresourcesofanorganization.HRISprovidesessentialinformationonhowmanypeopleworkfor(andwith)afirm,wheretheyareandwhatdotheydosothatonecanmanagethem.Noe(2007)toldthatHRISisusedasacomputersystemthatacquires,stores,manipulates,analyses,retrieves,andgiveawaytheinformationrelatedtohumanresources.Ithasbecomeanimportanttoolasitcollects,managesandreportsinformationthathelpsinmakingdecisions.HRIShelporganizationsinorganizingmostoftheHRplanningfunctionsincludingrecruitingemployeesinanorganization.RecruitmentandselectionareconsideredasthecoreHRactivitiesthatneedtobewellplannedandconductedinanefficientandeffectivemannerinorganizationsinordertoattainsuccess(Darrag,2010).Darrag(2010),identifiedrecruitmentasabridgebetweenthejobseekingcandidatesandvacantpositionsinanorganization.Theuseofjobcenters,employmentagenciesandemployeedatabasesisdonebytheorganizationstofillthegap.El-Kot&Leat(2008),mentionedawiderangeofselectionpracticeswhichcanbeusedforrecruitmentlikeapplicationforms,psychometrictesting,assessmentcenters,jobspecificaptitudeorknowledgetests,group-basedactivitiesetc.ManyresearchershavedonestudiesonrecruitmentmethodsbutmuchhasnotbeensaidandtalkedaboutnewtechnologiesoradvancementsspeciallyHRIS,thatcancontributealotinrecruitmentprocess,HRIScanenhanceandstrengthentherecruitmentprocessofanorganization.Selden(2000)focusedonassessingtheeffectivenessofhumanresourceinformationsystembypresentingaframeworkandmethodology.Itcanbetermedasanimportanttoolfortheorganizationstooffergoodresultsinrecruitmentofemployees.IV.REVIEWOFLITERATUREE-Recruitmentformallyrefertosourcingofjobsonline(Ganalaki,2002).E-RecruitmentpopularlyknownasonlinerecruitmentwiththehelpofwhichthejobseekerscansendtheirCV’sdirectlytotheemployerthroughelectronicmeansandontheotherendtheemployerwillreceivetheCVofthejobseekersandcanfilterfromtheotherrespectivecandidate’sCV’s(Finn,2000).Byintroducingthesoftwarelike“activerecruiting”itisnowbecomingmucheasierfortheemployertotracethedeservingcandidateforaparticularprofile,itisnowmucheasier.Ithasbeenamatterofargumentthatonlinerecruitmentcannotreplacethetraditionalwayofrecruitingbutawellimplementedonlinerecruitmentcanhelptheorganizationtomakeitmuchmoreeasier(caggiano,1999&borck,2000).HadaandGairola(2015)intheirresearchclearlyreportedthatToday’sworldistechnologybasedworldandwecanfeelitspresenceineachsphereofourlives.Conceptofinternethaschangedourlivestremendouslyandithasalsochangedpeople’sapproachtowardstheirwork.Nowtheentireworldisjustaclickawayfromusandwecanconnectwithindividualsinanypartoftheworld.OswallandNarayanappa(2014),thisresearchstatesthatbyonlinejobopening,candidatehaveabetterchancetogothroughcompanyprofileandunderstandtheorganizationsvisionandgoalsandanalyseswiththeirareasofinterest.Onlinerecruitmentwidensthescopeandareaoftalentresearchforhumanresourcedepartment.Evenwithorganizationintranet,managerscouldgothroughexistingemployee’srecordsforinternalrecruitmentprocess.Evenemployeescangofindoutanyjobopenings.Dhamija(2012)inherpapershesaidthatitismoreimportanttogetthebestandmostappropriatecandidateinone’shumancapitalratherthanselectingthebestamongthosewhohadappliedforthejob.Fromthiswecanunderstandthatwemustnotcompletelyrelyone-recruitmentanditcannotbeconsideredastheonlysourceofrecruitment,infactitshouldblendwithtraditionalmethodofrecruitmentwhenandwhereverrequiredinordertogetthebesttalent.Kapse(2012)thisarticleaboutErecruitmentstatedthatonlinerecruitmenthaslotofadvantagestocompanieslikelowcost,lesstime,quick,widerreach,bettermatchandwiththistheyhavepointedoutsomeofthedisadvantagesofonlinerecruitmentlikescrutinizingapplications,lackofawarenessregardinginternetinIndiainsomeplacesandtheysaidthatemployerswanttohavefacetofaceinteractionwithcandidates.Caggiano(1999)&Borck(2000)ithasbeenarguedbythemthatinternet-basedrecruitingwillnotreplacetraditionalpracticesinrecruitingbutawell-implementede-recruitmentstrategycanhelptherecruitmentprocessbecomemoresuccessful.AccordingtothestudybyNASSCOM–Jobisamongthetopreasonswhynewusersaccesscometheinternet,besidescheckinge-mails.Therearemorethan18millionresumesfloatingonlineacrosstheworldasperthereport.V.METHODSUSEDINTHEPROCESSOFE-RECRUITMENTTherearebroadlytwomethodsofexecutingE-Recruitment:1.Thecorporatewebsite:Thecorporatewebsiteoftheorganizationisgenerallyusedforpostingajobthroughalinkforcareeroptionswherethepotentialcandidatescanlookforthecurrentopenings,eligibilitycriteriaandotherrelevantdetails.Oncompany’swebsite,humanresourcedepartmenthasachoiceofpostingthevacanciesfreelyandindicatethecareerpathexpectedafterjoiningtheorganization.Thecorporatewebsiteattractsonlytheinterestedcandidatestowardsitself.Forattractingothercandidates,otherchannelscanbeused.2.Commercialjobportalsorjobboards:TheCompanycanusecommercialjobportalsforpostingthejobadvertisementsandsearchfortalentedcandidates.Forcandidateslookingoutforjobitiseasiertogothroughnumberofopeningatoneplatformthatiscommercialjobportals,whereasitistimeconsumingtovisitindividualwebsitesoforganizationsandmostofthetimescandidatedidnotgettoknowabouttheopeningsifnotvisitedregularly.Jobportalsemergedasasolutiontothisproblem.A.AdvantagesofE-Recruitment?Fastandeasyaccesstoinformation.?Lowcost,comparedtoprintadvertising.?Minimummanualintervention.?Widerrangeandscopeofjobopportunities.?Flexibilityofaccessingtheinternetasanattractivesource.?Fororganizations,itprovidesanopportunityforjobstobeadvertisedinglobalmarket.?Platformforattractinghighqualitypeoplewhoarenotactivelysearchingforjob,alsoknownaspassivejobseekers.?Itprovidesverifiedandtechnicallygoodcandidates.B.DisadvantagesofE-Recruitment?Organizationscan’tsolelyrelyonE-recruitment.?Alargeapplicantpoolcanhaveanegativeimpactofincreasingcostsinadministeringrecruitmentsystems.?InIndia,employersstillpreferafacetofaceinteractionratherthansendingE-mails.?Peoplewhoarefromlesseducatedgroupsorgeographicallydispersedmaynotusethismediumtoseejobsvacant.?Screeningandcheckingskillmapping&validationofmillionsofresumesisaproblemattimes&istimeconsuming.VI.CONCLUSIONTherealstrengthandpowerofonlinerecruitment,whendoneproperly,lieinutilizinginternettechnologytonotjustattractcandidatesbuttodealwiththemtoo.Inthissenseitisalsoaboutrationalizingtherecruitmentprocess-sobusyHRdepartmentscangiveabetterrecruitmentservicetotheircolleaguesinfinance,marketing,salesandmanufacturing.E-Recruitmentispresentaswellasabrightfutureofrecruitmentindustrythatwillkeepgrowingyearafteryear.WithlotsofpositivetraitsithassomelimitationslikeprobleminruralIndia,problemwithlesseducatedpopulation,strongbeliefandtrusttowardsfacetofaceinterviewtonameafew,butifwelookatthebrightsideofthestorytheseproblemsareverylittleandwillsurelybegonebythepowerofeducation.AsperareportinBUSINESSINSIDERDatedFeb.142017,OnlinerecruitmentactivitiesforJanuary2017continuedtoexceedthecorrespondingperiodayear-agoatthesamerateasinDecember2016;upby11percent,accordingtotheMonsterEmploymentIndex.中文譯文：電子招聘：印度人力資源管理的新維度摘要在瞬息萬變的全球化經濟中，企業唯一的本質價值是其人力資源的經驗、技能、創新能力和洞察力，它們是組織的關鍵組成部分，被視為組織的資產。在這個競爭激烈的市場中，組織需要擁有有效勞動力的核心力量。每個組織都在盡最大努力吸引、招聘和留住人才資源，這是當前系統面臨的最大挑戰。本文從相關文獻中確定了電子招聘的方法，并介紹了電子招聘的好處，如何影響招聘時間和成本控制。今天，競爭優勢最重要的來源之一是通過吸引和留住有才能的人員來實現人力資源整合。像所有其他學科一樣，人力資源管理也發展到到了很高的水平，致力于改善組織和人們的整體效益。通過互聯網進行招聘，有助于將人力資源管理納入電子化人力資源管理，從招聘過程中吸引潛在的求職者到組織中來，這被稱為電子招聘。通過網站發布空缺職位和申請工作的做法穩步增加。本文的目的是拓寬電子招聘實踐的研究，促進組織的全面發展，重點關了注印度的電子招聘實踐和趨勢。關鍵詞：電子化人力資源管理，電子招聘，互聯網，趨勢，保留。一、簡介電子招聘，通常被稱為網絡招聘，是利用技術，特別是根據網絡資源，來尋找、吸引、評估、面試和招聘新員工的一種做法。電子招聘的目的是提高招聘過程的效率和效果，同時降低成本。電子招聘可以接觸到更多的潛在員工，并為甄選過程提供便利。在過去十年中，電子招聘一直是一個令人感興趣的問題。互聯網被認為是最新的招聘模式。這是招聘界的一場革命。術語“在線招聘”，“電子招聘”或“網絡招聘”意味著可以在網上發布招聘信息。我們可以在20世紀80年代中期的文章中發現最初的電子招聘痕跡。電子招聘大致可以分為兩類：企業招聘網站和發布招聘廣告的商業招聘網站。現在，員工在私人或公共機構的幫助下，得到他們夢寐以求的工作，同時也減少了組織的時間和成本。但我們必須接受這樣一個事實，即技術的進步使全球人力資源管理者不僅更容易相信機構，而且更容易相信互聯網。電子招聘是利用信息技術來招聘員工、接觸大眾、節省時間。電子招聘屬于電子化人力資源管理的范疇。如何充分利用電子招聘的概念，完全取決于雇主。在50年代到80年代，最廣泛使用的招聘媒體是報紙。事實上，超過75%的求職者是通過報紙廣告獲得的。在80年代后期，招聘顧問利用有限的資源獲得最佳人才；本地報紙、全國性報紙和專業招聘副刊是雇主和雇員之間唯一的聯系渠道。面試是在雙方商定的地點進行面對面的會議。90年代初，互聯網在沒有考慮到它將顯著改變招聘市場的情況下推出。正是在90年代中期，第一批在線招聘網站推出。招聘變成了電子招聘。招聘人員不得不改變他們的舊習慣，開始在網上招聘。他們開始在網上發布招聘廣告，同時在印刷雜志或報紙上刊登招聘廣告。與求職者的第一次接觸通常是一封電子郵件，然后是電話交談。直到20世紀90年代末期，招聘員工的最佳方式還是在報紙上發布公告。幾乎所有的報紙都有一個招聘版面，或者叫“求職版面”。當時，公司不得不為他們的公告版面付費！所以他們簡潔而直接，并沒有谷歌搜索引擎來幫助你更多地了解這個職位或公司。早在20世紀90年代，網絡招聘基本上與報紙上的內容完全相同，只不過它們可以在網上訪問。在本世紀頭十年，招聘過程發生了迅速的變化，導致每天都在增長，因為在2002年，只有6%的求職者在求職時使用互聯網，而在2003年，這一比例達到了46%。招聘網站曾經是招聘人員的首選工具。招聘人員通常以廣告的形式發布招聘要求，并根據工作要求購買簡歷數據庫訪問權限，以獲得最佳求職者。隨著印刷品數量的減少，他們的技術水平也大大提高了。今天，超過97％的求職者通過互聯網搜尋他們的職業機會。互聯網為招聘人員找到潛在求職者提供了多種途徑；他們可以通過求職網站或職業網站在線發布招聘廣告。然而，在2017年，招聘人員是超連接的。招聘網站并不是招聘人才的限制。招聘人員在社會上到處都是活躍的，并通過各種可能的方式進行聯系。他們使用專業的社交媒體如LinkedIn和熱門的社交網絡如Twitter甚至Facebook來尋找最佳人才。我們稱之為社交網絡招聘。求職者發現找到不同的工作，瀏覽整個工作概況，了解雇主提供的報酬和福利以及每一個相關的細節，都非常方便，甚至不用去親自拜訪組織。二、研究目的和范圍A.研究的目的1.說明電子招聘的重要性。2.列出各組織在進行電子招聘時面臨的主要挑戰。3.關注電子招聘的方法和趨勢。B.研究的范圍網絡招聘不再是社會中技術精英、充滿好奇和極端復雜群體的專屬領域。今天，隨著這一媒介的試用、測試和證明是真實的，更重要的是絕對必要的，專業招聘人員和雇主同樣依賴和信任招聘網站，將其作為專業人才的主要來源，在整體上和在某些情況下，是對傳統招聘方法的補充。網絡招聘在長期性方面具有優勢，因為相對于紙質廣告，網絡招聘的壽命更長。而且，這些網絡廣告隨時都有修改的余地。公司可以發布對工作的完整詳細描述，或者可以回答被稱為FAQs的常見問題。這些增加的信息吸引了更多的求職者，并節省了雇主的時間。無論什么時候，求職者都可以根據自己的方便，全天候地去找工作，這讓他們很容易去尋找和申請一個更好的職業機會。根據上述事實和討論，我們可以清楚地看到招聘行業的可喜成長，并通過實施電子招聘獲益。在上述討論的基礎上，我們可以說電子招聘顯著減輕了人力資源部門的負擔，同時也為人力資源部門提供了更好、更高效的工作方法。電子招聘無疑是節省時間、簡單透明和全球通用的。三、招聘組織根據規劃來確定所需人力資源的數量，下一步將是招聘員工，即分配所需人力的來源，吸引他們來到組織。這就是所謂的“招聘”。組織必須招聘具有強制性技能、資格和經驗的人員。A.電子招聘是電子化人力資源管理的一部分互聯網在90年代末成為潛在的招聘機制，在電子招聘的早期階段，它給招聘人員帶來了許多好處。據稱，互聯網是招聘領域的分水嶺，它給招聘領域帶來了巨大的發展，并使世界成為一個全球性的工作場所。招聘的最新趨勢是“電子招聘”或“網絡招聘”。每個組織，無論大小，都在使用部分或全部的電子招聘，以實現求職者的最大數量。B.人力資源信息系統：一種聯系人力資源信息系統（HRIS）是最重要的管理信息系統之一。它主要有助于與組織人力資源相關的行政活動。人力資源信息系統提供了許多人為(和)一家公司工作的重要信息，他們在哪里，他們做什么，以便人們可以管理他們。Noe(2007)指出，人力資源信息系統被當作一種計算機系統，用于獲取、存儲、操作、分析、檢索和提供與人力資源有關的信息。由于它可以收集、管理和報告有助于決策的信息，它已經成為一個重要的工具。人力資源信息系統幫助組織規劃大部分人力資源職能，包括在組織中