This study examined E recruitment Process and Organizational Performance. The dimensions examined in E recruitment process include E application tracking, E interview, E Selection and E On boarding. Organizational performance was measured in terms of Employee performance, Operational performance, Economic performance and profitability. The aim and objectives of the paper was to determine the influence of E recruitment process and organizational performance by evaluating the influence of E tracking on employee performance, the influence of E interview on operational performance, the influence of E selection on economic performance, the influence of E on boarding on profitability. The study provided an empirical analysis on E recruitment process and Organizational performance. To this end, the paper revealed that E recruitment process is advantageous to organizations and contribute significantly towards the growth of an Organization as the study observed that candidate s recruited using E recruitment are competent and reliable which enhance organizational performance. Therefore the paper recommended that there should be adequate Information Technology in an Organization in other to utilize E recruitment process and the benefit attached to it. There should be adequately trained personnel that can conduct proper E recruitment. E recruitment process should be used to select productive employee s that would enhance organizational performance. Ngozi Dyke-Ebirika "E-Recruitment Process and Organizational Performance: A Literature Review" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd45086.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/45086/erecruitment-process-and-organizational-performance-a-literature-review/ngozi-dykeebirika
This document summarizes a study on the recruitment and selection process of Sai Global Yarntex (India) Private Limited. It provides background on the importance of recruitment and selection for organizations. The objectives of the study were to analyze Sai Global Yarntex's recruitment and selection process and examine employee satisfaction. Primary data was collected through questionnaires with employees. Key findings include that most employees felt the process was good or satisfactory, and they were satisfied with recruitment procedures and selection. The recruitment process was found to be ethical and transparent. Suggestions for improvement included expanding recruitment methods and ensuring selection committees are qualified.
The digital transformation significantly changes
the traditional way of how organizations manage their
human resources. Besides the automation of HRM
processes, information technologies also have increasing
impact on the talent management process, such as
employee attraction, selection and hiring, workforce
planning, engagement and performance management,
training and development, health and safety, and retention
management, all prompting a focus on redesigning the
organization around teams, implementing analytics and
organizational network analysis and driving a global focus
on diversity, culture, learning, and careers. The aim of this
study is to get insights in the consequences of a digital
HRM solution for an organization and its business
performance. A structured questionnaire was used for the
study. Data was collected from 75 respondents. The
findings of the study conclude that on the 15 statements
which were identified the responses to majority of these
factors showed a significant difference.
1) The document discusses the relationship between capacity building, employee productivity, and organizational performance in cooperative banks in Nagpur, India.
2) Statistical analysis showed a strong positive correlation between high capacity building/employee productivity and high organizational performance. High levels of skills training, motivation, and satisfaction were linked to increased quality, profits, and efficiency.
3) Conversely, low capacity building/productivity correlated with low performance. Banks needed to boost training and motivation to remain competitive.
Recruitment and Selection: The Relationship between Recruitment and Selection...AI Publications
The document discusses recruitment and selection processes in organizations and their relationship to organizational performance. It begins by defining recruitment as discovering qualified candidates internally or externally, and selection as evaluating and interviewing candidates to choose the right person for a job.
The recruitment process involves job analysis, attracting candidates, screening, and hiring. Selection involves steps after recruitment to choose a suitable employee, beginning interviews to decide who will be offered the job. Various recruitment methods like internal posting or external hiring are discussed. The document examines factors in organizational performance and how human resources can create strategic value.
Factors Affecting Satisfaction and Turnover of Information Technology Workers...IJBBR
The current study examined the key factors that influenced the management of knowledge workers in Indian Information Technology sector. This article also ascertained the various practices employed by the employer’s and explored the practices which were highly appreciated by the employees and their impact on the knowledge workers management. The collection of data done through a self-administered questionnaire with the help of convenience sampling. The sample size was 500 knowledge workers from 10 IT
organizations in Delhi/NCR region. The reliability of the questionnaire was determined by the Cronbach’s alpha method and the value for all the variable was greater than 0.7 that acceptable. The analysis of collected data was done through descriptive tests in SPSS and structure equation modelling conducted in AMOS. The results of the study stated that awareness of employer, reward, recognition & growth, work
policies & arrangement and employer’s concern & care were highly correlated with the knowledge workers management in Indian IT sector.
In this paper discussed about the role of e-HR in government/private organization. Electronic human resources are the part of electronic human management (e-HRM). E-HRM is the department of organization; electronic human resources are a function of HR that concerned with the use management and regulation of electronic information and processes within an organization. In this paper also discussed about the term of e-HRM (Electronic Human Resources Management) and e-HRIS (Human Resources Information System). The main goal of this paper is the important of e-HR (Electronic Human Resources) in the organization/industries. In this paper also discussed about the e-HR services, e-HR life cycle. E-HR is the latest technology in which use the technology and provide the good services of customer and employee. In this paper also discussed about the 5-stages of e-HR life cycle in need of improvement, e-HR implementation and also revenue cycle management.
The role of sophisticated accounting system in organizational planningIJAEMSJORNAL
The aim of the current study is to analyze the relationship between accounting system and organizational planning. Managers are aware of their own requirements as well as the resources that their organizations would require to support the activities that have been recommended. We believe that the findings of this study will assist managers in better understanding different personality profiles and making decisions on which profile is most appropriate for their needs. The finding revealed that there is a positive relationship between accounting system and organizational planning. The study was carried out among car dealerships in Erbil, Kurdistan. Total of 53 participants involved in this study. Five point likert scales was used in this study ranging from not important at all to very important. However, despite the fact that this study regards organizational planning and accounting system as two distinct problems, the cluster analysis takes these two aspects into account at the same time. While the effect of organizational planning on the accounting system, and vice versa, was not specifically addressed in the current study, it is a relationship that should be explored in greater detail in future research.
Modelling turn away intention of information technology professionals in Bang...IJECEIAES
Despite, Bangladesh produces many IT graduates each year but only one tenth of total graduates contribute in IT development sector. In order to keep the contribution to economy through IT development, it is crucial for IT industry to know the factors that influence turn away of IT graduates. In this paper, building upon role stress theory, we develop a research model to explore the influence of workplace exhaustion and threat of professional obsolescence (TPO). Data were gathered from 185 IT professionals from 15 different IT companies through survey questionnaire. The structural equation modelling technique was used to test the paths. The results suggests that strong influence of TPO on turn-away intentions. Result also suggests significant roles of work overload, family-career conflict and control over career and workplace exhaustion on turn away intention. This paper contributes to the body of work dedicated to helping us better understand the turn away behaviour from the workplace exhaustion and TPO perspectives. From the viewpoint of practice, this research sheds light on some of the challenges that the IT industry might face when making strategy and policy to control turn away from IT profession in Bangladesh.
This document summarizes a study on the recruitment and selection process of Sai Global Yarntex (India) Private Limited. It provides background on the importance of recruitment and selection for organizations. The objectives of the study were to analyze Sai Global Yarntex's recruitment and selection process and examine employee satisfaction. Primary data was collected through questionnaires with employees. Key findings include that most employees felt the process was good or satisfactory, and they were satisfied with recruitment procedures and selection. The recruitment process was found to be ethical and transparent. Suggestions for improvement included expanding recruitment methods and ensuring selection committees are qualified.
The digital transformation significantly changes
the traditional way of how organizations manage their
human resources. Besides the automation of HRM
processes, information technologies also have increasing
impact on the talent management process, such as
employee attraction, selection and hiring, workforce
planning, engagement and performance management,
training and development, health and safety, and retention
management, all prompting a focus on redesigning the
organization around teams, implementing analytics and
organizational network analysis and driving a global focus
on diversity, culture, learning, and careers. The aim of this
study is to get insights in the consequences of a digital
HRM solution for an organization and its business
performance. A structured questionnaire was used for the
study. Data was collected from 75 respondents. The
findings of the study conclude that on the 15 statements
which were identified the responses to majority of these
factors showed a significant difference.
1) The document discusses the relationship between capacity building, employee productivity, and organizational performance in cooperative banks in Nagpur, India.
2) Statistical analysis showed a strong positive correlation between high capacity building/employee productivity and high organizational performance. High levels of skills training, motivation, and satisfaction were linked to increased quality, profits, and efficiency.
3) Conversely, low capacity building/productivity correlated with low performance. Banks needed to boost training and motivation to remain competitive.
Recruitment and Selection: The Relationship between Recruitment and Selection...AI Publications
The document discusses recruitment and selection processes in organizations and their relationship to organizational performance. It begins by defining recruitment as discovering qualified candidates internally or externally, and selection as evaluating and interviewing candidates to choose the right person for a job.
The recruitment process involves job analysis, attracting candidates, screening, and hiring. Selection involves steps after recruitment to choose a suitable employee, beginning interviews to decide who will be offered the job. Various recruitment methods like internal posting or external hiring are discussed. The document examines factors in organizational performance and how human resources can create strategic value.
Factors Affecting Satisfaction and Turnover of Information Technology Workers...IJBBR
The current study examined the key factors that influenced the management of knowledge workers in Indian Information Technology sector. This article also ascertained the various practices employed by the employer’s and explored the practices which were highly appreciated by the employees and their impact on the knowledge workers management. The collection of data done through a self-administered questionnaire with the help of convenience sampling. The sample size was 500 knowledge workers from 10 IT
organizations in Delhi/NCR region. The reliability of the questionnaire was determined by the Cronbach’s alpha method and the value for all the variable was greater than 0.7 that acceptable. The analysis of collected data was done through descriptive tests in SPSS and structure equation modelling conducted in AMOS. The results of the study stated that awareness of employer, reward, recognition & growth, work
policies & arrangement and employer’s concern & care were highly correlated with the knowledge workers management in Indian IT sector.
In this paper discussed about the role of e-HR in government/private organization. Electronic human resources are the part of electronic human management (e-HRM). E-HRM is the department of organization; electronic human resources are a function of HR that concerned with the use management and regulation of electronic information and processes within an organization. In this paper also discussed about the term of e-HRM (Electronic Human Resources Management) and e-HRIS (Human Resources Information System). The main goal of this paper is the important of e-HR (Electronic Human Resources) in the organization/industries. In this paper also discussed about the e-HR services, e-HR life cycle. E-HR is the latest technology in which use the technology and provide the good services of customer and employee. In this paper also discussed about the 5-stages of e-HR life cycle in need of improvement, e-HR implementation and also revenue cycle management.
The role of sophisticated accounting system in organizational planningIJAEMSJORNAL
The aim of the current study is to analyze the relationship between accounting system and organizational planning. Managers are aware of their own requirements as well as the resources that their organizations would require to support the activities that have been recommended. We believe that the findings of this study will assist managers in better understanding different personality profiles and making decisions on which profile is most appropriate for their needs. The finding revealed that there is a positive relationship between accounting system and organizational planning. The study was carried out among car dealerships in Erbil, Kurdistan. Total of 53 participants involved in this study. Five point likert scales was used in this study ranging from not important at all to very important. However, despite the fact that this study regards organizational planning and accounting system as two distinct problems, the cluster analysis takes these two aspects into account at the same time. While the effect of organizational planning on the accounting system, and vice versa, was not specifically addressed in the current study, it is a relationship that should be explored in greater detail in future research.
Modelling turn away intention of information technology professionals in Bang...IJECEIAES
Despite, Bangladesh produces many IT graduates each year but only one tenth of total graduates contribute in IT development sector. In order to keep the contribution to economy through IT development, it is crucial for IT industry to know the factors that influence turn away of IT graduates. In this paper, building upon role stress theory, we develop a research model to explore the influence of workplace exhaustion and threat of professional obsolescence (TPO). Data were gathered from 185 IT professionals from 15 different IT companies through survey questionnaire. The structural equation modelling technique was used to test the paths. The results suggests that strong influence of TPO on turn-away intentions. Result also suggests significant roles of work overload, family-career conflict and control over career and workplace exhaustion on turn away intention. This paper contributes to the body of work dedicated to helping us better understand the turn away behaviour from the workplace exhaustion and TPO perspectives. From the viewpoint of practice, this research sheds light on some of the challenges that the IT industry might face when making strategy and policy to control turn away from IT profession in Bangladesh.
A Study on Emerging Trends, Methods and Criteria for Effective E Recruitment ...ijtsrd
In recent days there is a rapid growth in the technology and it is advancing day by day. The purpose of this article is to analyse the framework of E Recruitment. It aims at analysing the emerging recent trends in E Recruitment and also the methods of electronic recruitment and the required criteria for effective recruitment. The major change the world is facing in the recent days is digital transformation hence this paper analyses a conceptual frame work of E Recruitment. The organisations in the current days are adapting the technology to easier their long procedure in recruiting and the results are effective. The technological adaption in the organisation has avoided the lengthy process of earlier methods of recruitment. This study also analyses the various methods and criterion for effective E Recruitment strategy. Prof. Rekha D. M | Naveena. N "A Study on Emerging Trends, Methods and Criteria for Effective E-Recruitment in the Organisation" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-5 , August 2019, URL: https://www.ijtsrd.com/papers/ijtsrd26606.pdfPaper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/26606/a-study-on-emerging-trends-methods-and-criteria-for-effective-e-recruitment-in-the-organisation/prof-rekha-d-m
Enterprise resource planning (erp) system in higherprjpublications
This document provides a literature review on enterprise resource planning (ERP) systems in higher education. It discusses key topics such as the benefits of ERP systems, factors that contribute to ERP implementation success or failure, and the need to minimize customization of ERP systems. The review finds that specific groups within an organization and third-party vendors/consultants play an important role in ERP implementation success. Checklists are also important to develop before and after procuring an ERP system to ensure requirements are met.
IJRET : International Journal of Research in Engineering and Technology is an international peer reviewed, online journal published by eSAT Publishing House for the enhancement of research in various disciplines of Engineering and Technology. The aim and scope of the journal is to provide an academic medium and an important reference for the advancement and dissemination of research results that support high-level learning, teaching and research in the fields of Engineering and Technology. We bring together Scientists, Academician, Field Engineers, Scholars and Students of related fields of Engineering and Technology.
This document summarizes a study on designing a web-based tracer study management information system for Jenderal Achmad Yani University. The study aims to determine an ideal tracer study design that can facilitate graduate tracking and industry data collection. It involves interviews with universities that have implemented tracer studies. The proposed system would allow real-time online access to graduate data and help evaluate education programs and career development. It is hoped that the centralized tracer study system would benefit graduates, industry, and other stakeholders.
Recruitment and Selection of Employees as an Aspect of Human Resource Managem...ijtsrd
This document discusses recruitment and selection of employees as an aspect of human resource management in Cameroon universities. It finds that universities in Cameroon recognize the need for effective and efficient recruitment and selection processes. However, interference can undermine the human resources department's ability to carry out its functions properly. The study recommends giving human resources departments more independence and establishing good recruitment selection panels to conduct the process fairly and avoid issues like favoritism or hiring unqualified workers. Overall, the document examines recruitment and staffing challenges in Cameroon universities and proposes solutions to help institutions improve their personnel practices, especially in higher education.
Training and Development Practices and Employees’ Performance in Selected Man...Dr. Amarjeet Singh
Managing workforce diversity in manufacturing organisations has been a problem all over the world including Nigeria. Manufacturing organisations in Nigeria continue to experience occasional drop in performance due to employees’ apathy and non-challant attitudes as a result of high level of dissatisfaction caused by inadequate attention to training and development practices. This study assessed the relationships between training and development practices and employees’ performance in selected manufacturing companies in Nigeria. A cross sectional survey research design was employed, and out of the 1,568 copies of questionnaire that were administered proportionally in the selected manufacturing companies, 1,153 copies were retrieved and found useful. Data were analysed using descriptive statistics and the hypotheses were tested using Analysis of Variance (ANOVA). The results of the findings show f-statistics of 223.717 and so, there is a significant relationship between training and development practices and employees’ performance among Nigerians working in the selected manufacturing companies. Also, f-statistics of 244.391 shows a significant relationship between training and development practices and employees’ performance among other nationals in the selected MNCs. The study concluded that there are significant relationships between training and development practices and employees’ performance in selected manufacturing MNCs in Nigeria.
Remuneration and Employee Productivity of Selected Private Universities in Og...ijtsrd
Employee productivity is germane to the survival of every organization. Private universities in Nigeria are experiencing negative employee outcomes in the area of employee productivity. This is attributable to poor remuneration which is one of the major source of motivation to employees. The study examined the effect of remuneration on employee productivity of selected private universities in Ogun State, Nigeria. The study employed cross sectional survey research design. The population of the study was 3835 faculty and staff of 4 selected private universities in Ogun State Nigeria Crescent University, Covenant University, Bells University and Crawford University . Using the research advisor table, the sample of 450 was determined. Stratified sampling technique was used in selecting the respondents. A structured and validated questionnaire was adopted for data collection. Cronbach’s Alpha reliability coefficients of the constructs ranged from 0.73 to 0.93. The response rate was 73.56 . Data were analyzed using descriptive and inferential simple linear regression statistics. The result shows that remuneration has a positive significant effect on employee productivity of selected private universities in Ogun State, Nigeria ß = 0.547, R2 = 0.269, t = 10.998, p 0.05 . The study concluded that remuneration affect employee productivity of selected private universities in Ogun State, Nigeria. It was recommended that in other for the educational institutions to competitively survive in this present economy, adequate and enhanced human resources management practices in the area of remuneration should be implemented to help in boosting the employee productivity in the universities. Nzeadibe, Nnaemeka G | Akpa, Victoria O "Remuneration and Employee Productivity of Selected Private Universities in Ogun State, Nigeria" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-4 , June 2021, URL: https://www.ijtsrd.compapers/ijtsrd42335.pdf Paper URL: https://www.ijtsrd.commanagement/hrm-and-retail-business/42335/remuneration-and-employee-productivity-of-selected-private-universities-in-ogun-state-nigeria/nzeadibe-nnaemeka-g
Although performance appraisal is concerned with the evaluation of workers job performance, it at the same time serves to highlight the specific objectives of an organization. As the employee is being evaluated the organization is also evaluating itself by comparing objectives and standards of performance, reviews the whole appraisal framework and design as well as organizational values and culture. Performance appraisal is a veritable tool for organizations to evaluate and increase the quality of education and training of their workforce with a view to developing lifelong learning patterns and strategies to sustain productivity throughout longer working periods. Motivation as it relates to employee productivity is often behind the drive for performance and self-actualization and provides opportunities for higher productivity. Productivity is an important measure of goal achievement because getting more done with less resources increases organizational profitability. Using the exploratory research design and 109 participants the result of the study indicates a strong positive correlation between performance appraisal and employee productivity. It suggests that the issue of performance appraisal in charitable organizations should be addressed. In view of the result of the study, the paper recommends that performance appraisal should carefully review employee’s strengths and weaknesses against requirements for possible future higher responsibilities.
The Effectiveness of Human Resource Management PracticesWaqas Tariq
An effective human resource management practices namely employee empowerment, training and development, appraisal system compensation are the main factor for the success of a firm on employee retention. In this study, we aim to study how employees regard importance of their empowerment, equity of compensation, job design through training and expectancy toward effective performance management on their retention. Quantitative data was collected using the non probability self administered questionnaire that consist of questions with 5-points Likert scales distributed to our samples of 278 individuals. By using a multiple regression analysis, it is found that a, training and development, appraisal system compensation are significant to employee retention except employee empowerment. Base on the results, training, compensation and appraisal is a fundamental consideration for University of Y lecturers¡¯ retention decision; while empowerment is less fundamental to lecturers¡¯ consideration as this can be attributed to the Asian culture characteristic of higher authority conformity.
Many organizations and institutions are struggling to survive in a business and market environment
which is volatile and fierce, and thus they are doing everything within their means in their quest to keep the
motivation levels of their staff high and to ensure an increase in their competitiveness and an improvement in
performance. Several studies indicate that improved employee performance gives organizations an age over and
above the others in the same business
EFFECTS OF STRATEGIC PLANNING DIMENSIONS ON PERFORMANCE OF SMALL AND MEDIUM S...Ahmed Aliyu Palladan, PhD
PAPER PRESENTED AT THE 4TH ANNUAL CONFERENCE OF SOCIAL SCIENCE AND MANAGEMENT ORGANIZED BY YUSUF MAITAMA SULE UNIVERSITY KANO, NIGERIA 17TH OCTOBER 2019
Information technology, human resources management systems and firm performan...i2tic
This study analyzes the relationship between innovative human resource management systems (IHRMS), information technology use, and firm performance in Catalan firms in Spain. The researchers surveyed 1,518 firms and used statistical analysis to group HRM practices and identify factors that determine adoption of IHRMS. They found that about one-third of firms have adopted innovative systems involving practices like flexible compensation, training, skills development, and management competencies. Firms using IHRMS tended to be more international, innovative, quality-focused, and have new work organizations and advanced IT. Internationalization, industry sector, group membership, IT use, innovation networks, supplier internationalization, decentralization, and efficiency increased the likelihood of IHRMS adoption.
The practitioners and academicians in the business arena are highly concern about the enhancement of employee performance in this competitive age for achievement of business goals. Considering the issue, this study aimed to measure the influence of Human Resource Management (HRM) practices on the performance of employees. The data of this study have been collected from 392 on-the-job operational level employees using survey method who are working at different garment factories in Bangladesh. The collected data are analyzed through structural equation modeling to partial least square method. The study empirically proves that employee training and development, promotion opportunity, and job security has significant influence on the employees’ performance. Theoretically, this study proves that training and development, job security and promotion opportunity together influence on the performance of employees in the developing economy. The practitioners and policy makers of the organizations are expected to make necessary adjustments in their existing HRM practices based on the findings of this study in the context of Bangladesh for enhancing the employees’ performance level so that their whole-hearted efforts can be gained for the achievement of business goals.
The Effect of Information Technology and Total Quality Management on Organiza...Sigit Sanjaya
This study discovers the effect of information technology (IT) and total quality management (TQM) on organizational performance. The unit of analysis is state-owned enterprises in Padang city, Indonesia. The study utilized primary data which is obtained through the questionnaire. Total sampling is used in this study. 90 questionnaires were returned as a final sample. Data were analyzed by multiple regression analysis performed by SPSS 25 software. The result shows that IT has a positive and significant effect on organizational performance. TQM has a positive and significant effect on organizational performance.
The document summarizes findings from case studies conducted at 8 Malaysian Polytechnics on their maintenance management practices. The case studies identified several common problems faced - poor maintenance planning, limited budgets, incompetent staff, and defects taking too long to repair. All 8 Polytechnics still used conventional, paper-based systems for maintenance management. While some implemented basic ICT like inventory databases and email for complaints, none had fully computerized maintenance management systems. The findings aim to help Polytechnics improve their practices to deliver higher quality facilities and safer, healthier environments for students.
HUMAN CAPITAL MEASUREMENT & ITS IMPACT ON PERFORMANCE OF IT PROFESSIONAL IN P...IAEME Publication
Human Capital measurement is an important source in terms of suggesting and implementing polices regarding human resource. In this paper, researcher reviews human capital definition and previous researches which relates human capital measurement and employee performance in the organization. Some of the parameters for measuring human capital which influences their performance in an organization have been identified.
Effect of Human Resource Development on Organization Productivity A Study of ...ijtsrd
This study examines the effect of human resource development on organization productivity A study of selected manufacturing firms in Anambra State. The model's estimates were estimated via multiple econometric model of the ordinary least square to ascertain the effect of Learning and Education LandE , Experience and Expertise EandE and Innovation and Creativity IandC on organization productivity of selected manufacturing firms in Anambra State. The results show that Learning and Education LandE , Experience and Expertise EandE and Innovation and Creativity IandC have significant impact on productivity of selected manufacturing firms in Anambra State. This study therefore recommends that Manufacturing firms should strive to employ competent employees in order to improve their productivity. Employees that have developed expertise from experience should be retained and encouraged by firms because they are source of improving productivity. Manufacturing firms should invest in human resource development to produce innovative and Creative IandC employees for the organizations. Manufacturing firms should encourage and include Learning and Education LandE , Experience and Expertise EandE and Innovation and Creativity IandC in their budget because they have been found to significantly impact on productivity of manufacturing firms. Ofodeme, Eugenia Amaka | Ezeanolue Uju Scholastica | Nwakoby, Nkiru Peace ""Effect of Human Resource Development on Organization Productivity: A Study of Selected Manufacturing Firms in Anambra State, Nigeria"" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-3 , April 2019, URL: https://www.ijtsrd.com/papers/ijtsrd23004.pdf
Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/23004/effect-of-human-resource-development-on-organization-productivity-a-study-of-selected-manufacturing-firms-in-anambra-state-nigeria/ofodeme-eugenia-amaka
This document discusses the marriage between human resource management and data science. It argues that due to advances in information technology, HR must integrate data science. This marriage has given birth to hybrid fields like HR analytics and influenced organizational outcomes. The effects of this marriage require a systematic narrative. The document attempts to provide such a narrative by examining the impacts on functional, procedural, and decision-making aspects based on evidence from corporations around the world. It serves as a foundational piece for further applying information and communications technology to HR management and development.
An Investigation into the Effect of Board Members’ Remuneration on the Perfor...FinancialMarketCorpo
The study focused on the effects of the board members’ remuneration on the performance of public enterprises in Namibia. The main objective of this study was to investigate the interrelationship between board members’
remuneration and the performance of the public enterprises in Namibia. The study used quantitative methods as
a research strategy. The research study used secondary data from the Ministry of public enterprises database and
primary data was gathered through structured questionnaires that were distributed to different public enterprises’
Chief executive officers in Namibia. The study focused on board members’ remuneration as representatives of the
board members for each of the 97 state-owned enterprises in Namibia. The researcher used Excel to do the regression
analysis. The researcher tested for correlation between a firm’s performance and annual salary and sitting allowance
and miscellaneous allowance. Public enterprises are divided into four tiers. The researcher made use of the average
revenue for each tier to represent the firm’s performance. A total of 75% of the respondents do not agree that there is
a relationship between the board members’ remuneration and the firms’ performance, and 17% agree that there is a
relationship between the board members’ remuneration and the firms’ performance. The study recommended that
the MPE/PEs should implement motivational strategies to improve board members’ performance hence improving
the firm’s performance.
This document discusses e-recruitment practices in Malaysia. It begins with an introduction to e-recruitment and how it has been adopted by government agencies in Malaysia. It then discusses traditional recruitment methods and compares them to e-recruitment. The pros of e-recruitment include reaching a large target audience, being cost effective, and saving time. However, the cons include possible discrimination of groups without computer access and difficulties recruiting executive-level positions. The document provides examples of e-recruitment systems used by the Malaysian government.
E recrutment module - topic beyond syllabus (i mba)chitravels
The document discusses e-recruitment, which refers to using electronic resources like the internet for personnel recruitment. It provides an overview of the e-recruitment process, trends in e-recruitment like increased speed of communication, advantages like reduced costs and time, and the scope of e-recruitment in allowing organizations to quickly post jobs and screen candidates. E-recruitment allows hiring managers to more efficiently match qualified candidates to roles.
A Study on Emerging Trends, Methods and Criteria for Effective E Recruitment ...ijtsrd
In recent days there is a rapid growth in the technology and it is advancing day by day. The purpose of this article is to analyse the framework of E Recruitment. It aims at analysing the emerging recent trends in E Recruitment and also the methods of electronic recruitment and the required criteria for effective recruitment. The major change the world is facing in the recent days is digital transformation hence this paper analyses a conceptual frame work of E Recruitment. The organisations in the current days are adapting the technology to easier their long procedure in recruiting and the results are effective. The technological adaption in the organisation has avoided the lengthy process of earlier methods of recruitment. This study also analyses the various methods and criterion for effective E Recruitment strategy. Prof. Rekha D. M | Naveena. N "A Study on Emerging Trends, Methods and Criteria for Effective E-Recruitment in the Organisation" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-5 , August 2019, URL: https://www.ijtsrd.com/papers/ijtsrd26606.pdfPaper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/26606/a-study-on-emerging-trends-methods-and-criteria-for-effective-e-recruitment-in-the-organisation/prof-rekha-d-m
Enterprise resource planning (erp) system in higherprjpublications
This document provides a literature review on enterprise resource planning (ERP) systems in higher education. It discusses key topics such as the benefits of ERP systems, factors that contribute to ERP implementation success or failure, and the need to minimize customization of ERP systems. The review finds that specific groups within an organization and third-party vendors/consultants play an important role in ERP implementation success. Checklists are also important to develop before and after procuring an ERP system to ensure requirements are met.
IJRET : International Journal of Research in Engineering and Technology is an international peer reviewed, online journal published by eSAT Publishing House for the enhancement of research in various disciplines of Engineering and Technology. The aim and scope of the journal is to provide an academic medium and an important reference for the advancement and dissemination of research results that support high-level learning, teaching and research in the fields of Engineering and Technology. We bring together Scientists, Academician, Field Engineers, Scholars and Students of related fields of Engineering and Technology.
This document summarizes a study on designing a web-based tracer study management information system for Jenderal Achmad Yani University. The study aims to determine an ideal tracer study design that can facilitate graduate tracking and industry data collection. It involves interviews with universities that have implemented tracer studies. The proposed system would allow real-time online access to graduate data and help evaluate education programs and career development. It is hoped that the centralized tracer study system would benefit graduates, industry, and other stakeholders.
Recruitment and Selection of Employees as an Aspect of Human Resource Managem...ijtsrd
This document discusses recruitment and selection of employees as an aspect of human resource management in Cameroon universities. It finds that universities in Cameroon recognize the need for effective and efficient recruitment and selection processes. However, interference can undermine the human resources department's ability to carry out its functions properly. The study recommends giving human resources departments more independence and establishing good recruitment selection panels to conduct the process fairly and avoid issues like favoritism or hiring unqualified workers. Overall, the document examines recruitment and staffing challenges in Cameroon universities and proposes solutions to help institutions improve their personnel practices, especially in higher education.
Training and Development Practices and Employees’ Performance in Selected Man...Dr. Amarjeet Singh
Managing workforce diversity in manufacturing organisations has been a problem all over the world including Nigeria. Manufacturing organisations in Nigeria continue to experience occasional drop in performance due to employees’ apathy and non-challant attitudes as a result of high level of dissatisfaction caused by inadequate attention to training and development practices. This study assessed the relationships between training and development practices and employees’ performance in selected manufacturing companies in Nigeria. A cross sectional survey research design was employed, and out of the 1,568 copies of questionnaire that were administered proportionally in the selected manufacturing companies, 1,153 copies were retrieved and found useful. Data were analysed using descriptive statistics and the hypotheses were tested using Analysis of Variance (ANOVA). The results of the findings show f-statistics of 223.717 and so, there is a significant relationship between training and development practices and employees’ performance among Nigerians working in the selected manufacturing companies. Also, f-statistics of 244.391 shows a significant relationship between training and development practices and employees’ performance among other nationals in the selected MNCs. The study concluded that there are significant relationships between training and development practices and employees’ performance in selected manufacturing MNCs in Nigeria.
Remuneration and Employee Productivity of Selected Private Universities in Og...ijtsrd
Employee productivity is germane to the survival of every organization. Private universities in Nigeria are experiencing negative employee outcomes in the area of employee productivity. This is attributable to poor remuneration which is one of the major source of motivation to employees. The study examined the effect of remuneration on employee productivity of selected private universities in Ogun State, Nigeria. The study employed cross sectional survey research design. The population of the study was 3835 faculty and staff of 4 selected private universities in Ogun State Nigeria Crescent University, Covenant University, Bells University and Crawford University . Using the research advisor table, the sample of 450 was determined. Stratified sampling technique was used in selecting the respondents. A structured and validated questionnaire was adopted for data collection. Cronbach’s Alpha reliability coefficients of the constructs ranged from 0.73 to 0.93. The response rate was 73.56 . Data were analyzed using descriptive and inferential simple linear regression statistics. The result shows that remuneration has a positive significant effect on employee productivity of selected private universities in Ogun State, Nigeria ß = 0.547, R2 = 0.269, t = 10.998, p 0.05 . The study concluded that remuneration affect employee productivity of selected private universities in Ogun State, Nigeria. It was recommended that in other for the educational institutions to competitively survive in this present economy, adequate and enhanced human resources management practices in the area of remuneration should be implemented to help in boosting the employee productivity in the universities. Nzeadibe, Nnaemeka G | Akpa, Victoria O "Remuneration and Employee Productivity of Selected Private Universities in Ogun State, Nigeria" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-4 , June 2021, URL: https://www.ijtsrd.compapers/ijtsrd42335.pdf Paper URL: https://www.ijtsrd.commanagement/hrm-and-retail-business/42335/remuneration-and-employee-productivity-of-selected-private-universities-in-ogun-state-nigeria/nzeadibe-nnaemeka-g
Although performance appraisal is concerned with the evaluation of workers job performance, it at the same time serves to highlight the specific objectives of an organization. As the employee is being evaluated the organization is also evaluating itself by comparing objectives and standards of performance, reviews the whole appraisal framework and design as well as organizational values and culture. Performance appraisal is a veritable tool for organizations to evaluate and increase the quality of education and training of their workforce with a view to developing lifelong learning patterns and strategies to sustain productivity throughout longer working periods. Motivation as it relates to employee productivity is often behind the drive for performance and self-actualization and provides opportunities for higher productivity. Productivity is an important measure of goal achievement because getting more done with less resources increases organizational profitability. Using the exploratory research design and 109 participants the result of the study indicates a strong positive correlation between performance appraisal and employee productivity. It suggests that the issue of performance appraisal in charitable organizations should be addressed. In view of the result of the study, the paper recommends that performance appraisal should carefully review employee’s strengths and weaknesses against requirements for possible future higher responsibilities.
The Effectiveness of Human Resource Management PracticesWaqas Tariq
An effective human resource management practices namely employee empowerment, training and development, appraisal system compensation are the main factor for the success of a firm on employee retention. In this study, we aim to study how employees regard importance of their empowerment, equity of compensation, job design through training and expectancy toward effective performance management on their retention. Quantitative data was collected using the non probability self administered questionnaire that consist of questions with 5-points Likert scales distributed to our samples of 278 individuals. By using a multiple regression analysis, it is found that a, training and development, appraisal system compensation are significant to employee retention except employee empowerment. Base on the results, training, compensation and appraisal is a fundamental consideration for University of Y lecturers¡¯ retention decision; while empowerment is less fundamental to lecturers¡¯ consideration as this can be attributed to the Asian culture characteristic of higher authority conformity.
Many organizations and institutions are struggling to survive in a business and market environment
which is volatile and fierce, and thus they are doing everything within their means in their quest to keep the
motivation levels of their staff high and to ensure an increase in their competitiveness and an improvement in
performance. Several studies indicate that improved employee performance gives organizations an age over and
above the others in the same business
EFFECTS OF STRATEGIC PLANNING DIMENSIONS ON PERFORMANCE OF SMALL AND MEDIUM S...Ahmed Aliyu Palladan, PhD
PAPER PRESENTED AT THE 4TH ANNUAL CONFERENCE OF SOCIAL SCIENCE AND MANAGEMENT ORGANIZED BY YUSUF MAITAMA SULE UNIVERSITY KANO, NIGERIA 17TH OCTOBER 2019
Information technology, human resources management systems and firm performan...i2tic
This study analyzes the relationship between innovative human resource management systems (IHRMS), information technology use, and firm performance in Catalan firms in Spain. The researchers surveyed 1,518 firms and used statistical analysis to group HRM practices and identify factors that determine adoption of IHRMS. They found that about one-third of firms have adopted innovative systems involving practices like flexible compensation, training, skills development, and management competencies. Firms using IHRMS tended to be more international, innovative, quality-focused, and have new work organizations and advanced IT. Internationalization, industry sector, group membership, IT use, innovation networks, supplier internationalization, decentralization, and efficiency increased the likelihood of IHRMS adoption.
The practitioners and academicians in the business arena are highly concern about the enhancement of employee performance in this competitive age for achievement of business goals. Considering the issue, this study aimed to measure the influence of Human Resource Management (HRM) practices on the performance of employees. The data of this study have been collected from 392 on-the-job operational level employees using survey method who are working at different garment factories in Bangladesh. The collected data are analyzed through structural equation modeling to partial least square method. The study empirically proves that employee training and development, promotion opportunity, and job security has significant influence on the employees’ performance. Theoretically, this study proves that training and development, job security and promotion opportunity together influence on the performance of employees in the developing economy. The practitioners and policy makers of the organizations are expected to make necessary adjustments in their existing HRM practices based on the findings of this study in the context of Bangladesh for enhancing the employees’ performance level so that their whole-hearted efforts can be gained for the achievement of business goals.
The Effect of Information Technology and Total Quality Management on Organiza...Sigit Sanjaya
This study discovers the effect of information technology (IT) and total quality management (TQM) on organizational performance. The unit of analysis is state-owned enterprises in Padang city, Indonesia. The study utilized primary data which is obtained through the questionnaire. Total sampling is used in this study. 90 questionnaires were returned as a final sample. Data were analyzed by multiple regression analysis performed by SPSS 25 software. The result shows that IT has a positive and significant effect on organizational performance. TQM has a positive and significant effect on organizational performance.
The document summarizes findings from case studies conducted at 8 Malaysian Polytechnics on their maintenance management practices. The case studies identified several common problems faced - poor maintenance planning, limited budgets, incompetent staff, and defects taking too long to repair. All 8 Polytechnics still used conventional, paper-based systems for maintenance management. While some implemented basic ICT like inventory databases and email for complaints, none had fully computerized maintenance management systems. The findings aim to help Polytechnics improve their practices to deliver higher quality facilities and safer, healthier environments for students.
HUMAN CAPITAL MEASUREMENT & ITS IMPACT ON PERFORMANCE OF IT PROFESSIONAL IN P...IAEME Publication
Human Capital measurement is an important source in terms of suggesting and implementing polices regarding human resource. In this paper, researcher reviews human capital definition and previous researches which relates human capital measurement and employee performance in the organization. Some of the parameters for measuring human capital which influences their performance in an organization have been identified.
Effect of Human Resource Development on Organization Productivity A Study of ...ijtsrd
This study examines the effect of human resource development on organization productivity A study of selected manufacturing firms in Anambra State. The model's estimates were estimated via multiple econometric model of the ordinary least square to ascertain the effect of Learning and Education LandE , Experience and Expertise EandE and Innovation and Creativity IandC on organization productivity of selected manufacturing firms in Anambra State. The results show that Learning and Education LandE , Experience and Expertise EandE and Innovation and Creativity IandC have significant impact on productivity of selected manufacturing firms in Anambra State. This study therefore recommends that Manufacturing firms should strive to employ competent employees in order to improve their productivity. Employees that have developed expertise from experience should be retained and encouraged by firms because they are source of improving productivity. Manufacturing firms should invest in human resource development to produce innovative and Creative IandC employees for the organizations. Manufacturing firms should encourage and include Learning and Education LandE , Experience and Expertise EandE and Innovation and Creativity IandC in their budget because they have been found to significantly impact on productivity of manufacturing firms. Ofodeme, Eugenia Amaka | Ezeanolue Uju Scholastica | Nwakoby, Nkiru Peace ""Effect of Human Resource Development on Organization Productivity: A Study of Selected Manufacturing Firms in Anambra State, Nigeria"" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-3 , April 2019, URL: https://www.ijtsrd.com/papers/ijtsrd23004.pdf
Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/23004/effect-of-human-resource-development-on-organization-productivity-a-study-of-selected-manufacturing-firms-in-anambra-state-nigeria/ofodeme-eugenia-amaka
This document discusses the marriage between human resource management and data science. It argues that due to advances in information technology, HR must integrate data science. This marriage has given birth to hybrid fields like HR analytics and influenced organizational outcomes. The effects of this marriage require a systematic narrative. The document attempts to provide such a narrative by examining the impacts on functional, procedural, and decision-making aspects based on evidence from corporations around the world. It serves as a foundational piece for further applying information and communications technology to HR management and development.
An Investigation into the Effect of Board Members’ Remuneration on the Perfor...FinancialMarketCorpo
The study focused on the effects of the board members’ remuneration on the performance of public enterprises in Namibia. The main objective of this study was to investigate the interrelationship between board members’
remuneration and the performance of the public enterprises in Namibia. The study used quantitative methods as
a research strategy. The research study used secondary data from the Ministry of public enterprises database and
primary data was gathered through structured questionnaires that were distributed to different public enterprises’
Chief executive officers in Namibia. The study focused on board members’ remuneration as representatives of the
board members for each of the 97 state-owned enterprises in Namibia. The researcher used Excel to do the regression
analysis. The researcher tested for correlation between a firm’s performance and annual salary and sitting allowance
and miscellaneous allowance. Public enterprises are divided into four tiers. The researcher made use of the average
revenue for each tier to represent the firm’s performance. A total of 75% of the respondents do not agree that there is
a relationship between the board members’ remuneration and the firms’ performance, and 17% agree that there is a
relationship between the board members’ remuneration and the firms’ performance. The study recommended that
the MPE/PEs should implement motivational strategies to improve board members’ performance hence improving
the firm’s performance.
This document discusses e-recruitment practices in Malaysia. It begins with an introduction to e-recruitment and how it has been adopted by government agencies in Malaysia. It then discusses traditional recruitment methods and compares them to e-recruitment. The pros of e-recruitment include reaching a large target audience, being cost effective, and saving time. However, the cons include possible discrimination of groups without computer access and difficulties recruiting executive-level positions. The document provides examples of e-recruitment systems used by the Malaysian government.
E recrutment module - topic beyond syllabus (i mba)chitravels
The document discusses e-recruitment, which refers to using electronic resources like the internet for personnel recruitment. It provides an overview of the e-recruitment process, trends in e-recruitment like increased speed of communication, advantages like reduced costs and time, and the scope of e-recruitment in allowing organizations to quickly post jobs and screen candidates. E-recruitment allows hiring managers to more efficiently match qualified candidates to roles.
This document summarizes a research study that investigated the effect of e-recruitment on the profitability of selected food and beverage manufacturing companies in Lagos, Nigeria. The study found a statistically significant positive relationship between e-recruitment and organizational profitability. Specifically, it was found that e-recruitment helps companies attract and retain talented employees, improve operational performance, and increase profits. However, some challenges with e-recruitment were also identified, such as receiving applications from unqualified candidates and inaccurate applicant information. The study concluded that e-recruitment can positively impact profitability when properly implemented.
- The document discusses critical success factors of e-recruitment systems, comparing online recruitment to traditional methods. It aims to identify influential factors that affect success of online recruitment.
- A literature review covers topics like human resource management, e-HRM, e-recruitment processes, and how recruitment strategies vary for different job levels. Statistical analysis of survey data examined relationships between variables like organizational opinions, technology, and recruiter qualifications.
- The findings indicate that organizational strategy and budget have the strongest influence on adopting an e-recruitment system, while technological development and recruiter qualifications also positively correlate with online recruitment.
- The document discusses critical success factors of e-recruitment systems, comparing online recruitment to traditional methods. It aims to identify influential factors that affect success of online recruitment.
- A literature review covers topics like human resource management, e-HRM, e-recruitment processes, and how recruitment strategies vary for different job levels. Statistical analysis of survey data examined relationships between variables and organizational adoption of e-recruitment.
- Factor analysis showed that organizational strategy and vision have the strongest influence on applying online recruitment, followed by budget and technological development. The study provides guidance for setting recruitment strategies using new technologies.
A Study on Behavioural Analysis of Jobseekers towards e Recruitmentijtsrd
oday’s Web has fashioned a global market in to e Commerce market due to incredible hasty development into users of the Internet. Technology has made a tremendous development in job market as evident online employment provides an effectual channel to aid the toning between job searchers and recruitment purposes. The progress of Web technology the last few decades has resulted in its rapidly amplified use for both hirer and job seekers. Over the last quite a few years has altered the way companies conduct of business behavior, with the actions of human resource management. Objective is to find the behavioral intention of job seekers, to examine the demographic variables and challenges faced by jobseekers towards E recruitment in Anantapur. The A data of 178 respondents for Dasari jobs consulting collected in Anantapur. The significant relation between perceived usefulness and job seeker intention to use E recruitment process and also significant relation between perceived case of uses and perceived intention. Correlation and Regression Analysis are the tools used to determine behavioral intention, demographic variables and challenges faced by jobseekers. N. Guru Sai Prasad | Dr. P. Basaiah "A Study on Behavioural Analysis of Jobseekers towards e-Recruitment" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-6 , October 2022, URL: https://www.ijtsrd.com/papers/ijtsrd51905.pdf Paper URL: https://www.ijtsrd.com/management/marketing/51905/a-study-on-behavioural-analysis-of-jobseekers-towards-erecruitment/n-guru-sai-prasad
Human Resource Management Assignment & PresentationPioshy
This report analyzes the opportunities and challenges of e-recruitment for private organizations in Bangladesh. E-recruitment refers to using online sources and technology for recruiting employees. The report finds that e-recruitment provides benefits like lower costs, reduced hiring time, and improved efficiency compared to traditional recruitment methods. However, challenges include low internet penetration in Bangladesh, difficulty screening large numbers of online resumes, and some preferences for in-person interactions. The report concludes that while e-recruitment is growing, traditional methods still have uses. It recommends organizations continue using both approaches and improve online recruitment systems as Bangladesh becomes more digitized.
Neural Network Web-Based Human Resource Management System Model (NNWBHRMSM)ijcncs
This document proposes a neural network web-based human resource management system (NNWBHRMSM) to address issues with traditional manual HR processes. It discusses how current HR activities like recruitment, selection, and placement are typically done manually through paper files. The proposed system would allow applicants to submit resumes and other application materials online through a web interface. It would use a neural network to automatically match applicants to open jobs based on their qualifications. This system aims to streamline HR processes, reduce costs, and prevent issues like applications getting lost that occur with traditional manual methods. It concludes that the system could improve efficiency and help organizations find the right professionals for jobs.
A Study on Recent Trends in Recruitment Practices in Indiaijtsrd
Gone were the days where the traditional method of recruitment would suffice to hire potential talents. But, since few decades the recruitment process has witnessed a sea of change due to the advent of the internet and its proliferation. Earlier the employer had the power during the job search, but in the recent trend, candidates have far more power during the job search. The potential candidates were considered to be the employee in the past, but the entire focus has changed and the candidates are being treated as customers. This dramatic change is all due to the changing phenomena of the internet and its vast coverage in the developing countries. S. Mukundhan ""A Study on Recent Trends in Recruitment Practices in India"" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-4 , June 2019, URL: https://www.ijtsrd.com/papers/ijtsrd23902.pdf
Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/23902/a-study-on-recent-trends-in-recruitment-practices-in-india/s-mukundhan
This document describes a proposed Web-Based Applicants' Matching System (WBAMS) that would match suitable job applicants to appropriate jobs. Key points:
- The current manual recruitment process at the Federal College of Chemical and Leather Technology has problems like high workload, lack of information.
- The proposed WBAMS would allow applicants to apply online and store applicant and job data in a central database. It would use criteria to match applicants to jobs and shortlist the most suitable candidates.
- The system would be designed using technologies like MySQL database, Apache web server. A three-tier architecture model is proposed for communication between the database, application logic and user interface layers.
The Interference of Politicians in the Recruitment and Selection of Academic ...Dr. Amarjeet Singh
The document discusses the interference of politicians in the recruitment and selection of academic staff in polytechnics in the Niger Delta region of Nigeria. It finds that politicians often appoint unqualified candidates to academic positions based on political patronage rather than merit. This undermines the quality of education and graduates. Recommendations are made to discourage political interference and ensure recruitment is based on transparent processes that identify the most qualified applicants.
This document discusses e-recruitment, which is the process of using online resources and the internet to hire potential candidates. It outlines some of the advantages of e-recruitment, such as reduced time and costs compared to traditional recruitment methods. However, it also examines challenges from both the employer and jobseeker perspectives, such as identifying the best candidates, unreliable screening processes, and a lack of transparency in the hiring process. The document concludes that while e-recruitment has benefits, organizations must develop strong recruitment systems, selection criteria, and tracking processes to integrate it effectively and attract the right candidates.
International conference on business e recruitmentibalakumar
E-recruitment is integration and utilization of internet technology to improve efficiency and effectiveness of recruitment process. E-recruitment Provides HR and Recruiters with the toolsTechnology and the capacity to deliver time and costeffective resourcing. E-recruitment can be importanttool in making organizational needs by providinginformation regarding potential hires.This paper deals with the Importance of e-recruitment in terms of cost, time and qualityefficiency in Indian Organizations /in Currentscenario. So this paper concludes with some globalE-Recruitment service providers as well as itemphasizes on the need of adopting such system byIndian Organization
A Comprehensive Literature Review of the Digital HR Research Filed.pdfJill Brown
This document provides a literature review on changes to human resources (HR) brought about by technology. It discusses how technology has transformed HR functions such as recruiting, training, and performance management by making them more efficient and data-driven. The review finds that while technology enables streamlined administration and analytics, HR remains an art that involves people management. It proposes that future research further examine how technologies are changing HR and identify new research areas. The review covers literature from 2012 to 2017 on topics like online recruiting, cloud-based talent solutions, and automation of HR processes.
This document summarizes a research paper that reviewed online job portals. It began by discussing how online job portals have become an important tool for both job seekers and employers. It then reviewed related literature on traditional versus modern job searching methods and the significance and features of online job portals. The document analyzed survey results about students' satisfaction with university job portals and proposed developing a new knowledge sharing job portal. It concluded the developed online recruitment system was effective at identifying qualified candidates quickly and could benefit organizations through performance, reliability, security and cost-effectiveness.
E-recruitment refers to using technology to attract job candidates and aid the recruitment process. The use of technology in human resource management has significantly grown in recent years, with many organizations now advertising jobs and accepting online applications on their websites. The key benefits identified for e-recruitment are reducing costs, broadening the candidate pool, and increasing the speed of hiring. However, some concerns are that it could increase the number of unsuitable applicants. Common ways to use e-recruitment include advertising vacancies online, dealing with online applications, and selecting candidates through digital information gathering.
This document discusses e-recruitment and its benefits. It begins by outlining the objectives of studying e-recruitment trends, methods used, and how organizations evaluate success. It then explains that e-recruitment allows posting jobs online quickly and receiving resumes immediately, screening candidates automatically to save hiring time. The introduction defines e-recruitment as using electronic resources like the internet to improve the speed of matching candidates to jobs. E-recruitment can enhance the applicant experience, communicate employer culture, make hiring faster and more standardized, and increase diversity.
The Role of Artificial Intelligence Applications in Managing the Employee Per...ijtsrd
Employees are the most valuable resource in any organization. It is the main cause of the success of a business. The evaluation of employee performance is a very important task as it shows how the employees skills are improving. The HR department is responsible for this task. The employee performance evaluation is complex and time consuming. In the last decade, information technology tools have undergone a huge evolution and can help with this complex task. Artificial Intelligence AI is a recent science that consists of building systems that imitate human behavior. It is widely used in many applications like healthcare, banking, and finance. This thesis focuses on studying the impact of artificial intelligence on the employee evaluation process. An analytical descriptive methodology was used. Intelligence is considered an independent variable. However, employee performance evaluation is the dependent variable DV . Four dimensions of the DV were considered objectives and key results, skills gap analysis, tracking training completion, and project or task management tools. A questionnaire of 34 items was built and distributed to the IT employees of the Babylon Education Directorate. 295 answers were collected. SPSS software was used to examine the answers. The MANOVA test was applied to validate the study hypotheses. The result shows that AI has a significant positive impact on the evaluation of employees performance in all dimensions. Ali Al Imari | Saeed Abdallah "The Role of Artificial Intelligence Applications in Managing the Employee Performance Evaluation: An Iraqi Case Study" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-7 | Issue-3 , June 2023, URL: https://www.ijtsrd.com.com/papers/ijtsrd57454.pdf Paper URL: https://www.ijtsrd.com.com/computer-science/other/57454/the-role-of-artificial-intelligence-applications-in-managing-the-employee-performance-evaluation-an-iraqi-case-study/ali-al-imari
Investigating the Influence of E-HRM Practices on Organizational Performance:...Dr. Amarjeet Singh
Electronic Human Resource Management (E-HRM) came into existence as a result of the evolution of new technology and it leads to eliminating the administrative burden on HR professionals. Financial institutions are the heart of the financial stability of the economy. Nowadays most financial institutions are widely adopting E-HRM practices in order to achieve sustainable competitive advantage. However, it has been observed that there is a lack of empirical studies regarding this phenomenon in the Sri Lankan context. The main contribution of this study is to enrich the knowledge and investigate the impact of E-HRM practices on organizational performance under the mediation role of organizational agility. Thus, the study focusses on to examine how E-HRM impacts organizational performance, and to determine the mediating role of organizational agility between E-HRM and OP. Questionnaires were distributed by using a convenience sampling method to collect primary data from 40 financial institutions in Sri Lanka. Data analysis was performed using Pearson correlation analysis, regression analysis, descriptive statistics, Baron and Kenny mediator analysis method, and Sobel test. Results of the analysis indicated that E-HRM practices significantly and positively impact organizational performance while organizational agility mediates the relationship between E-HRM practices and OP. Outcomes of this study provided implications like enhancing available literature, to understand the real impact of E-HRM on organizational performance to HR managers. This study also suggests some further research areas for future research.
The aim of this research is to study the recruitment and selection of employees in public sector of
Municipality Naur- Jordan as case study. Recruitment and selection are the most essential parts of human
resource activities and human resource being is the fundamental resource for every organization.The researcher
used primary and secondary methods for the collection of data. Primary data by distributing the questionnaire
among 60 employees in Naur municipality. I used secondary data in our project through searching from the
articles, books related to the topic and internet. The questionnaire has distributed randomly among the
respondents. The researcher used excel program to analyze the data.This study shows that most of employees
they have knowledge about recruitment and selection, because most of them agree that recruitment and
selection are two important functions of human resource management, as well the object of selection process is
to determine whether the prospective candidate possesses the specific qualification. Most of respondents are
agree that the objectives of staffing policies and procedures: attract staff members who possess the attributes,
which will enable them to perform their work to a high standard of competence and efficiency. Most of
employees are agree that the criteria followed by the municipalities of Municipality of Naur in the selection
process (identify job requirements, the qualifications and experience) and consist of the skills and
qualifications required to do the job, like education and work experience. While most of the respondents
strongly agreed that, the aim of selection and recruitment is to choose right people and able to respect and
protect human rights as well is a good policy based on principles such as Respect for diversity; ethical
decision-making and equal treatment.
Similar to E Recruitment Process and Organizational Performance A Literature Review (20)
This document provides an overview of cosmetic science, summarizing different types of cosmetics including skin, hair, face, eye, and nail cosmetics. It describes key ingredients and formulations for different cosmetic products like moisturizers, cleansers, hair conditioners, mascara, lipstick, and nail polish. The document also discusses trends in cosmetic use throughout history and how cosmetics help beautify and care for skin, hair, nails, and facial features.
Standardization and Formulations of Calotropis ProceraYogeshIJTSRD
Plants growing in arid regions have elicited increased attention, because the hostile environment, in which these plants survive, forces them to develop chemical protective systems through adaptation which is rarely found in vegetation of other ecosystems. Furthermore, many of the plants grow in areas, where the dependence on traditional, plant based medicines over industrially produced pharmaceuticals persists to this day. The two plants, Calotopris Procera giant milkweed, also named C. Persica and Calotropis gigantea crown ower , have been used widely in traditional medicine in North Africa, the Middle East, and South and South East Asia. This has led to extensive research on the chemical constituents of the plants. Both plants are known to be sources of cardenolides, and newer research has yielded a number of interesting cancer active constituents. In addition, extracts of both plants have remarkable nematocidal, molluscidal and insecticidal activities. In many regions, the wood of Calotropis plants has been used as a building material and as a source of fuel. In addition, certain parts of the plants have been used as feed for livestock. In other regions, Calotropis plants are seen as invasive species that threaten local plant life and that due to their toxicity also pose a threat to grazing eld animals. Jaffar Khan | Pankaj Chasta | Dr. Gaurav Kumar Sharma | Dr. Kaushal Kishore Chandrul "Standardization and Formulations of Calotropis Procera" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd45145.pdf Paper URL: https://www.ijtsrd.com/pharmacy/other/45145/standardization-and-formulations-of-calotropis-procera/jaffar-khan
Review of the Diagnosis and Treatment of ParalysisYogeshIJTSRD
Paralysis is a complete loss of motor power in any muscle group. When paralysis affects all four extremities, it is called quadriplegia when it affects only the lower extremities, paraplegia and when it affects the extremities on one side of the body, hemiplegic. For this reason, the term paralysis is generally reserved for more focal, less stereotyped weakness, for instance, affecting all the muscles innervated by a peripheral nerve. Many different anatomical lesions and etiologies can cause paralysis and determine its treatment. Bikash Debsingha | Dr. Gourav Kr. Sharma | Dr. Kausal Kishore Chandrul "Review of the Diagnosis and Treatment of Paralysis" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd45108.pdf Paper URL: https://www.ijtsrd.com/pharmacy/pharmacology-/45108/review-of-the-diagnosis-and-treatment-of-paralysis/bikash-debsingha
Comparative Analysis of Forced Draft Cooling Tower Using Two Design Methods A...YogeshIJTSRD
Cooling towers make use of evaporation whereby some of the water is evaporated into a moving air stream and subsequently discharged into the atmosphere which results in cooling of the remainder water. The current research reviews various studies conducted on cooling tower using experimental and numerical techniques. Different design configuration and operating conditions on cooling towers are evaluated by various researchers. Significant findings from researches have shown new and improved design of cooling tower with much better performance as compared to conventional design. Neetish Kumar Sao | Dr. Surendra K. Dwivedi "Comparative Analysis of Forced Draft Cooling Tower Using Two Design Methods: A Review" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd45100.pdf Paper URL: https://www.ijtsrd.com/engineering/mechanical-engineering/45100/comparative-analysis-of-forced-draft-cooling-tower-using-two-design-methods-a-review/neetish-kumar-sao
Criminology Educators Triumphs and StrugglesYogeshIJTSRD
This document summarizes a research study about the triumphs and struggles of criminology educators in the Philippines. It finds that most respondents enjoy seeing their students succeed but find grading and dealing with difficult students stressful. Financially, only one respondent felt stable while others said their salaries were just enough to get by. Respondents did not initially intend to become teachers but stayed for reasons like family and valuing the teaching profession. While teaching had rewards, low salaries and qualifications impacted job satisfaction for some. Overall, the study provides insights into criminology educators' experiences in the Philippines.
A Review Herbal Drugs Used in Skin DisorderYogeshIJTSRD
The human bodys skin is an organ that allows it to interact with the environment while also shielding it from harmful external influences. People of all ages suffer from skin diseases all over the world. Its vital to keep your skin in good form for a healthy physique. Plants have been employed in some form or another since the beginning of time. This research has highlighted some prevalent skin disease issues, as well as the herbals utilized in disease therapy and the various formulations accessible in the pharmaceutical industry. Some medicinal plants have been shown to be quite effective in removing or reducing skin infection disorders. Chandramita Borah | Dr. Gaurav Kumar Sharma | Dr. Kaushal Kishore Chandrul "A Review: Herbal Drugs Used in Skin Disorder" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd45118.pdf Paper URL: https://www.ijtsrd.com/pharmacy/other/45118/a-review-herbal-drugs-used-in-skin-disorder/chandramita-borah
Automatic Query Expansion Using Word Embedding Based on Fuzzy Graph Connectiv...YogeshIJTSRD
The aim of information retrieval systems is to retrieve relevant information according to the query provided. The queries are often vague and uncertain. Thus, to improve the system, we propose an Automatic Query Expansion technique, to expand the query by adding new terms to the user s initial query so as to minimize query mismatch and thereby improving retrieval performance. Most of the existing techniques for expanding queries do not take into account the degree of semantic relationship among words. In this paper, the query is expanded by exploring terms which are semantically similar to the initial query terms as well as considering the degree of relationship, that is, “fuzzy membership- between them. The terms which seemed most relevant are used in expanded query and improve the information retrieval process. The experiments conducted on the queries set show that the proposed Automatic query expansion approach gave a higher precision, recall, and F measure then non fuzzy edge weights. Tarun Goyal | Ms. Shalini Bhadola | Ms. Kirti Bhatia "Automatic Query Expansion Using Word Embedding Based on Fuzzy Graph Connectivity Measures" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd45074.pdf Paper URL: https://www.ijtsrd.com/computer-science/artificial-intelligence/45074/automatic-query-expansion-using-word-embedding-based-on-fuzzy-graph-connectivity-measures/tarun-goyal
A New Proposal for Smartphone Based Drowsiness Detection and Warning System f...YogeshIJTSRD
This paper proposes a Smartphone based system for the detection of drowsiness in automotive drivers. The proposed system uses three stage drowsiness detection technique. The first stage uses the percentage of eyelid closure PERCLOS which is obtained by capturing images with the front camera of the Smartphone with a modified eye state classification method. The system uses near infrared lighting for illuminating the face of the driver during night driving. The second step uses the voiced to the unvoiced ratio VUR obtained from the speech data from the microphone, in the event PERCLOS crosses the threshold. The VUR is also compared with a threshold and if it is a value greater than that of the threshold, it moves on to the next verification stage. In the final verification stage, touch response is required within the stipulated time to declare whether the driver is drowsy or not and subsequently sound an alarm. To awake the driver, a vibrating mechanism is done and also the live GPS location is also sent to an emergency contact. We have studied eight other reference papers for the literature review. The system has three advantages over existing drowsiness detection systems. First, the three stage verification process makes the system more reliable. The second advantage is its implementation on an Android smart phone, which is readily available to most drivers or cab owners as compared to other general purpose embedded platforms. The third advantage is the use of SMS service to inform the control room as well as the passenger regarding the loss of attention of the driver. Abishek K Biju | Godwin Jolly | Asif Mohammed C A | Dr. Paul P Mathai | Derek Joseph "A New Proposal for Smartphone-Based Drowsiness Detection and Warning System for Automotive Drivers" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd45083.pdf Paper URL: https://www.ijtsrd.com/engineering/computer-engineering/45083/a-new-proposal-for-smartphonebased-drowsiness-detection-and-warning-system-for-automotive-drivers/abishek-k-biju
Data Security by AES Advanced Encryption StandardYogeshIJTSRD
Now a days with the rapid development of multimedia technologies, research on safety and security are becoming more important. Multimedia data are generated and transmitted through the communication channels and the wireless media. The efficiencies of encryption based on different existing algorithms are not up to the satisfactory limit. Hence researchers are trying to modify the existing algorithm or even develop new algorithms that help to increase security with a little encryption time. Here in this paper, we have furnished a new technology to modify the AES algorithm which gives more security with a little encryption time and which can be used to encrypt using 128 bit key. Theoretical analysis on the proposed algorithm with the existing reveals the novelty of our work. Here we have proposed a technique to randomize the key and hidden the key data into an encrypted digital image using the basics concept of cryptography and also using the concept of digital watermarking, the concept of key hide has also been encrypted. We have also proposed a new technique to reposition the pixels to break the correlation between them. So, the proposed scheme offers a more secure and cost effective mechanism for encryption. Next on the AES criteria list good performance. Widespread market adoption will require reasonably good performance on a variety of platforms, ranging from easy tocrack smart cards to the largest servers. Good algorithm performance includes speed for the encryption and decryption process as well as the key schedule. Prateek Goyal | Ms. Shalini Bhadola | Ms. Kirti Bhatia "Data Security by AES (Advanced Encryption Standard)" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd45073.pdf Paper URL: https://www.ijtsrd.com/computer-science/computer-security/45073/data-security-by-aes-advanced-encryption-standard/prateek-goyal
Antimicrobial and Phytochemical Screening of Phyllantus NiruriYogeshIJTSRD
Theorigin of Phyllanthus niruri is tropical America from there it spread as a weed to other tropic and sub tropics. It is a tropical annual herb shrub which grows as weed in moist humid waste land. Phyllanthus niruri is among more than 500 Phyllanthus species that are widely spread in temperate and tropical climates region Lizuka et al., 2007. It grows 30 40 cm in height, has small leaves and yellow flowers the stem has green capsule, and blooms with flowers with 5 white sepals and apical acute anther.38g of Mueller Hinton Agar was dissolved in 1000ml distilled water in a conical flask, the mouth of the conical flask was plugged with cotton woo wrapped in aluminium foil. This was sterilized in an autoclave at 121oC for 15mns. The media was removed and allowed to cool to 45oC, later poured into a sterilized plastic petri plates which were appropriately labeled. The present study revealed the antimicrobial activity and phytochemical screening of phyllanthus niruri. The antimicrobial activity of phyllanthus niruri shows great significant against pathogens which are responsible for common infections of skin, respiratory, urinary and gastrointestinal tracts. The phytochemical screening of oxalate, terpenoids, tannins, phenols, quinones, flavonoids, alkaloids, saponins and steroids were all found to be active within the plant. This bioactive phytochemicals present in P. niruri can be useful for further researches on the plant P. nururi since the phytochemicals have shown preclinical efficacies for treating human diseases’ which include hepatitis and HIV AIDS. This work has compiled the chemical constituents present and can be useful for further researches Dr. Mohammed Musa Lawan | Yusuf Sale Baba "Antimicrobial and Phytochemical Screening of Phyllantus Niruri" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd44948.pdf Paper URL: https://www.ijtsrd.com/chemistry/other/44948/antimicrobial-and-phytochemical-screening-of-phyllantus-niruri/dr-mohammed-musa-lawan
There is a need for temperature drop in a buried pipeline based on the media and process. Need of some methodology and design requirement for a set of conditions by reducing pipeline surface temperature and the temperature drops to atmospheric temperature at a particular distance of pipeline. Based on the conduction principle, desire reduction up to atmospheric temperature can be possible. Let us understand by below methods and design of Heat sink for buried pipe line. Natvarbhai Prabhudas Gajjar "Heat Sink for Underground Pipe Line" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd45117.pdf Paper URL: https://www.ijtsrd.com/engineering/other/45117/heat-sink-for-underground-pipe-line/natvarbhai-prabhudas-gajjar
Newly Proposed Multi Channel Fiber Optic Cable CoreYogeshIJTSRD
Fiber optic cables have single core and multiple core options, but single and multiple core fiber cable -˜s core design need to be updated. Newly proposed design gives facilities to multiple usage than traditional design of cable core. Cable core design needs improvement by using present technology for decreasing material and cost and by improving efficiency of cable. Research need to be carried out in this direction. What do you think Natvarbhai Prabhudas Gajjar "Newly Proposed Multi Channel Fiber-Optic Cable Core" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd45116.pdf Paper URL: https://www.ijtsrd.com/engineering/other/45116/newly-proposed-multi-channel-fiberoptic-cable-core/natvarbhai-prabhudas-gajjar
Security Sector Reform toward Professionalism of Military and PoliceYogeshIJTSRD
The need to understand and at the same time give prescriptions for the direction of security reform in Third world countries after the end of World War II has prompted the emergence of a big project called the study of security reform SSR . Within this framework emerge various theories and strategies for security reform, with various variations, including ideological variations that underlie these theories. The reform of the structural aspect is a reform of the institutional and structure of an institution, the instrumental reform includes the reform of the system, laws and regulations, while the reform of the cultural aspect is a reform of the habits or organizational culture in institutions in general and in particular the Timor Leste’s security institutions, both military and police. Arquimino Ramos "Security Sector Reform toward Professionalism of Military and Police" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd45061.pdf Paper URL: https://www.ijtsrd.com/humanities-and-the-arts/political-science/45061/security-sector-reform-toward-professionalism-of-military-and-police/arquimino-ramos
Stress An Undetachable Condition of LifeYogeshIJTSRD
Stressful life events affects human body, which may lead to cardiovascular diseases and effect metabolism and immune system. Recent studies showed increase in stress levels in developing countries. This study aimed to determine the stress levels in MBBS students. The objectives of the study are a To determine the current stress level, b To assess relation between stress level and lifestyle of college students. The present study was carried out in Ahmedabad City of Gujarat State. A total of 400 medical students were included in the study, which were selected using multi stage sampling aged between 18 years to 25 years. Students were questioned regarding their socioeconomic and life style parameters. The results showed that physical activity such as walking, exercise, yoga, meditation etc. were associated to stress levels. College students showed high stress levels with more satisfaction were mostly smokers. Their major reason for eating junk food and smoking was, increase in stress. Conclusion Majority of students suffered from moderate stress levels. Despite of having stress they were happy and satisfied with life with less no internet addiction. Spirituality and stress scales had a positive correlation as most of the students were averagely highly spiritual. Discriminant function can be used to determine the stress level of a person using age, BMI, internet addiction, spirituality, happiness scale and life satisfaction scale of that person. Jayshree N. Tolani | Dr. Nitinkumar D. Shah "Stress: An Undetachable Condition of Life" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd45054.pdf Paper URL: https://www.ijtsrd.com/other-scientific-research-area/other/45054/stress-an-undetachable-condition-of-life/jayshree-n-tolani
Comparative Studies of Diabetes in Adult Nigerians Lipid Profile and Antioxid...YogeshIJTSRD
The study sought to determine the extent to which the usage of social media in the marketing of agricultural products in South West Nigeria can enhance farmers turnover. It employed the survey research design to collect data with the help of a structured questionnaire to elicit information from respondents selected from six 6 south western states. Research data were analysed using structural equation modelling. The results showed that the use of social media WhatsApp and Facebook in marketing of agricultural products significantly enhances farmers turnover. The managerial implication is that use of Whatsapp and Facebook in the marketing of agricultural products for the enhancement of farmers’ turnover was found to have significant influence on the enhancement in farmers’ turnover from agricultural products. Policy makers in government should provide the enabling environment for the telecommunication companies to enhance their reach by installing their facilities across the length and breadth of the country so that the network coverage will be strong at all times so that the benefits of social media usage will not be constrained. Egejuru, Leonard O | Akubugwo, Emmanuel I | Ugorji, Beatrice N "Comparative Studies of Diabetes in Adult Nigerians: Lipid Profile and Antioxidants Vitamins (A and C)" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd45021.pdf Paper URL: https://www.ijtsrd.com/biological-science/biochemistry/45021/comparative-studies-of-diabetes-in-adult-nigerians-lipid-profile-and-antioxidants-vitamins-a-and-c/egejuru-leonard-o
To Assess the Severity and Mortality among Covid 19 Patients after Having Vac...YogeshIJTSRD
The severity and mortality of COVID 19 cases has been associated with the Three category such as vaccination status, severity of disease and outcome. Objective presently study was aimed to assess the severity and mortality among covid 19 patients. Methods Using simple lottery random method 100 samples were selected. From these 100 patients, 50 patients were randomly assigned to case group and 50 patients in control group after informed consents of relative obtained. Patients in the case group who being died after got COVID 19 whereas 50 patients in the control group participated who were survive after got infected from COVID 19 patients. Result It has three categories such as a Vaccination status For the vaccination status we have seen 59 patients were not vaccinated and 41 patients was vaccinated out of 100. b Incidence There were 41 patients were vaccinated whereas 59 patients were not vaccinated. c Severity In the case of mortality we selected 50 patients who were died from the Corona and I got to know that out of 50 patients there were 12 24 patients were vaccinated whereas 38 76 patients were non vaccinated. Although for the 50 control survival group total 29 58 patients were vaccinated and 21 42 patients was not vaccinated all graph start. Conclusion we have find out that those people who got vaccinated were less infected and mortality rate very low. Prof. (Dr) Binod Kumar Singh | Dr. Saroj Kumar | Ms. Anuradha Sharma "To Assess the Severity and Mortality among Covid-19 Patients after Having Vaccinated: A Retrospective Study" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd45065.pdf Paper URL: https://www.ijtsrd.com/other-scientific-research-area/other/45065/to-assess-the-severity-and-mortality-among-covid19-patients-after-having-vaccinated-a-retrospective-study/prof-dr-binod-kumar-singh
Novel Drug Delivery System An OverviewYogeshIJTSRD
In present scenario evolution of an existing drug molecule from a old form to a novel delivery system can significantly improve its performance in terms of patient compliance, safety and efficacy. In the form of a control drug delivery system an existing drug molecule can get a new life. An appropriately designed Novel Drug Delivery System can be a major advance for solving the problems related towards the release of the drug at specific site with specific rate. The porpuse for delivering drugs to patients efficiently and with fewer side effects has prompted pharmaceutical companies to engage in the development of new drug delivery system. This article covers the basic information regarding Novel Drug Delivery Systems and also advantages, factor etc. Chiranjit Barman | Dr. Gaurav Kumar Sharma | Dr. Kausal Kishore Chandrul "Novel Drug Delivery System: An Overview" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd45068.pdf Paper URL: https://www.ijtsrd.com/pharmacy/novel-drug-delivery-sys/45068/novel-drug-delivery-system-an-overview/chiranjit-barman
With the growth of technology their grows threat to our data which is just secured by passwords so to make it more secure biometrics came into existence. As biometric systems are adopted and accepted for security purpose for various information and security systems. Hence it is immune to attacks. This paper deals with the security of biometric details of individuals. In this paper we will be discussing about biometrics and its types and the threats and security issues which is not talked about usually. The different technologies evolved and had contributed to biometrics in long run and their effects. Sushmita Raulo | Saurabh Gawade "Security Issues Related to Biometrics" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd44951.pdf Paper URL: https://www.ijtsrd.com/computer-science/computer-security/44951/security-issues-related-to-biometrics/sushmita-raulo
Comparative Analysis of Different Numerical Methods for the Solution of Initi...YogeshIJTSRD
A mathematical equation which involves a function and its derivatives is called a differential equation. We consider a real life situation, from this form a mathematical model, solve that model using some mathematical concepts and take interpretation of solution. It is a well known and popular concept in mathematics because of its massive application in real world problems. Differential equations are one of the most important mathematical tools used in modeling problems in Physics, Biology, Economics, Chemistry, Engineering and medical Sciences. Differential equation can describe many situations viz exponential growth and de cay, the population growth of species, the change in investment return over time. We can solve differential equations using classical as well as numerical methods, In this paper we compare numerical methods of solving initial valued first order ordinary differential equations namely Euler method, Improved Euler method, Runge Kutta method and their accuracy level. We use here Scilab Software to obtain direct solution for these methods. Vibahvari Tukaram Dhokrat "Comparative Analysis of Different Numerical Methods for the Solution of Initial Value Problems in First Order Ordinary Differential Equations" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd45066.pdf Paper URL: https://www.ijtsrd.com/mathemetics/applied-mathematics/45066/comparative-analysis-of-different-numerical-methods-for-the-solution-of-initial-value-problems-in-first-order-ordinary-differential-equations/vibahvari-tukaram-dhokrat
Evaluation of Different Paving Mixes Using Optimum Stabilizing ContentYogeshIJTSRD
Bituminous mixes are most commonly used all over the world in flexible pavement construction. It consists of asphalt or bitumen used as a binder and mineral aggregate which are mixed together, laid down in layers and then compacted. Under normal circumstances, conventional bituminous pavements if designed and executed properly perform quite satisfactorily but the performance of bituminous mixes is very poor under various situations. Today’s asphaltic concrete pavements are expected to perform better as they are experiencing increased volume of traffic, increased loads and increased variations in daily or seasonal temperature over what has been experienced in the past. In addition, the performance of bituminous pavements is found to be very poor in moisture induced situations. Considering this a lot of work has been done on use of additives in bituminous mixtures and as well as on modification of bitumen. Research has indicated that the addition of polymers to asphalt binders helps to increase the interfacial cohesiveness of the bond between the aggregate and the binder which can enhance many properties of the asphalt pavements to help meet these increased demands. However, the additive that is to be used for modification of mix or binder should satisfy both the strength requirements as well as economical aspects. Naveen Kumar | Ms. Shivani "Evaluation of Different Paving Mixes Using Optimum Stabilizing Content" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd45089.pdf Paper URL: https://www.ijtsrd.com/engineering/civil-engineering/45089/evaluation-of-different-paving-mixes-using-optimum-stabilizing-content/naveen-kumar
How to Manage Your Lost Opportunities in Odoo 17 CRMCeline George
Odoo 17 CRM allows us to track why we lose sales opportunities with "Lost Reasons." This helps analyze our sales process and identify areas for improvement. Here's how to configure lost reasons in Odoo 17 CRM
The simplified electron and muon model, Oscillating Spacetime: The Foundation...RitikBhardwaj56
Discover the Simplified Electron and Muon Model: A New Wave-Based Approach to Understanding Particles delves into a groundbreaking theory that presents electrons and muons as rotating soliton waves within oscillating spacetime. Geared towards students, researchers, and science buffs, this book breaks down complex ideas into simple explanations. It covers topics such as electron waves, temporal dynamics, and the implications of this model on particle physics. With clear illustrations and easy-to-follow explanations, readers will gain a new outlook on the universe's fundamental nature.
This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
How to Fix the Import Error in the Odoo 17Celine George
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
Main Java[All of the Base Concepts}.docxadhitya5119
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
हिंदी वर्णमाला पीपीटी, hindi alphabet PPT presentation, hindi varnamala PPT, Hindi Varnamala pdf, हिंदी स्वर, हिंदी व्यंजन, sikhiye hindi varnmala, dr. mulla adam ali, hindi language and literature, hindi alphabet with drawing, hindi alphabet pdf, hindi varnamala for childrens, hindi language, hindi varnamala practice for kids, https://www.drmullaadamali.com
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
তাই একজন নাগরিক হিসাবে এই তথ্য গুলো আপনার জানা প্রয়োজন ...।
বিসিএস ও ব্যাংক এর লিখিত পরীক্ষা ...+এছাড়া মাধ্যমিক ও উচ্চমাধ্যমিকের স্টুডেন্টদের জন্য অনেক কাজে আসবে ...
Executive Directors Chat Leveraging AI for Diversity, Equity, and InclusionTechSoup
Let’s explore the intersection of technology and equity in the final session of our DEI series. Discover how AI tools, like ChatGPT, can be used to support and enhance your nonprofit's DEI initiatives. Participants will gain insights into practical AI applications and get tips for leveraging technology to advance their DEI goals.
2. International Journal of Trend in Scientific Research and Development @ www.ijtsrd.com eISSN: 2456-6470
@ IJTSRD | Unique Paper ID – IJTSRD45086 | Volume – 5 | Issue – 5 | Jul-Aug 2021 Page 1318
from all over the world in quick and expedient ways.
Thus, an organization's ability to quickly and
efficiently recruit and hire capable employees is an
important determinant of organizational effectiveness
and competitive advantage.
Zulqarnain and Razaullah (2010) assert that different
resources must support the attainment of
organizational goals which include financial,
technological, human and other resources. Among all
these, according to them, human resource
management is the prime one which ensures right
man for the right job. This, if achieved, paves way for
optimum organizational performance. Traditional
recruitment, which uses formal sources like
advertising, starts with the identification of required
applicants and proceeds with activities to attract and
persuade qualified applicants to apply. Job
applications are then received, screened and sorted,
leading to the drawing up of a shortlist of potential
candidates. The process ends with communicating the
pre-screening results to applicants (Anna, 2010).
Interestingly, internet has changed the world and the
above scenario in a lot of ways and this has had an
impact on various walks of life. In the view of Ashok
and Priyanka (2014), one of the latest areas of
technology that has changed the corporate world is e-
recruitment. According to him, the advent of the
internet has radically changed the communication and
information dissemination in the business world and
in the society at large as well as the process of
recruitment which plays a very important role in an
organizational scenario. Internet is one of the greatest
recruitment resources available to recruiters today for
locating job candidates, making newspapers
advertising an obsolete recruitment method. The
process of using internet to identify and attract
potential employees to your organization has been
termed as e-recruitment. This online recruitment has
proved to be a boon for the job seekers over the past
decade. The internet is a medium which connects the
job seekers and the employer for the E-recruitment
purpose. E-recruitment takes care of the entire
recruitment process, from placing the job
advertisements, receiving the resumes and selecting
the right candidates for the right job in a simplified
and cost effective manner (Ashok and Priyanka, 2013
cited in Ashok and Priyanka, 2014).
Despite the reported growth of the use of internet, a
gap seems to have developed between research into
and the practice of e-recruitment (Anderson, 2003 and
Sylva and Mol, 2009). In this regards this study tends
to evaluate E-recruitment and Organizational
performance. Thus this paper seek to examine the
influence of E-recruitment process and
Organizational performance.
Conceptual Framework
Figure 1:1
Source: Researchers conceptualized, 2021.
Adapted from Breaugh, Macan and Grambow(2008)
E-Recruitment Process
E- Applicant Tracking
Organizational Performance
E-Interview
E-Selection
E- On-boarding
Employee Performance
Operational Performance
Economic Performance
Profitability
3. International Journal of Trend in Scientific Research and Development @ www.ijtsrd.com eISSN: 2456-6470
@ IJTSRD | Unique Paper ID – IJTSRD45086 | Volume – 5 | Issue – 5 | Jul-Aug 2021 Page 1319
Aim and Objectives of the Study
The aim is to determine the influence of E-
recruitment process and organizational performance
by evaluating:
1. The influence of E-tracking on organizational
performance.
2. The influence of E-interview on organizational
performance.
3. The influence of E-selection on organizational
performance.
4. The influence of E-on-boarding on organizational
performance.
Literature Review
Conceptual Review
Concept of E-recruitment Process
E-recruitment Process is the use of technology and
electronic resources for the process of attracting
selecting and managing the recruitment in a company.
It involves training carried out by the organization
using technology for the purpose of identifying
probable employees. It is also known as online
recruitment as internet communication is vital to the
process. However it has certain disadvantages such as
being too impersonal, high volume of responses and
faces certain technology issues. Much of E-
recruitment centers around major job sites which
categories open positions by location, industry and
seniority. Breaugh and Starke (2000): Recruitment
includes those practices and activities carried out by
the Organization with the primary purpose of
identifying and attracting potential employees. Barber
(2000) asserts that it is an important part of human
resources management as it performs the essential
function of drawing important resource that is human
capital into the organization. Bussler and Davis,
(2001): online recruitment also known as E-
recruitment is one of the worldwide trends for Human
Resource functions. Joe Dysart, (2006): it has evolved
into a sophisticated interactive engine with the ability
to automate every facet of the hiring process virtually.
The success of every organization depends on the
vital value of the experience, skills, innovativeness
and intellectual capital of its employees and efficient
and effective recruitment by human resource
personnel give rise to the generation of an
organization’s intellectual capital. As global
competition for talent persists, an organization’s
ability to attract and recruit top and appropriate talent
expeditiously becomes pivotal to the organization’s
ability to compete successfully.
For decades, organizations typically relied solely on
the traditional paper-based recruitment method for
talent but for the past twenty years, there has been a
paradigm shift in recruitment as many organizations
have been transitioning into the use of electronic
recruitment, (e-recruitment) or a combination of the
traditional paper-based recruitment method with
electronic recruitment, but the trend towards adoption
of electronic recruitment is ever increasing as the
enormous benefits of electronic recruitment is
becoming obvious to many human resource
managers. There are many definitions used to
describe recruitment (e.g., Breaugh, 1992; Breaugh
and Starke, 2000; Rynes, 1991; Saks, 2005; Taylor &
Collins, 2000). “Recruitment includes those practices
and activities carried on by the organization with the
primary purpose of identifying and attracting
potential employees” (Barber, 1998:5). Sims (2002)
defined recruitment as the process of discovering,
developing, seeking and attracting individuals to fill
actual and/or anticipated job vacancies; it has three
general purposes: to fill job vacancies; to acquire new
skills; and to allow organizational growth.
Recruitment activities involve either external
candidates from outside. The term, online
recruitment, e-recruitment, cyber recruiting, or
internet recruiting imply the formal sourcing of job
information online (Vistal, Patil and Patil, 2012). E-
recruitment is a hiring process that utilizes a variety
of electronic means and technologies with the
primary purpose of identifying, attracting, and
selecting potential employees (Lee, 2011). E-
recruiting technologies are web-based technologies
that help recruiters and job applicants to complete
their tasks more efficiently and effectively by
automating recruiting processes and providing the
information necessary for making appropriate
decisions. These technologies include, career web
sites, applicant tracking system, job search agent,
prescreening/self-assessment tools, talent
management systems, streaming videos. Candidate
relationship management system, and social media
(Lee, 2011).
This usually means the use of an organization’s own
website, a third-party job site or job board, a
curriculum vitae (CV) database, search engine
marketing or social media platforms to fill vacancies.
Organizations advertise job vacancies through
worldwide web, and job seekers send their
applications and curriculum vitae (CV) through e-
mail using the internet (Lee, 2011). Recruitment, is an
umbrella or composite-term characterized by diverse
properties and a broad range of practices, tools, and
processes related to recruiting (Henry and Noon,
2001). Recruitment is elaborated to include candidate
management technology, and the recruitment process
in general, example, tracking applicants, selecting,
offering jobs and rejecting (Parry &Tyson, 2009).
4. International Journal of Trend in Scientific Research and Development @ www.ijtsrd.com eISSN: 2456-6470
@ IJTSRD | Unique Paper ID – IJTSRD45086 | Volume – 5 | Issue – 5 | Jul-Aug 2021 Page 1320
Electronic recruitment or e-recruitment has been an
issue of interest over the past twenty years and today
many organizations use the internet as a source of
recruitment. E-recruitment covers the following
digital Human Resource Management (HRM)
practices: advertising of employment opportunities on
job databases, career portals, social networking sites,
corporate web sites and intranets, and other online
resources; e-recruitment systems for application
submission, tracking, screening and candidate
management; resume databases and search engines,
etc. (Holm, 2012). The virtual recruiting environment
will vary in the level of sophistication depending on
the level of technology used and the scope of
activities it covers. The choice as to which of these
methods to adopt relies on the organizations’ size,
needs, and recruitment budget. E-recruitment can be
divided into two main categories: a) corporate
website used for recruitment and b) commercial job
boards where job advertisements are posted (Parry, et
al., 2009. Harris (2004) makes a clear distinction
between we-find-you approaches and you-find-us
approaches. We-find-you approaches refer to the
methods whereby the recruiter searches for applicants
while you-find-us approaches refer to methods
whereby the potential applicant searches for the
organization (Harris, 2004).
Dimensions of E-Recruitment Process
E-Application Tracking
According to Grambow (2008), an Applicant
Tracking System (ATS) is a software application that
enables the electronic handling of e-recruitment
needs. An ATS can be implemented or accessed
online on an enterprises or small business level,
depending on the needs of the company and there is
also free and open source ATS software available. An
ATS is very similar to customer relationship
management (CRM) system, but are designed for
recruitment tracking purposes. In many cases they
filter applications automatically based on given
keyword criteria such as: skills, former employers,
years of experience and schools attended etc.
Engelbrecht-Wiggans and Katok, (2006) holds that E-
Tracking refers to internet-enabled applications and
decision support tools that facilitate interactions
between applicants and employer through the use of
online negotiations, online auctions, reverse auctions
and similar tools. E-tracking is especially associated
with online auctions, which enable prices reductions
by introducing the element of competition. They are
visible, clearly structured and make the procurement
process transparent. The goal of tracking is to find
and identify matching candidates for a target profile.
It is much more than performing a specialized resume
search on the CV database or just perusing the
applications received in response to a job posting.
That’s what generally recruiters do.
E-Interview
Breaugh, Macan and Grambow(2008) are of the
view that Electronic interviews are a method of data
collection using electronic communication facilities
to access and communicate with participants.
Interviews can be held online, in real time, or using e-
mail to communicate asynchronously. The most
typical online interview is the interview via webcam.
Rather than having you travel to an office, the
interviewer will simply conduct the interview via
video. If you're not familiar with these technologies,
it's a good idea to practice using them with a friend
before conducting the interview. There are many
reasons online interviews can be an appropriate and
valuable methodological tool. For example, the use of
online interviews as opposed to onsite interviews
provides the researcher with opportunities to carry out
interviews with a very geographically dispersed
population. Interview individuals or groups who are
often difficult to reach, such as the less physically
mobile (disabled/in prison/in hospital) or the socially
isolated (drug dealers/terminally ill/ etc.) or those
living in dangerous places (e.g. war zones). Carry out
interviews in a personal, yet neutral, location such as
a home. Researchers and participants can be
comfortable while still maintaining their personal
space and, if necessary, keep their specific
whereabouts private.
Reach a target audience where the audience is
unknown (e.g. people who may use a certain type of
technology) or would like to remain anonymous. E-
mail and instant messaging interview methods have
the advantage of privacy. Interviews that take place in
public online venues (e.g. discussion boards, chat
rooms) may be off-putting to some participants.
Provide savings in costs to the researcher (for
example, costs associated with travel and venue hire).
Record data quickly and accurately. Video and audio
interactions on Skype can be easily captured using
desktop software. Data generated from textual forms
(e.g. chat rooms, e-mail correspondence) is already
transcribed. Reduce the environmental impact of
research by eliminating the resource expenditure
associated with traveling long distances. Interview
individuals who would like to stay visual anonymous
and to engage in more self-disclosure or feel liberated
from stereotypes that may be associated with visible
identity markers such as age, race or gender. Because
the participant cannot see the researcher, this may
also help reduce issues of interviewer effect. In
asynchronous interviews the extended time frame can
also be a benefit allowing researchers more time to
5. International Journal of Trend in Scientific Research and Development @ www.ijtsrd.com eISSN: 2456-6470
@ IJTSRD | Unique Paper ID – IJTSRD45086 | Volume – 5 | Issue – 5 | Jul-Aug 2021 Page 1321
think of evocative or precise follow-up questions.
Researchers can reread the chat history and use
previous responses to inform the subsequent
questions. An Organization can adopt the online
interview preferable to them.
E-Selection
E-selection may be beneficial to applicants in that
applicants can apply for jobs easily through either
Internet or intranet based systems. Thus, e-selection
has the potential to both increase the efficiency of the
selection process and provide applicants with an easy
means of applying for jobs (Kehoe et al., 2005).This
selection is considered relevant for probation
employment pending when there is an improvement
before a permanent/full staff employment is usually
offered, the reason why the HR deem it necessary to
offer a probation employment is to study the
employee critically under this period of probationary
employment and assess his/her performance to
determine his/her suitability and performance.
E- On-Boarding
Breaugh, Macan and Grambow(2008) believe that
on-boarding is the last phase in the recruitment
process and they hold that E-on-boarding is an act of
bringing the selected prospective employee onboard
by means of entering their data and relevant
information about them on the company’s database,
this is done for reference purpose and for
documentation reasons. E-on-boarding is the final
stage in the e-recruitment process as its only
successful candidate(s) that are brought onboard.
E-Tracking and Employee Performance
Harris (2004) is of the view that E-tracking is a
medium used to select and follow up with prospective
employee recruitment process. In his view he believe
that E-tracking enhance employee performance as it
help produce competent employee which in return
enhance employee performance therefore improving
organizational performance. Employee performance
can also be measured through the combination of
expected behavior and task-related aspects
(Motowidlo, 2003), even though performance is often
determined by financial figures. In reality,
performance that is based on an absolute value or
relative judgment may reflect overall organizational
performance (Gomez- Mejia, Balkin and Cardy,
2007; Wall et al., 2004). However, Wiedower (2001)
asserted that performance measure that is based on
the performance appraisal items offers higher
reliability in evaluating performance. High
performance employees pursue higher level of
individual and organizational performance which
involve quality, productive, innovation rate and cycle
time of performance (Bharadwaj, 2005) and therefore
they will be able to assist organization to achieve its
strategic aims and sustaining the organization
competitive advantage (Dessler, 2011). Thus, in order
to attract and sustain higher employee satisfaction and
performance, employer need to treat their workers as
the most important internal resources and gratify
them (Jin, 2007). Employee performance can also be
influenced from the e-tracking stage in an interview
as the qualification and experience of a prospective
employee would go a long way to determine the
quality of the employee which would enhance
employee and organizational performance (Samad,
2007).
E-Interview and Operational Performance
Organizations may benefit from hiring employees
based on their fit with the culture and goals of an
organization rather than just the requirements of a
particular job (Bowen, Ledford, & Nathan, 1991;
Chatman, 1991; Govindarajan, 1989). The e-
interview represents one important method that
organizations can utilize to establish best fit. Who is
best for the job and why is the person best fit for the
role. Ricklefs, 1979; Rynes& Gerhart, 1990 holds that
E- interview is a decision stage that determine the
suitability of a candidate. The E-interviews enable
organizations and applicants to interact through a
virtual format, allowing each party to determine if the
other demonstrates congruent values. Although
interviewers readily claim the importance of ``fit'' in
their hiring decisions (Ricklefs, 1979; Rynes&
Gerhart, 1990). The E- interview is used to determine
suitable and qualified applicant which are bond to
enhance operational performance which is measure in
terms of returns on invest, turn over and profitability
(Ricklefs, 1979; Rynes& Gerhart, 1990). Therefore it
is believed that the E-interview is a good dimension
of determining operational performance which
determine organizational productivity and growth.
E-Selection and Economic Performance
M. Smith, (2001), selection procedure also should be
in application to the modern techniques. The literature
says that employers are doing the traditional method
of recruiting rather than the modern technologies.
Ahmad and Schroeder (2002), opined that the first
step to ensuring the success of organizations, is to
make sure that employees possess the right qualities
thus; effective recruitment practice reduces labour
turnover and enhances employee morale which
enhances economic and productive performance of an
organization. Leopold (2002) defined recruiting as a
“positive process of generating a pool of candidates
by reaching the “right audience, suitable to fill the
vacancy”, he further stated that once these candidates
are identified, the process of selecting appropriate
6. International Journal of Trend in Scientific Research and Development @ www.ijtsrd.com eISSN: 2456-6470
@ IJTSRD | Unique Paper ID – IJTSRD45086 | Volume – 5 | Issue – 5 | Jul-Aug 2021 Page 1322
employees for employment can begin through the
means of collecting, measuring, and evaluating
information about candidates qualifications for
specified vacant positions. Jovanovic (2004) asserts
that recruitment and selection is a process of
attracting a pool of high quality applicants with a
view to selecting the best among them. For this
reason, top performing companies devoted
considerable resources and energy to creating high
quality E- selection systems. Thus, E-selection can be
concluded as a process of identifying and attracting a
group of potential candidates from within and outside
the organization to evaluate for employment.
E-On Boarding and Profitability
M. Smith, (2001) holds that E-on-boarding is the
phase of offering a probation or full employment to
successful candidates who are selected.
The COVID-19 pandemic, also known as the
coronavirus pandemic, is an ongoing pandemic of
coronavirus disease 2019 (COVID-19) caused
by severe acute respiratory syndrome coronavirus
2 (SARS-CoV-2). It was first identified in December
2019 in Wuhan, China. The World Health
Organization declared the outbreak a Public Health
Emergency of International Concern in January 2020
and a pandemic in March 2020. As of 5 March 2021,
more than 115 million cases have been confirmed,
with more than 2.56 million deaths attributed to
COVID-19, making it one of the deadliest pandemics
in history.
The Covid-19 pandemic has a negative effect on
Organizational performance, however it didn’t affect
the E-recruitment process. The E-on-boarding stage
was fully utilized during the covid-19 era as the E-
recruitment process provided adequate recruitment
process that was not affected by the pandemic which
in return enhanced organizational profitability.
Organizational Performance
There are possibly as many interpretations of the term
organizational performance as the studies that have
used the construct. Luo et al. (2012) who conducted a
meta-analysis of organizational performance
suggested that it should be measured in economic,
operational terms, productivity and profitability
terms:
Employee Performance is defined as how
an employee fulfills their job duties and executes their
required tasks. It refers to the effectiveness, quality,
and efficiency of their output. Performance also
contributes to our assessment of how valuable
an employee is to the organization. One of the
most important factors in employee performance is to
achieve goals. Successful employees meet deadlines,
make sales and build the brand via positive customer
interactions. When employees do not perform
effectively, consumers feel that the company is
apathetic to their needs, and will seek help elsewhere.
Economic Performance looks at financial and
market outcomes which assess the profits, sales,
return on investment for shareholders, and other
financial metrics and Productivity. Focuses on the
overall performance of an organization in the light of
the services it rendered. This provide a critical
analysis on the services/products rendered by the
organization.
Operational Performance on the other hand, focuses
on the observable indices like customer satisfaction
and loyalty, the firm’s social capital, and competitive
edge derived from capabilities and resources.
Profitability: after all said and done, the profitability
tends to measure the profit derived by an organization
after deducting the administrative expenses and all
other cost incurred. In other words, it is profit after
tax. This is an indication of the actual financial
position of a firm.
Empirical Review
Organization as defined by Mondy et al. (1990) is
where two or more people work together in a
coordinated manner to achieve group results.
According to Daft (1983), organizations are social
entities that are goal-directed, deliberately structured
activity systems with an identifiable boundary.
Furthermore, Gunu et al. (2013) assert that
organizational performance encompasses the actual
output or results of an organization as measured
against its intended outputs. The view of Wikipedia
(2008) sees organizational performance as comprising
three specific areas of firm outcomes which include
(i) financial performance, profit, return on asset,
return on investment, etc.) (ii) products and market
performance (sales, market share, etc.) (iii)
shareholder return (total shareholder return, economic
value added, etc.). Many organizations in recent years
have attempted to manage organizational
performance using the balance scorecard
methodology where performance is tracked and
measured in multiple dimensions such as; financial
performance, customer service, social responsibility
and employee stewardship (Wikipedia, 2008). This
study seeks to measure organizational performance
using financial performance, that is, profitability. E-
recruitment and Organizational Performance because
of the wide use of internet for recruiting. It must have
benefits over traditional methods. The following
section gives a literature review of possible influence
of internet recruitment methods for the recruitment
process and the organizational performance.
7. International Journal of Trend in Scientific Research and Development @ www.ijtsrd.com eISSN: 2456-6470
@ IJTSRD | Unique Paper ID – IJTSRD45086 | Volume – 5 | Issue – 5 | Jul-Aug 2021 Page 1323
Organizational performance is the organization’s
ability to attain its goals in an efficient and effective
manner. Effectiveness is defined as the degree to
which the organization achieves a goal, for instance,
the use of minimal resources, to achieve an
organizational goal. A usual goal of recruiting is to
attract a pool of the best and brightest applicants so
that the most effective employees can be hired (Daft,
2000 and Berry, 2003). Therefore, E-recruitment
process goal, according to Maarten (2006) translates
to achieving organizational goal and has to be
achieved in an efficient and effective manner. The
most often reported benefits of internet recruitment
process include wider application outreach (Kay,
2000), faster information exchange between potential
employees and employers (Singh and Finn, 2003),
lower costs of advertising (Zall, 2000), accessibility
and availability of data (Sylva and Mol, 2009),
reduced costs of communications (Lin and
Stasinskaya, 2002) and improved organizational
attraction (Ployhart et al., 2006).
As a result, an online hiring process is regarded as
being more cost efficient and the fastest route to
finding the right candidates than traditional paper-
based recruitment (Lin and Stasinskaya, 2002).
However, the achievement of the above benefits of E-
recruitment process, on one hand has tremendously
influenced the performance of organization on the
other hand. Galanaki (2002) found that internet
agencies provide organizations with fewer but
substantially better applicants than traditional
recruitment agencies. Also, Barber (2006) from the
Institute for Employment Studies (UK) also examined
the benefits of E-recruitment process. The study
revealed that access to a wider pool of applicants and
promotion of a company’s reputation as well as brand
are frequently mentioned by human resource
specialists who analyze the strengths of e-recruitment
which is more advantageous and enhance
organizational performance in comparison to other
recruitment process. It is, therefore believed that these
strength would translate into greater organizational
performance. Organizational performance is the
organization’s ability to attain its goals in an efficient
and effective manner which is measured in terms of
productivity and profitability. E-recruitment process
is reliable and efficient which produce competent
employee which in return enhance organizational
performance to higher productivity Galanaki (2002),
this implies that E-recruitment process is reliable in
producing competent employee which would enhance
organizational performance to higher productivity.
Theoretical Foundation
Recruitment, Selection and Retention Theory
Recruiting, hiring and retaining employees requires
tried-and-true human resources techniques to
prevent bad hires and high turnover. Small
businesses often don’t have trained human resources
processionals to handle their hiring, so an
understanding of human resource theories and best
practices will help you put together the best possible
team for your company.
Planning ahead will help reduce the necessity to fire
or move employees to different areas if they weren’t
brought on properly. To effectively recruit, interview
and retain employees, you’ll need job descriptions
for each position. This will help you attract job
applicants who know exactly what the job entails,
whether or not they can do it and if they have the
qualifications, skills and competencies. To retain
employees, you’ll need to make them feel they are
being treated fairly, and this requires giving them
annual reviews based on their job descriptions.
Employees become frustrated when they are told
they did not perform tasks they did not know were
part of their responsibilities. Recruiting workers
starts with an accurate advert. The advert should
include a detailed, accurate job description. This not
only increases your chance of getting qualified
applicants but also can help prevent legal problems
later. Advertise on job boards and in publications
where people with the background you seek
congregate. If cost is an issue, give a brief overview
of the job, then direct applicants to a more-detailed
description on your website. Create a list of
attributes your ideal employee will have and divide
resumes and applications into three piles, based on
the number of applications you receive. Assign one
point for each attribute, and divide your resumes and
applications in A, B and C piles, based on the score
of each person. Interview those receiving A scores,
toss the C pile and keep the B pile on hand for one
more review in the event you don’t find your
candidate from the A pile — B candidates might
have attributes you overlooked during your first
inspection. During interviews, ask employees to
discuss their management or work with other people,
how they solve problems, their specific experience
in relation to your job opening and what they can do
for your company. Your focus during job interviews
should not be to determine how applicants
performed for others in the past, but on how they
might perform for you in the future. When hiring
employees, discuss compensation, including pay and
8. International Journal of Trend in Scientific Research and Development @ www.ijtsrd.com eISSN: 2456-6470
@ IJTSRD | Unique Paper ID – IJTSRD45086 | Volume – 5 | Issue – 5 | Jul-Aug 2021 Page 1324
benefits. A good benefits package, including
vacation time, personal time off, health insurance,
daycare and voluntary benefits, such as dental or
vision insurance, can help make you an employer of
choice. The ethics of salary negotiation can sour a
relationship with a new worker before it even starts.
If you know what the position is worth to the
company and the candidate you have selected is the
best choice, offer them what you have determined
the position is worth. If you want to pay as little as
possible, even if it means paying your employee less
than the job is worth, ask candidates for their salary
history or salary requirement. You may find the
employee is willing to work for less than your job is
worth. Salary histories do not provide an accurate
estimate of an applicant’s worth, because she might
have improved her skills, have other, better-paying
options because of her recent growth or skill
development or have worked for a small or large
company that could afford to pay differently than
you. Ask for references from finalist candidates and
conduct interviews.
Keeping workers often depends on good
communication. Give new hires 30- and 90-day
reviews to gauge how they feel about working for
you. These reviews do not need to include raises.
Ask the new hire’s managers how he is performing.
Get qualitative feedback from coworkers and
quantitative data from his department on his
performance if possible. Praise employees in writing
if they are a doing a good job so they know their job
is secure and they are part of a team.
Theories of Organizational Performance
Increasing complexities in functions of business
have led to the emergence of new and
comprehensive concepts in business management.
Organizational Performance management is a
concept in the field of human resource
management.
“It is a continuous process of identifying,
measuring and developing the performance of
individuals and aligning performance with the
strategic goals of the organization” (Aguinis, 2009).
The following theories are theories of organizational
performance and how organizational performance can
be managed appropriately.
Goal Setting Theory
Goal setting theory had been proposed by Edwin
Locke in the year 1968. This theory suggests that
the individual goals established by an employee
play an important role in motivating him for
superior performance. This is because the
employees keep following their goals. If these goals
are not achieved, they either improve their
performance or modify the goals and make them
more realistic. In case the performance improves it
will result in achievement of the performance
management system aims (Salaman et al, 2005).
Expectancy Theory
Expectancy theoryhad been proposed by Victor
Vroom in 1964. This theory is based on the
hypothesis that individuals adjust their behavior in
the organization on the basis of anticipated
satisfaction of valued goals set by them. The
individuals modify their behavior in such a way
which is most likely to lead them to attain these
goals. This theory underlies the concept of
performance management as it is believed that
performance is influenced by the expectations
concerning future events (Salaman et al, 2005).
Gap in Literature
Smith (2001) is of the view that E-recruitment
process also should be in application to the modern
techniques. The literature says that employers are
doing the traditional method of recruiting rather than
the modern technologies. This constitute a gap as
practical as this method is not in use by most
organization and therefore constitute lack of
availability of information which tend to create a gap.
The traditional recruitment process and the E-
recruitment process have a gap that is yet to be
breached literally and practically, therefore adapting
to E-recruitment constitute a lot of gap in literature
and practical as the E-recruitment approach is new in
the market and human resource find it difficult and
complex to adopt this method as it require a lot of
technicality therefore to breach this gap especially in
this Covid-19 era. There is a need for training and
development of human resource management to
understand the E-recruitment process and its
application in other to make effective use of it.
Conclusion
In a nutshell, the study revealed that there is a
positive influence between E-tracking/sourcing and
employee performance as E-sourcing and tracking of
employee determine to a significant extent the
attribute and quality of the applicant which determine
employee performance. However, E-recruitment
process have a positive influence on organizational
performance as the goal of
E-recruitment process is to produce competent
employee which would enhance organizational
performance.
Recommendations
E-recruitment is advantageous to Organizational
performance and it’s an adequate replacement to the
9. International Journal of Trend in Scientific Research and Development @ www.ijtsrd.com eISSN: 2456-6470
@ IJTSRD | Unique Paper ID – IJTSRD45086 | Volume – 5 | Issue – 5 | Jul-Aug 2021 Page 1325
traditional recruitment method, also considering the
pandemic (covid-19) that interrupted all business
entity, E-recruitment was still functioning
appropriately and was not affected. This is an
essential attribute and shows the pivotal value of E-
recruitment in an organization and its essential value
to an organization. However, irrespective of the
pivotal value of E-recruitment in an organization the
following recommendations are drawn from the
study:
1. There should be adequate Information
Technology in an Organization in other to utilize
E-recruitment process and the benefit attached to
it.
2. There should be adequately trained personnel that
can conduct proper E-recruitment process.
3. E-recruitment process should be used to select
productive employee that would enhance
organizational performance.
REFERENCES
[1] Aiman-Smith, L., Bauer, T. N., & Cable, D. M.
(2001). Are You Attracted? Do You Intend To
Pursue? A Recruiting Policy-Capturing Study.
Journal of Business and Psychology 16, 219-
237
[2] Albert, S., &Whetten, D. (1985).
Organizational identity. In L. L. Cummings &
B. M. Staw (Eds.), Research in organizational
behavior. Greenwich, CT: JAI Press.
[3] Barbar, L. (2006). E-recruitment developments.
Brighton: The institute for employment studies,
E-recruitment vs traditional recruitment e-book
by florianwuttke-rakuten kobo
[4] Barber, A. E. (1987). Recruiting employees.
CA: Sage Publications
[5] Barney, J. B. (1991). Firm recourses and
sustained competitive advantage. Journal of
Management, 17, 99-120.
[6] Barton, L. (2008). Crisis leadership now: A
real-world guide to preparing for threats,
disaster, sabotage, and scandal. Columbus,
OH: McGraw-Hill Education.
[7] Bedeian, A. G. (1989). Management. Chicago:
Dryden. [4]. Cheney, G., & Christensen, L. T.
(2001). Organizational identity: Linkages
between internal and external communication.
In F. M. Jablin& L. L. Putnam (Eds.), the new
handbook of organizational communication
(231-269). Thousand Oaks, CA: Sage
Publications.
[8] Beer, M., Spector, B., Lawrence, P., Mills, Q.,
& Walton, R. (1984). Managing human assets.
New York: The Free Press.
[9] Cheney, G., &Vibbert, S. L. (1987). Corporate
Discourse: Public relations and issue
management. In F. M. Jablin, L. L. Putnam, K.
H. Roberts, & L. W. Porter (Eds.), Handbook
of organizational communication: An
interdisciplinary perspective (165-194).
Newbury Park, CA: Sage.
[10] Deephouse, D. L., & Carter, S. M. (2005). An
examination of differences between
organizational legitimacy and organizational
reputation. Journal of Management Studies,
42(2), 329-360.
[11] Dutton, J. E., &Dukerich, J. M. (1991).
Keeping an eye on the mirror: Image and
identity in organizational adaptation. Academy
of Management Journal, 34(3), 517-554.
[12] Dutton, J. E., Dukerich, J. M., &Harquail, C.
(1994). Organizational Images and Member
Identification.” Administrative Science
Quarterly 39, 239-263.
[13] Dutton, J., E., Dukerich, J. M., &Harquail, C.
V. (1994). Organizational images and member
identification. Administrative Science
Quarterly, 39, 239-263.
[14] Englehardt, K. J., Sallot, L. M., &Springston, J.
K. (2001, November). Compassion without
blame: Testing the accident flow chart with the
crash of ValuJet flight 592. Paper presented at
the Annual Conference of the National
Communication Association, Atlanta, GA.
[15] Erdem, A. R. (2013). Organizational image as a
crucial factor in the organizational efficiency of
education faculties of state universities: A
sample of education faculty of Pamukkale
University in Turkey. African Journal of
Business Management, 7(4), 250-259.
[16] Fariaa, N. & Mendes, L. (2013). Organizational
image’s partial mediation role between quality
and users’ satisfaction. The Service Industries
Journal, 33(13–14), 1275–1293.
[17] Fombrun, C., &Shanley, M. (1990). What’s in a
na Helen verhoeven, advantages and
disadvantages of internet recruitment: A UK
study into employers perceptions”,
international review of business research
papers 4, no. 1 January 2008, 364-373.
[18] Gioia, D. A., Schultz, M., & Corley, K. G.
(2000). Organizational Identity, Image, and
10. International Journal of Trend in Scientific Research and Development @ www.ijtsrd.com eISSN: 2456-6470
@ IJTSRD | Unique Paper ID – IJTSRD45086 | Volume – 5 | Issue – 5 | Jul-Aug 2021 Page 1326
Adaptive Instability. Academy of Management
Review, 25, 63-81.
[19] Holzer, H. J. (1988). Search method use by
unemployed youth. Journal of Labor
Economics, 6, 1.
[20] Journal of Electronic Commerce in
Organizations, 3(3), 57-68
[21] Lee, I. (2005). The evolution of E-Recruiting:
A content analysis of Fortune 100 career web
sites,
[22] Lee, I. (2007). An architecture for a next-
generation holistic E-Recruiting System,
communications of the ACM. Journal of
Management 50(7), 81-85
[23] Lievens, F., &Highhouse, S. (2003). The
relation of instrumental and symbolic attributes
to a company’s attractiveness as an employer.
Personnel Psychology 56, 123-151.
[24] Lin, B., &Stasinskaya, V. S. (2002). Data
warehousing management issues in online
Recruiting, human systems management.
Journal of management 21 (1), 1
[25] Luo, Y. (2012). An appraisal of organizational
performance. Journal of management 10 50(7),
81-85