Social recruiting or otherwise known as the Social media recruitment is the next big thing on the cards. A lot of companies have started using Web 2.0 applications for recruitment purposes. Web 2.0 is the second generation Internet-based services which is different from the first generation static Web sites with little interaction. Popular Web 2.0 applications include the social media/networking sites (Facebook, Twitter, LinkedIn etc), blogs, podcasts (Podcast Alley, iTunes), video sharing sites (YouTube, FlickR), mobile apps, etc. Today LinkedIn and Facebook has become a powerful tool in recruitment. LinkedIn is a social networking website meant specifically for networking amongst working professionals.… Read the rest
Human Resource Concepts
Recruitment Process Outsourcing (RPO) – Definition, Benefits and Risks
Definition of Recruitment Process Outsourcing (RPO)
Recruitment Process Outsourcing (RPO) is the process where an employer outsources or transfers all or part of its recruitment activities to expert services of a third party (generally professional consultants).
The Recruitment Process Outsourcing Association defines RPO as follows: “when a provider acts as a company’s internal recruitment function for a portion or all of its jobs, RPO providers manage the entire recruitment/hiring process from job profiling through the on-boarding of the new hire, including staff, technology, method and reporting.”
RPO and other types of occasional recruitment support, contingency and executive search services differ majorly in the “Process”.… Read the rest
Types of Financial Rewards in Modern Organizations
Financial reward can be seen as a motivational factor, where employees may benefit, either from promotion or a bonus, it could be seen as an appraisal system. Mainly there are three types of financial rewards within organisations; individual performance related pay, profit related pay and skill based pay are the fundamental for both organisation and employees. Every organisations aim is to save cost at all expense but retain a better performance from employees, whereas employees seek to earn extra more from the organisation. It is an obvious fundamental for employee’s lifestyle as their contribution and duties to perform their job effectively and expectation are to be met due to their hard work, however such individual performance related pay as well as skill based pay and profit relative pay is all beneficial to employees as performance and productivity is enhanced, thus motivation is increased and cost is made, as well as saved.… Read the rest
Practical Problems in Using Job Evaluation Technique
Job evaluation is a technique used to determine the value of each job in relation to all jobs within the organization. Its main objective is to determine the relative worth of different jobs in an organization to serve as a basis for developing rational wages and salary structure.
Like any other technique of human resource management, job evaluation is not free from certain shortcomings and limitations. Various practical problems in using job evaluation technique may be grouped into two categories: technical and operational.
1. Technical ProblemsThere are some technical problems involved in effective job evaluation which are of the following nature.… Read the rest
Modern Methods of Performance Appraisal
Most traditional methods of performance appraisal emphasize either on the task or the worker’s personality, while making an appraisal. In order to bring about a balance between these two, modern methods have been developed. The modern methods of performance appraisal place more emphasis on the evaluation of work results, i.e. job achievements than the personal traits. Modern methods tend to be more objective and worthwhile. These methods are briefly discussed below.
1. Behavioral Anchored Rating Scale (BARS)The problem of judgmental evaluation inherent in the traditional methods of performance evaluation led to some organisations to go for objective evaluation by developing a technique know as BARS around 1960s.… Read the rest
Traditional Methods of Performance Appraisal
Performance appraisal has been considered as a most significant and indispensable tool for an organization, for the information it provides highly useful in making decisions regarding various personal aspects at work place. The performance appraisal activity is very much sensitive. It leads to very positive side, if the system operated in a very systematic manner. The same system also leads to destruction of the entire work lance, if proper care had not been taken in the process of performance appraisal system.
Traditional Methods of Performance AppraisalTraditional methods of performance appraisal lay emphasis on the rating of the individual’s personality traits, such as initiative, dependability, drive, creativity, integrity, intelligence, leadership potential and so on.… Read the rest