hr online asgmnt

7/30/2019 HR Online Asgmnt

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1)Is social networking an effective

recruitment source on strategy? Support

with an example?In the not so distant past, recruiters and staffing managers pored throughresumes, posted on job boards and hosted expensive job fairs in topmarkets to find candidates and fill jobs. Now, they might interact withsocial network site users by posting a challenging technical question, thencontact individuals who provide the best answers to discuss a potential job.

A growing number of recruiters and organizations are turning strategicallyto LinkedIn, Facebook, Twitter and more obscure niche social networkingsites to extend their global reach, speed recruitment sourcing and cut costs.

Many such channels are largely free, but the process is not without itsmisconceptions and potential pitfalls.The most effective social media recruiting applies the elements of smartsocial media practice in general, said Sherrie A. Madia, Ph.D., author ofThe Social Media Survival Guide. Madia said the key is not to limit yourselfto one network; effective talent sourcing is about networking thenetworks to provide entries for talent across communities and platformsthat allow recruiters to target pools of potential applicants with greaterprecision.

Researching blogs, niche communities and groups within networks can giveHR information to plant content seeds within these sites to attract more-qualified applicants, Madia said. To remain competitive, companies thathave not yet migrated their recruiting program to social media platformsshould explore social media as at least one component of the broaderstrategy, she added.Many Strategies Are Aggressive and OngoingMany companies already have opted for an aggressive and ongoingpresence on large social networking sites as well as on some small, more-

targeted sites, Madia said. One trend is to post top positions on a corporateblog with a link to the companys Facebook and LinkedIn pages.Each of these come with the added benefit of shaping a broader corporatefootprint in the social media space, noted Madia, who is director ofcommunications at the Wharton School of Business at the University ofPennsylvania in Philadelphia.


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In the past two years at Raleigh, N.C.-based Red Hat Inc., social media havemoved from a peripheral part of the open source solution providersrecruiting efforts to the central component, according to L.J. Brock,senior director of global talent acquisition. The company uses Facebook,

Twitter and LinkedIn to build its employment brand and to raiseawareness. In addition, it uses LinkedIn to source candidates directly.The strategy has significantly reduced our need for the use of traditional

job boards, Brock noted.In the past, Red Hat had relied largely on outside search partners to supplytop talent. But using the LinkedIn Recruiter platform, its recruiters haveaccess to a growing database of more than 80 million members in 200countries. Brock said 75 percent of Red Hat hires had LinkedIn profiles

before they were hired, which he said is a leading indicator someone is

right for our company.Red Hat identifies roles and regions where LinkedIn is most effectivebased on historical tendencies and job seeker patterns and uses thatinformation to design targeted candidate sourcing strategies. For tough-to-fill positions, the company might post questions in LinkedIn groups thatonly a truly qualified candidate could answer, then contact the person who

best answers the questions as either a candidate or a source for othercandidates, Brock explained.In Germany, the company uses a social networking platform called Xing to

accomplish the same results, he added.Realizing Tangible BenefitsBrock said that by using social networks for recruiting, his department hasimproved client satisfaction scores significantly and has improved the valuethat it brings to the business while reducing the cost of recruiting.

A 2009 SourceRight Solutions survey of 306 U.S. HR managers found thatcontrolling costs and hiring matters were top of mind. When asked whattheir top HR concern is over the next few years, 52 percent said it waskeeping employment costs under control while 29 percent said it wasfinding qualified/skilled workers. Turnover/retention and recruiting toptalent at all levels were cited by 23 and 22 percent of respondents,respectively.Red Hat recently re-launched its employee referral program to encourageemployees to use LinkedIn to act as an extension of our recruiting team,Brock said. While historically referrals meant someone an employee could


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specifically comment on or vouch for, the company now pays employeesfor leads from social networking sites, albeit at a lower level.Brock emphasized that companies should give people a reason to followtheir social media beyond job listings.Among other things, Red Hat has a

corporate and news blog, internal teams are invited to expand on theirdevelopments via blogs, and several internal groups at Red Hat maintainTwitter accounts.Measuring ROIMadeline Laurano, principal analyst for sourcing, recruiting and talentplanning for Oakland, Calif.-based research and advisory services firmBersin & Associates, said that about 70 percent of U.S. organizations usesocial networking sites for talent acquisition. But one challenge is trulyunderstanding the value of the process and knowing how to find that ROI.

She cited the following organizations as having best practice social mediarecruitment strategies:Novartis filled 40 tough-to-fill rolesmany in its vaccines and diagnosticdepartmentswhile reducing time-to-fill by 20 percent and ensuring that40 percent of new hires were diverse candidates.

Allstate officials said social media helped it shift from an outsourcedrecruiting model to a centralized recruiting model with eight internalsourcers and 30 recruiters.Invensys has saved $4 million in talent acquisition and aligned this

function with the overall business strategy.Dos and DontsBut Madia says plenty remains new and untested. Here are some dos anddonts:Dont eliminate existing recruitment channels in favor of a strict diet ofsocial media. Test the waters by turning on social media enhancements,then turn elements up or down based on initial learnings, Madia said.Do create an engagement process before launching any networks. Create a

job-applicant process that directs the right people seamlessly from aTwitter stream, to a Facebook page to your corporate web site in order todownload an application. Companies that fail to fine-tune the process riskletting qualified applicants slip through the cracks, Madia cautioned.Do use an applicants social media savvy as one indicator in your search,

but dont make it the only criterion. Some companies require an applicantto have a web site for his or her resume or a minimum number of Twitterfollowers. Even if the job is specific to these skill sets, assessing a candidate


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solely on his or her activity within this space is short-sighted and maycause you to overlook real talent, Madia said.Develop a PlanMadia said the keyto developing a social media recruiting plan is to test as

you go and to compare results with other recruiting strategies based onthings like viable applicants, response rates and quality of candidates.She added that HR should work on its recruitment strategy with marketing,public relations, customer relations and internal communications to deriveresource sharing in terms of content and results in the form of top hires andtop PR for a company that knows how to position itself in the online space.In the end, SourceRight Solutions Director Dan Oakes said in a November2010 webcast about the subject, that it all boils down to this: Social mediais changing the way people find jobs. Are [recruiters] changing the way

[they] find them?

In 2011, social media recruiting took giant leaps. Everyday more

people find talent through social media. We live in a connected

world. And tomorrow, the world will be more connected. The role of

social media in the recruiting process process will continue to grow.

Here are the ten best blog post of the past year on how to greatly

improve your recruiting through the most dominant social

media channels.

Twitter for Recruiting
http://www.smartrecruiters.com/static/blog/erecruiting-twitter-for-recruiting/http://www.smartrecruiters.com/static/blog/erecruiting-twitter-for-recruiting/


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Its no secret that Twitter is an information search engine. With

more than 155 million tweets per day, it is now the place for

breaking news. Even the raid on Osama bin laden was accidentallylive tweeted by someone who was complaining about loud

helicopter noises in a remote area of Pakistan. He later realized

via Twitter once the news broke of the raid, how exactly he had

been involved.

Twitter may not be your sole candidate and recruiting solution but it

can greatly help you. Recruiters and hiring managers can also

leverage recruiting on Twitter as a Social Media candidate source in

a number of different ways.

Hiring & Recruiting on Facebook

Facebook is now the most visited place on the web, outpacing

Google late 2010. As candidates spend more time on the worlds

most popular social networking site, it makes sense that recruiters

would use Facebook for hiring and recruitment. As part of

our Erecruiting series here at SmartRecruiters, Im focusing on

differently recruiting and sourcing methods across the internet.

Because Facebook is a relatively closed network it can make direct

sourcing a challenge. Depending on the users security settings,

visitors are allowed certain access making sourcing on this platform

somewhat difficult. Even still, there are ways to grow your

candidate pool, source, and fill positions recruiting on Facebook.
http://twitter.com/#!/ReallyVirtual/status/64780730286358528http://twitter.com/#!/ReallyVirtual/status/64780730286358528http://www.twitter.com/https://twitter.com/#!/ReallyVirtual/status/64912440353234944http://www.smartrecruiters.com/static/blog/erecruiting-twitter-for-recruiting/http://www.smartrecruiters.com/static/blog/erecruiting-hiring-recruitment-on-facebook/http://www.smartrecruiters.com/static/blog/what-is-erecruiting/http://smartrecruiters.com/http://smartrecruiters.com/http://www.smartrecruiters.com/static/blog/erecruiting-hiring-recruitment-on-facebook/http://www.smartrecruiters.com/static/blog/erecruiting-hiring-recruitment-on-facebook/http://smartrecruiters.com/http://www.smartrecruiters.com/static/blog/what-is-erecruiting/http://www.smartrecruiters.com/static/blog/erecruiting-hiring-recruitment-on-facebook/http://www.smartrecruiters.com/static/blog/erecruiting-twitter-for-recruiting/https://twitter.com/#!/ReallyVirtual/status/64912440353234944http://www.twitter.com/http://twitter.com/#!/ReallyVirtual/status/64780730286358528http://twitter.com/#!/ReallyVirtual/status/64780730286358528


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How to Recruit on LinkedIn

Last week LinkedIn became the second most popular social

network on the planet, surpassing the once-upon-a-time-King of

social media, MySpace, as the premier social network. LinkedIn is

quite possibly the darling of recruiting and candidate sourcing for

professional recruiters across the globe. Nearly 87% of employers,

who hire through internet recruiting, go to the site first to search

and source for candidates that fit their job requisition requirements.

Like any job board or social network, finding top talent is the toppriority oferecruiting. Companies often use sites as a means of

sourcing for just in time to fill positions, which is fine, but there are

many ways to skin a cat. Through connections, Questions and

Answers setions, Groups, Job Postings on the boards and through

statuses, and more, recruiting on LinkedIn is essential.

Recruiting on Google+ (GooglePlus)

Google+, Googles social media platform is the fastest growing

social network in the history of well, social networks. Since Google

released it in beta July 26th, the new social media platform created a

media frenzy as bloggers, social media influencers and the mediacovered the release of the platform like never before. It provides

recruiters and hiring managers another wide channel to recruit,

source, and search.
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Google+ offers a unique opportunity for recruiters to blaze new

trails and connect with candidates in different ways. Users add

individuals they wish to engage by categorizing them into circles,

which they create. Through circles, one can contact individuals orgroups privately or publicly to recruit on Google+.

4 Ways to Recruit and Build

Communities on LinkedIn

Think of LinkedIn as an online rolodex where a recruiter or hiringmanager now has access to over 150 million professionals from

across the globe. Some of these professionals are passive as well

as active job search candidates. These professional databases are

accessible on the web typically by increasing your social media

connections and footprint.

To attract talent, its essential to build connections and develop

relationships. Within LinkedIn, maintaining a level of engagement

with their connections is equally important. This requires

maintaining a presence in their connections stream. The execution

of yourLinkedIn recruiting strategy hinges on the development of

this connections stream.

Recruiting with Facebook Ads

Facebooks ad network offers recruiters a unique opportunity to

target job advertisements to Facebook users by keyword, education,
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location, and even age. Its tools like this that allow recruiters to

engage their prime audience for $20-40 per day and be effective.

Facebook users are providing detailed information and news about

their own interests, hobbies, education, and activities throughout

the day and at staggering rates. The average Facebook user now

spends 15 hours and 33 minutes per month on Facebook.

Facebooks ads capitalize on their members and the information

that is voluntarily submitted by offering advertisers very small and

specific areas in which to target for not a lot of money. To keep up

with the competition for top talent, companies must recruit with

Facebook ads.

Driving Your Recruitment Efforts

With Facebook Fan Pages

Like any website or profile page, a Facebook Fan Page is a

marketing and communication channel allowing the company to

directly connect with individuals who have opted into receiving a

companys message. But a Facebook Fan Page is more than just a

communication medium serving as a companys front porch and

customer service platform to engage the more than 750 million

Facebook users.

A Facebook Fan Page can serve as a recruiting and sourcing tool justlike a company blog or Twitter allowing you opportunities to directly

engage and educate your target candidate market. In this social

world, companies ought to advertise your jobs on your Facebook

Fan Page. Its just how to recruit with your Facebook Fan Page.
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5 Social Recruiting Alternatives to

Facebook

After the rise of Google+, Facebook has fought back and reaffirmed

its status as the social network. . In case you hadnt heard,

Facebook launched some major changes in their social networking

platform. I bet youve used your allotted two thirds of day every

week alone understanding, learning, and organizing your Facebook

timeline and group pages.

There is more to recruiting than a Facebook Timeline. This post is

about what Facebook doesnt have. Social Media is about diversity.

Here are social recruiting techniques that go beyond Facebook and

into forums, chat rooms, Ning Communities, member databases,

Myspace, and more.

How to Recruit on Twitter withHashtags

While Twitter offers a platform that allows for many types of search

to increase the viral spread of content, even by non-members,

hashtags in particular are one of the best sources to find engaged

users by particular topic or interest.

Twitter allows for users to be contacted with no prior relationship.

Searching for candidates via hashtags can net you a solid list of job

search and recruiting leads long before your candidate has

responded to a resume-mining database like CareerBuilder or
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Monster. Hashtag feeds on Twitter allow companies to go beyond

their audience (followers) when posting, and when reading

hashtagged Tweets, companies can target thought leaders in the

industry. To recruit on Twitter, recruit with hashtags.

How to Build Effective Recruitment

Talent Pools

Pools in themselves are small yet separate pockets of standing water

and with the internet, these talent pools and pockets of isolated

candidates do not effectively exist. Think of targeted talent within

social media as your talent ocean

Social recruiting is step one of gathering talent. This means building

your online brand throughFacebook Fan Pages, Tweets, and your

companys LinkedIn profile. Talent oceans are built on thefoundations of establishing value, building relationships and having

conversations. And that means understanding and knowing what

your candidates want just as much as what your company and hiring

managers do. Collaborative Hiring. Build Talent Oceans.

With the advice from these ten posts, your social media recruiting

strategy will improve. In this evolving world, either you social media

recruiting strategy improves, or the competition hires the best

talent. Remember (and take note of the info graphic below) the role

of social media in the recruiting process process will onlycontinue to
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grow. SmartRecruiters free recruiting software offers integration

with Facebook, Twitter, and LinkedIn. Hiring Made Easy.
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*)Indian organisations tend to neglect proper human resource

planning when compare to MNC's

Human Resource Management is very important for the survival and prosperity of an

organisation. Procurement of right kind and right number of employees is the first

operative function of Human Resource Management. Before selecting the right man for

the right job, it becomes necessary to determine the quality and quantity of people

required in the organisation. This is the primary function of Human Resource Planning.

Human Resource Planning

HumanResource Planning is the planning of Human Resources. It is also called

manpower planning/ personnel planning/ employment planning. It is only after Human

Resource Planning that the Human Resource department can initiate the recruitment

and selection process. Therefore Human Resource Planning is a sub-system of

organisational planning.

Definition

Human Resource Planning is a strategy for the acquisition, utilisation, improvement

and preservation of an organisations human resource Y.C. Moushell

Human Resource Planning is a process of forecasting an organisations future demand

for human resource and supply of right type of people in right numbers J.Chennly.KFeatures of Human Resource Planning

1. It is future oriented: Human Resource Planning is forward-looking. It involves

forecasting the manpower needs for a future period so that adequate and timely

provisions may be made to meet the needs.

2. It is a continuous process: Human Resource Planning is a continuous process

because the demand and supply of Human Resource keeps fluctuating throughout

the year. Human Resource Planning has to be reviewed according to the needs of

the organisation and changing environment.


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3. Integral part of Corporate Planning: Manpower planning is an integral part of

corporate planning because without a corporate plan there can be no manpower

planning.

4. Optimum utilisation of resources: The basic purpose of Human Resource

Planning is to make optimum utilisation of organisations current and future human

resources.

5. Both Qualitative and Quantitative aspect: Human Resource Planning considers

both the qualitative and quantitative aspects of Human Resource Management,

Quantitative meaning the right number of people and Qualitative implying the

right quality of manpower required in the organisation.

6. Long term and Short term: Human Resource Planning is both Long-term andshort-term in nature. Just like planning which is long-term and short-term

depending on the need of the hour, Human Resource Planning keeps long-term

goals and short-term goals in view while predicting and forecasting the demand

and supply of Human Resource.

7. Involves study of manpower requirement: Human Resource Planning involves

the study of manpower availability and the manpower requirement in the

organisation.Objectives of Human Resource Planning

1. Optimum utilisation of human resources currently employed in the organisation.

2. To reduce imbalance in distribution and allocation of manpower in organisation for

various activities.

3. To ensure that the organisation is well-equipped with the required Quantity

and Quality of manpower on a sustained basis.

4. To anticipate the impact of technology on jobs and resources.

5. To control cost of Human Resources employed, used and maintained in the

organisation.

6. To provide a basis for management development programmes.

7. To ensure optimum contribution and satisfaction of the personnel with reasonable

expenditure.


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8. To recruit and retain human resource of required Quantity and Quality.

Need for Human Resource Planning

1. Shortage of Skills: These days we find shortage of skills in people. So it is

necessary to plan for such skilled people much in advance than when we actually

need them. Non-availability of skilled people when and where they are needed is

an important factor which prompts sound Human Resource Planning.

2. Frequent Labour Turnover: Human Resource Planning is essential because of

frequent labour turnover which is unavoidable by all means. Labour turnover arises

because of discharges, marriages, promotion, transfer etc which causes a

constant ebb and flow in the workforce in the organisation.

3. Changing needs of technology: Due to changes in technology and newtechniques of production, existing employees need to be trained or new blood

injected into an organisation.

4. Identify areas of surplus or shortage of personnel: Manpower planning is needed

in order to identify areas with a surplus of personnel or areas in which there is a

shortage of personnel. If there is a surplus, it can be re-deployed, or if there is a

shortage new employees can be procured.

5. Changes in organisation design and structure: Due to changes in organisationstructure and design we need to plan the required human resources right from the

beginning.

Problems with Human Resource Planning

1. Resistance by Employers: Many employers resist Human Resource Planning as

they think that it increases the cost of manpower for the management. Further,

employers feel that Human Resource Planning is not necessary as candidates will

be available as and when required in the country due to the growing

unemployment situation.

2. Resistance by Employees: Employees resist Human Resource Planning as it

increases the workload on the employees and prepares programmes for securing

human resources mostly from outside.


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3. Inadequacies in quality of information: Reliable information about the economy,

other industries, labour markets, trends in human resources etc are not easily

available. This leads to problems while planning for human resources in the

organisation.

4. Uncertainties: Uncertainties are quite common in human resource practices in

India due to absenteeism, seasonal unemployment, labour turnover etc. Further,

the uncertainties in the industrial scenario like technological changes and

marketing conditions also cause imperfection in Human Resource Planning. It is

the uncertainties that make Human Resource Planning less reliable.

5. Time and expense: Human Resource Planning is a time-consuming and

expensive exercise. A good deal of time and cost are involved in data collectionand forecasting.

Guidelines for making Human Resource Planning effective

1. Adequate information system: The main problem faced in Human Resource

Planning is the lack of information. So an adequate Human resource database

should be maintained/developed for better coordinated and more accurate Human

Resource Planning.

2. Participation: To be successful, Human Resource Planning requires activeparticipation and coordinated efforts on the part of operating executives. Such

participation will help to improve understanding of the process and thereby, reduce

resistance from the top management.

3. Adequate organisation: Human Resource Planning should be properly

organised; a separate section or committee may be constituted within the human

resource department to provide adequate focus and to coordinate the planning

efforts at various levels.

4. Human Resource Planning should be balanced with corporate planning: Human

resource plans should be balanced with the corporate plans of the enterprise. The

methods and techniques used should fit the objectives, strategies and environment

of the particular organisation.


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5. Appropriate time horizon: The period of manpower plans should be appropriate

according to the needs and circumstances of the specific enterprise. The size and

structure of the enterprise as well as the changing aspirations of the people should

be taken into consideration.

Factors affecting Human Resource Plans

External factor:

They are the factors which affect the Human Resource Planning externally. They

include:-

1. Government policies: Policies of the government like labour policy, industrial

policy, policy towards reserving certain jobs for different communities and sons-of-

the-soil etc affect Human Resource Planning.

2. Level of economic development: Level of economic development determines the

level of human resource development in the country and thereby the supply of

human resources in the future in the country.

3. Information Technology: Information technology brought amazing shifts in the

way business operates. These shifts include business process reengineering,

enterprise resource planning and Supply Chain Management. These changes

brought unprecedented reduction in human resource and increase in software

specialists. Example: Computer-aided design (CAD) and computer-aided

technology (CAT) also reduced the existing requirement of human resource.

4. Level of Technology: Technology is the application of knowledge to practical

tasks which lead to new inventions and discoveries. The invention of the latest

technology determines the kind of human resources required.

5. Business Environment: Business environment means the internal and external

factors influencing the business. Business environmental factors influences the

volume of mix of production and thereby the supply of human resources in the

future in the country.

6. International factors: International factors like the demand and supply of Human

resources in various countries also affects Human Resource Planning .


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Internal factors:

1. Company Strategies: The organisations policies and strategies relating to

expansion, diversification etc. determines the human resource demand in terms of

Quantity and Quality

2. Human Resource policies: Human Resource policies of the company regarding

quality of human resources, compensation level, quality of working conditions etc.

influence Human Resource Planning.

3. Job analysis: Job analysis means detailed study of the job including the skills

needed for a particular job. Human Resource Planning is based on job analysis

which determines the kind of employees to be procured.

4. Time Horizon: Companys planning differs according to the competitiveenvironment i.e. companies with stable competitive environment can plan for the

long run whereas firms without a stable environment can only plan for short term.

Therefore, when there are many competitors entering business/ when there is

rapid change in social and economic conditions of business/ if there is constant

change in demand patterns/ when there exists poor management practice, then

short term planning is adopted or vice-versa for long-term planning.

5. Type and Quality of Information: Any planning process needs qualitative andaccurate information about the organisational structure, capital budget, functional

area objectives, level of technology being used, job analysis, recruitment sources,

retirement plans, compensation levels of employees etc. Therefore Human

Resource Planning is determined on the basis of the type and quality of

information.

6. Companys production and operational policy: Companys policies regarding how

much to produce and how much to purchase from outside in order to manufacture

the final product influences the number and kind of people required.

7. Trade Unions: If the unions declare that they will not work for more than 8 hours

a day, it affects the Human Resource Planning. Therefore influence of trade

unions regarding the number of working hours per week, recruitment sources etc.

Affect Human Resource Planning.


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8. Organisational Growth Cycles: At starting stage the organisation is small and the

need of employees is usually smaller, but when the organisation enters the growth

phase more young people need to be hired. Similarly, in the

declining/recession/downturn phase Human Resource Planning is done to re-

trench the employees.


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