E-Recruitment Overview Assignment Example | Topics and Well Written Essays - 3000 words

E-Recruitment Overview - Assignment Example It is seen that the Microsoft website is user friendly and has easy navigation. The website portrays the image that the company prefers to work with the jobseekers and only with the capabilities of their employees they have reached this position. Therefore they welcome competent people in their company. Though the Adidas website has a simple front page, yet it is very interactive. For those people who have fast connections, they can see a documentary in which a lady tells about all their expertise, lines of products, and consumer behaviours. For slower connections, there are certain pages that update the applicant about these facilities. Since it does not have an easy navigation, so the site cannot be considered user friendly. It has a moderate impact on the consumers; though people can have maximum knowledge from the website, yet it does not provide enough room to interact with the company. The KPMG website tells more about itself and its working, and hence gives a very rigid impact . It does not facilitate the candidates by showing the latest job openings on the front page and there is no link from where we can provide them with the feedback. This makes the site least friendly from the first page. Rolls Royce’s website has been the site that has given users the maximum chance of knowing the company in a glance. On the front page they have given the product lines, job hunt segregation and place to contact them. They have also used other small tabs through which the applicant can interact with the company. These elements make the navigation on the website much easy. It also shows that the company likes to facilitate the employees as much as possible. How the website/s attempt to set expectations related to... The assignment "E-Recruitment Overview" talks about the usage of the Internet in the placement of personnel and how new technologies change this sector. Due to efficient, fast and cost-effective nature of advertising, e-recruitment has taken an important role. Internationally the recruitment landscape has significantly changed in the recent past. Increasing skill shortages and low levels of unemployment in many domains have increased the competition in hiring the best person. Due to increased competition in the recruitment market, the organizations are tending to spend more efforts, time and resources in increasing the range of online and traditional advertising methods. The basic use of the internet and internet technology is transforming, and to some extent revolutionizing the ways in which human resource departments recruit job candidates. In the recent years, due to the internet, the recruitment process has undergone a dramatic transformation. In the current global economic recession, electronic recruitment helps to change the general perspective of the recruitment by offering highly needed cost-effective means of hiring. For the wide range of organizations throughout the world, e-recruitment has now become a significant part of the recruitment strategy. Not only this, it has progressively become a popular method for the job seekers in searching and applying for the jobs. This tool is more effective for the larger companies as the large firms are more known to the job seekers, thus the number of applicants is higher here.

SWFRSs Resource Management Case Study Example | Topics and Well Written Essays - 2500 words - 1

SWFRSs Resource Management - Case Study Example It is evidently clear from the discussion that SWFRS has numerous resources including financial resources, operational resources, human resources, equipment and appliances, extinguishing media and communications resources. SWFRS came to the realization that human resource is the most important resource that an organization can ever have; an organization cannot succeed without effective management of its human resource. The service has always strived to create a strong corporate culture. SWFRS has been creating a strong corporate culture by encouraging co-operation and integration across the service and establishing quantitative performance measurements. Much of SWFRS’s procurement process is computerized. This is in line with its policy of making its operations more efficient and effective. This has helped in ensuring the effective management of its resources. The service strives to ensure continuous improvement of its operations in line with its objectives. To achieve this, t he service has strengthened and reinforced its evaluation function. Implementing these policies have helped in ensuring that the service conforms to international standards. SWFRS has contributed greatly to the efficiency effectiveness in fighting the fire and saving a life. This can be attributed to its integration of information and communications technology into its operations. SWF's management of its resources has also been very efficient at all levels (South Wales Website, 2009).  The South Wales Fire and Rescue Service, SWFRS, was established by the Wales Local Government Act (1994) in 1996, with the aim of reforming the Welsh local government (South Wales Website, 2009). SWFRS was created by merging previous fire brigades such as Gwent, South Glamorgan, and Mid Glamorgan. It covers about 3,000 square kilometers and about 1.5 million people. The fire authority running this service is a board comprising councilors from ten key areas covered by this service. SWFRS, being one o f the UK’s biggest fire services, employs about 1,600 fire-fighters in over fifty stations.