网络招聘.doc

The traditional method of recruitment has been revolutionized by the emergence of the Internet. In the past few years, the Internet has dramatically changed the face of HR recruitment and the ways organizations think about the recruiting function. In the coming years, digital recruiting and hiring are expected to continue their explosive growth. Presently, e- recruitment has been adopted in many organizations either from large organizations to small size companies, even in Malaysia. Most organizations are already using e-recruitment to post jobs and accept resumes on the Internet, and correspond with the applicants by e-mail. It brings the benefits to the organizations. In this article, there will be an introduction on e-government and e-recruitment and its practice by government agencies in Malaysia. There will also be a discussion on the pros and cons of e-recruitment practice broadly taken from literatures.传统的招聘方法已经彻底改变了互联网的出现。在过去的几年 多年来，互联网已经极大地改变面对人力资源招聘的方式组织认为有关 招聘功能。在未来几年内，数字化招聘和录用，预计将继续其爆炸增长。目前，网络招聘已通过在许多组织中，无论是从大型组织向小规模的公司，即使是在马来西亚。大多数组织都已经在使用电子招聘发布工作，并接受在互联网上的简历，并符合申请人通过e-mail。它带来的利益的组织在这篇文章中，将电子政务和电子招聘引进和政府的做法机构在马来西亚。也将是一个有广泛采取电子招聘的做法的优点和缺点的讨论从文献。In Malaysia, e-recruitment is one of the electronic services (e-services) applications, which is the fifth pilot project of e-government flagship application. As Malaysia moves towards achieving K-Society by the year 2020, e-recruitment instead is in line with E-World expectation where the primary goal of National IT Agenda (NITA) is to migrate all Malaysians and institutions into the E-World for the new millennium. The five thrust areas of E-World comprise of K-Economy, K-Community, K-Learning, K-Public Services and K-Sovereignty. E-recruitment is part of the e-services applications offered by the government of Malaysia. E-Government is a large component of K-Public Services which basically is about the opportunity to transform a public sector organizations commitment in order to function as citizen-centric. The Electronic Government (e-government) initiative was launched in Malaysia as the first step into the Information Age by National IT Agenda (NITA). E-government was one of the seven innovative Flagship Applications. It was aimed to improve the government internal operations and also service deliveries towards Malaysians.在马来西亚，电子招聘的电子服务（电子服务）的应用，这是电子政府的旗舰应用程序中的第五个试点项目之一。为实现到2020年的K-社会的马来西亚移动，电子招聘，而不是在E世界的期望 国家的IT议程（NITA）的首要目标是所有马来西亚人和机构到E世界新千年的迁移。 E世界五大重点领域，包括经济的K的K-K-社区，学习，K - 公共服务和K-主权。电子招聘是由马来西亚政府所提供的电子服务应用程序的一部分。电子政府是一个大型的K-公共服务的组件，基本上是改造公共部门组织的承诺，以作为以民为本的机会。电子政府（电子政务）的倡议，在马来西亚推出全国IT议程（NITA）为进入信息时代的第一步。电子政务是一个创新的七大旗舰应用。它旨在改善政府内部运作和对马来西亚人服务交付。 E-government by definition is a multimedia networked paperless administration linking government agencies within Putrajaya with government centres around the country to facilitate a collaborative government environment and efficient service to businesses and citizens (Afrika-Asia, 2002). The objectives of the e-government are to offer efficient, high quality on-lineservices to citizens and businesses, streamline governments processes to improve quality of service, reduce costs and increase productivity, strengthen data security and protect data, increase citizen participation in government and to create good governance and transparency through effective communication and trace ability.The seven pilot projects of the Electronic Government Flagship Application are as follows:1. Project Monitoring System (SPP II)2. Human Resource Management Information System(HRMIS)3. Generic Office Environment (GOE)4. Electronic Procurement (EP)5. Electronic Services (E-Services)6. Electronic Labour Exchange (ELX)7. E-Syariah根据定义，电子政务是一个多媒体的网络无纸化管理连接在普特拉贾亚与全国各地的政府中心，以促进政府协作环境和高效的服务为企业和公民（Afrika亚洲，2002年）的政府机构。电子政府的目标是提供高效，优质上线公民和企业提供服务，简化政府的进程，以提高服务质量，降低成本和提高生产力，加强数据安全和数据保护，增加政府公民参与，并通过有效的沟通和跟踪能力，创造良好的治理和透明度。电子政府旗舰应用的7个试点项目如下：1。项目监测系统（最高人民检察院二）2。人力资源管理信息系统（HRMIS）3。通用办公环境（GOE中）4。电子采购（EP）5。电子服务（电子服务）6。电子劳工交易所（ELX）7。电子回教 Relevant literatures from USA and UK have several definitions of online recruitment or better known as e-recruitment. Basically, e-recruitment refers to the use of the Internet to facilitate the recruitment process by advertising jobs or contact applicants electronically. It can be conducted by using an organizations own corporate Web Site or a Web-based job site.来自美国和英国的相关文献，有网上招聘的几个定义，或更好地称为电子招聘。基本上，电子招聘，是指利用互联网，以方便招聘过程中的电子广告工作或接触申请人。它可以通过组织自己的企业网站或基于Web的作业现场进行。 According to Schreyer & McCarter (1998) e-recruitment refers to“the recruitment process, including placing job advertisements, receiving resumes, and building human resource database with candidates an incumbents.” From the relevant literature, the words e-recruitment, online recruitment, cybercruiting, or Internet recruiting are synonymous. They imply the formal sourcing of job information online (Ganalaki, 2002). Hoffman (2001) defined e-recruitment as “The utilisation of the Internet for candidatesourcing, selection, communication and management throughout the recruitment process” 据施赖尔及麦卡特（1998）电子招聘是指“招聘过程中，包括招聘广告，接收简历，候选人1现任人力资源数据库建设。”的话从相关的文献，电子招聘，网上招聘，cybercruiting，或互联网招募代名词。他们暗示就业信息网上正式采购（Ganalaki，2002年）。霍夫曼（2001）定义为“利用互联网candidatesourcing，选择，沟通和管理整个招聘过程中”电子招聘 Similarly to Hogler (1998) and HR Portal (2003), give the idea that employers can electronically advertise jobs, scan and store resumes, conduct test, and contact qualified applicants by using the power of the Internet to match people to jobs. Moreover, Vidot (2000) suggested that e-recruitment is the use of Internet to attract high quality candidates; reiterate their company profile and branding and streamline application and selection processes.同样Hogler（1998）和人力资源门户网站（2003），让雇主可以以电子宣传工作，扫描和存储的简历，进行测试，并联络合资格的申请人，通过使用互联网的力量相匹配的工作的人的想法。此外，Vidot（2000）建议，电子招聘是互联网的使用，以吸引高质量的候选人;重申自己的公司形象和品牌，并简化申请和甄选过程。 According to Gentner Gentner (1984) and Casper (1985),the first references to online recruitment appear in articles of the mid-1980s while systematic reference to online recruitment in the HR journals began almost a decade later, in the mid-1990s, when IT companies and universities began to use the Internet extensively.据金特纳金特纳（1984年）和卡斯帕（1985），网上招聘的第一出现在20世纪80年代中期的文章，网上招聘系统在人力资源杂志的参考，同时开始了近十年后，在20世纪90年代中期，当IT公司和大学开始广泛使用互联网。 2. RECRUITMENT METHODSThere are a lot of recruitment methods available, either traditional method or the latest. From the study of Arboledas, Ferrero and Vidal (2001), they present some examples of recruitment methods that organisations are using: newspaper advertisement, faxed/mailed resumes, recruitment agency or headhunter. All these methods are defined as traditional recruitment method Galanaki (2002). From relevant literature, the traditional recruitment method is the way that a company announced a job opening to the marketplace through a classified advertisement, an executive recruiter, a job fair or other media. Any candidate who happened to see the announcement would submit his or her resume. Also, previous studies show that advertisements in news- papers are used more frequently than other methods of traditional recruitment (Arboledas, Ferrero & Vidal, 2001). 2。招聘方法 有可用的招聘方法很多，无论是传统的方法或最新的。从的Arboledas，费雷罗和维达尔（2001）的研究，他们提出组织使用的是：报纸上登出广告，传真/邮寄简历，招聘机构或猎头公司的招聘方法的一些例子。所有这些方法都被定义为传统的招聘方法Galanaki（2002）。从相关文献中，传统的招聘方式是公司宣布开放市场工作，通过分类广告，执行招聘工作公平或其他媒体的方式。碰巧看到公布任何候选人将提交他或她的简历。此外，以往的研究表明，在新闻报纸的广告比传统招聘“（Arboledas，费雷罗和维达尔，2001年）等方法更频繁。 There are several tools that have been used by companies with the aim of recruiting their employees. Some of them are more traditional or considered to be generally effective, while others may prove appropriate for specific situations only. The table below presents the summary of recruitment method from Galanaki (2002). 有几个工具已用于公司招聘员工的目的。其中有些是较传统的，或认为是普遍有效的，而另一些可能证明，只有具体情况适当。下表列出的招聘方法从Galanaki（2002）的总结。 In order to choose which recruitment method the employer is going to use, the employer needs to consider many aspects, for example, the cost of reaching the candidates, the time scales involved, and the culture of the organization.为了选择雇主将要使用哪种招聘方式，雇主需要考虑许多方面，例如，达到考生的成本，所涉及的时间尺度上，该组织的文化。However, in recent years, the Internet has made an impact on the human resource field (Bussler & Davis, 2002). Organizational recruitment efforts have increasingly relied on computer technology and one area that has evolved is recruiting via the Internet, otherwise known as e-recruitment (Mottl, 1998). This technology can be used in application tracking, job posting and electronic job application. It can facilitate the human resource function and reduce human resource works. 然而，近年来，互联网已经对人力资源领域的影响（Bussler戴维斯，2002年）。组织的招聘工作已越来越多地依靠计算机技术已经发展的一个领域是通过互联网，否则称为电子招聘（Mottl，1998年）招聘。这项技术可用于在应用程序跟踪，招聘启事和电子申请工作。它可以促进人力资源的功能，并减少人力资源工作。 From the relevant literature, there is an argument that e-recruitment is needed to be used in conjunction with other techniques. Borck (2000) and Caggiano (1999) argue that Internet-based recruiting will not replace traditional practices, but a well-implemented e-recruitment strategy can help the recruitment process become more successful. Internet recruiting should be only one of many tools used to find and recruit applicants. Similarly, Pearce & Tuten (2001) pointed out that although the employers see the advantages of e-recruitment, they continued to use traditional methods such as newspaper ads, personal referrals, and search agencies for most their recruiting. Employer viewed the Internet as an important additional tool.从有关文献中，有一个参数，需要在与其他技术结合使用的电子招聘。borck（2000年）和Caggiano（1999）认为，基于互联网的招聘会不会取代传统的做法，但一个实施电子招聘策略，可以帮助招聘过程中变得更加成功。网络招聘应该只是用来寻找和招募申请人的许多工具之一。同样，皮尔斯和塔滕的（2001）指出，虽然雇主看到电子招聘的优势，他们继续使用传统方法，如报纸广告，个人推荐，最其招聘的搜索机构。互联网雇主视为一个重要的附加工具。Cullen (2001) also supports that e-recruitment is not treated as a stand-alone human resource tool but is integrated into an overall recruiting and selection strategy that includes, among other things, sophisticated behavioral and skills assessment, interviewing, and additional means of identifying needs and sourcing candidates. Previous studies show that a human resource department still uses both traditional method and e-recruitment in recruiting process. More than 75% of HR professionals are now using Internet job boards in addition to traditional recruiting method (HR Portal,2003). 卡伦（2001）还支持E-招聘不是作为一个独立的人力资源工具处理，但被整合成一个整体的招聘和选拔战略，其中包括，除其他事项外，复杂的行为和技能的评估，面试，和额外的手段确定需求和采购的候选人。以往的研究表明，人力资源的部门仍然在招聘过程中使用传统方法和电子招聘。超过75的人力资源专业人士，现在除了传统的招聘方法（人力资源门户网站，2003年）在使用互联网工作委员会。 The e-recruitment method has also been applied by government agencies in Malaysia. For example, the Ministry of Human Resources (MOHR) has developed an online application known as Electronic Labour Exchange (ELX). The application offers a one-stop service where few services are being offered such as job registration and matching, place of work registration and employers annual returns or retrenchment reporting, list of private employment agencies and report on foreign employee engaged. Besides that, it also offers a job-clearing system for the handicapped. By using this e-service, employers can send or update personal information, post job vacancies, search for job opportunities and apply online and seek advice and help from the ministry.电子招聘的方法也被应用在马来西亚的政府机构。例如，人力资源部（莫尔）已经开发了一个网上应用，被称为电子劳工交易所（ELX）。应用程序提供了一个一站式的服务，如求职登记和匹配，工作登记的地方和用人单位的年回报率或裁员报告，私人就业机构的名单和对外国雇员从事的报告提供的一些服务正在其中。此外，它也为残疾人提供就业结算系统。通过使用这种电子服务，雇主可以发送或更新个人信息，职位空缺后，为寻找就业机会，并在网上申请和寻求咨询和帮助部。 Another example of e-recruitment application is in the state of Sarawak, where the Sarawak Government has developed an e- Recruitment application. The e-recruitment website is one of the online services provided by the Sarawak Government. The application is actually an online job application system for the state government of Sarawak. It provides an easy way to search and apply for vacancies in the Sarawak State Government. It allows submission and updates the application, personal details and qualification on-line, anywhere, anytime. Interestingly, any notification is sent immediately via e-mail and/or Short Messaging Service (SMS). Applicants can view application status and interview details online.电子招聘应用的另一个例子是在沙捞越州，沙捞越政府已研制出一种电子招聘应用。电子招聘网站是由沙捞越州政府提供的在线服务之一。应用程序实际上是一个在线工作的沙捞越州政府的应用系统。它提供了一个简单的方法来搜索和沙捞越州政府职位空缺申请。它允许应用程序提交和更新，个人资料及资格上线，随时随地。有趣的是，任何通知，立即通过电子邮件和/或短消息服务（SMS）发送。申请人可以查看网上的应用现状和面试细节。 By using this system, applicants can search for any available jobs within the State Government of Sarawak. Applicants can submit and update their personal information in the system. Applicants can also apply the jobs online, lookup for timetables and venues of interviews, receive SMS or email containing interview timetables, check online status of job application and interview results and finally receive information on available jobs personally via（通过） email.通过使用这个系统，申请人可以搜索任何可用的沙捞越州政府内工作。申请人可以提交和更新他们的系统中的个人信息。申请人也可以申请工作在线访谈的时间表和地点，查找，接收短信或电子邮件采访时间表，检查职位申请和面试结果的在线状态，并最终获得可用工作的信息，通过电子邮件，亲自。 Pros and Cons of e-recruitmentIn most relevant literatures, there are some commonly identified advantages and disadvantages for the organisations which are using e-recruitment. The advantages of e-recruitment will be discussed first in this section and followed with the disadvantages.电子招聘的优点和缺点在最相关的文献，也有一些常用使用电子招聘的组织优势和劣势。电子招聘的优势，将在本节首先讨论和缺点 One of the pros of e-recruitment is that e-recruitment facilitates the organisation to reach the large target and bring the qualified candidates. Millman (1998) cited in Rozelle & Landis (2002) suggested that online recruitment offers an efficient way to identify and classify a virtually unlimited number of job seekers. Similarly, e-recruitment allows employers to broaden the scope of their search, as a result significantly increasing the likelihood that high-quality candidates will be found (Markevieius, 2000). It has been sustained that e-recruitment can bring the qualified candidates to the employers. From relevant literature, applicants through the Internet are mostly young, computer literate, educated and showing some interest in the recruiting company (Ganalaki, 2002), (Zall, 2000). From iLogos research 1998 (iLogo, 1998), results show that the Internet helps companies to attract better quality applicants and Internet users tend to be better-educated and obviously more computer literate than non-users. Additionally, e-recruitment can bring a never-ending list of links to sites where employers can advertise their vacancies and potential candidates can peruse the available jobs and submits their resumes. Moreover, it can reach people at a worldwide level while newspaper can reach people only at a local level (Chaskelson, 2000), (Ganalaki, 2002). Thomas & Ray (2000) similarly support that e-recruiting can increase applicants pools.电子招聘的优点之一是，电子招聘，有利于组织达到大的目标，并把合格的候选人。米尔曼（1998）引用罗泽尔和兰迪斯（2002）建议，网上招聘，提供了一个有效的方法来识别和分类的求职者几乎无限数量。同样，电子招聘，让雇主，以扩大他们的搜索范围，结果显着增加，高品质的候选人将被发现（Markevieius，2000年）的可能性。它一直持续下去，电子招聘，可以使雇主的合格候选人。申请人通过互联网从相关文献，大多是年轻，计算机知识，教育和一些招聘公司（Ganalaki，2002年），（Zall，2000）中的利益。从1998年iLogos研究（iLogo，1998年），结果表明，互联网可以帮助公司吸引更优质的申请人和互联网用户往往是受过良好教育，比非网民明显更多的计算机知识。此外，电子招聘可以带来永无止境的雇主可以宣传他们的职位空缺和潜在的候选人，可以仔细阅读可用的工作，并提交自己的简历的网站的链接列表。此外，它可以达到在全球层面的人，而报纸可以达到人们只能在地方一级（Chaskelson，2000年），（Ganalaki，2002年）。托马斯雷（2000）同样支持电子招聘，可以增加申请人池。 One of the main considerations of e-recruitment is the cost-effective and the economy achieved through its usage. This is because publishing available positions on the companys website costs less than publishing in other media for example newspaper. Also, employers can place the vacancy positions on the job board website as it is also at a lower cost. From iLogos research 1998 (iLogos, 1998), the result shows that e-recruitment could bring the lower recruiting costs. Companies can achieve cost savings in three areas; reduced direct costs of newspaper advertisements, job fairs and head hunter fees, reduced mailing cost and reduced workload for human resource department. Also, in terms of time saving the result shows that e-recruitment can help companies achieve faster recruiting cycle. There are three results: faster posting jobs on the Internet, once a job is posted human resource department starts receiving resumes the same day and the Internet can speed up the processing period by automating some tasks. Moreover, a major human resource trade association recently conducted a survey to gauge the advertising costs of traditional recruiting methods versus Internet recruiting. It found that traditional advertising costs are more expensive that Internet recruiting (IDC, 2000). Furthermore, Elswick (2000) cited in Bussler & Davis (2002) that a good e-recruitment system could bring lower cost by 90%. It is similarly supported the greatest benefit of e-recruitment by creating enormous financial savings (Cullen, 2001), (Rudich, 2000).电子招聘的主要考虑因素之一是成本效益，并通过其使用所取得的经济。这是因为该公司的网站上公布的可用位置，成本少于其他媒体例如报纸的出版。此外，雇主可以将工作局网站上的空缺职位，因为它也是以较低的成本。从1998年iLogos研究（iLogos，1998年），结果表明，电子招聘会带来较低的招聘成本。公司可以在三个方面实现节约成本;直接成本降低的报纸上刊登广告，招聘会和头猎人费用，降低邮寄成本和人力资源部门的工作量减少。此外，时间保存结果表明，电子招聘，可以帮助企业实现更快的招聘周期。有三种结果：更快地在互联网上公布的就业机会，一次作业，来自人力资源部门开始接受恢复同一天，互联网可以加快某些任务的自动化处理期间。此外，一个重要的人力资源行业协会最近进行了一项调查，以了解传统招聘方法与互联网招聘广告费用。研究发现，传统的广告费用较为昂贵，互联网招聘（IDC，2000）。此外，Elswick（2000）认为，在Bussler戴维斯（2002），一个良好的电子招聘系统可以带来90的成本更低。它同样支持电子招聘的最大好处，创造巨大的金融储蓄（卡伦，2001年），（Rudich，2000年）。 Not only cost saving that e-recruitment could bring to employers, but also the relevant literature presented that e-recruitment could help the company to save the recruiting process time. Time saving is the one of the most widely adopted assumptions on e-recruitment. Bussler & Davis (2002) in particular, said that e-recruiting system can reduce the hiring time by two-thirds. This practice is fast-tracked, starting with an immediately response by candidates. The employers may receive applications the very day a vacancy is posted on web (Rudich, 2000), (Sunderland, 2000),