员工招聘外文翻译文献

文献信息：文献标题：E-Recruitment:ANewDimensionofHumanResourceManagementinIndia（电子招聘：印度人力资源管理的新维度）国外作者：SnehaSingh文献出处：《InternationalJournalofAdvanceResearchinComputerScienceandManagementStudies》,2017,5(3):99-105字数统计：英文2756单词，14388字符；中文4706汉字外文文献：E-Recruitment:ANewDimensionofHumanResourceManagementinIndiaAbstractIntherapidlychangingglobalworldeconomy,theonlyessentialvalueforanenterpriseistheexperience,skills,innovativenessandinsightsofitsmanpowerresourcestheyarethekeycomponentsandareconsideredastheassetsoftheorganization.Inthishighlycompetitivemarketorganizationsneedtohavethatcorestrengthofeffectiveworkforce.Everyorganizationputintheirbesttoattract,hireandretainthetalentedmanpowerresources,whichisthebiggestchallengeofcurrentsystem.ThispaperidentifiesInternetrecruitmentmethodsfromrelevantliterature,anddescribeshowtheirbenefitsofonlinerecruitmentcaninfluencethetimeandcostcontainment.Today,oneofthemostcrucialsourcesofcompetitiveadvantageisbasedonhumanresourceeffortsthroughattractingandretainingtalentedindividuals.Likeallotherdisciplineshumanresourcemanagementhasalsogrowntoheightsandworkingincrediblyforthebettermentoftheorganizationsandpeopleingeneral.RecruitmentthroughinternethashelpedintakingHRMtoE-HRMattractingpotentialcandidatestoanorganizationfromtherecruitmentprocess,whichisreferredtoasE-Recruitment.Thepracticeofissuingavacantpositionandapplyingforajobviaawebsitehasincreasedsteadily.ThepurposeofthispaperistobroadentheresearchontheonlineRecruitmentpracticesfortheentiredevelopmentoftheorganizationwithfocusonE-RecruitmentpracticesandtrendsinIndia.Keywords:E-HRM,E-Recruitment,Internet,Trends,Retain.I.INTRODUCTIONE-recruitment,popularlyknownasonlinerecruitment,isthepracticeofusingtechnologyandspecificallyWeb-basedresourcesforprocessinvolvedwithfinding,attracting,assessing,interviewingandprocuringnewpersonnel.Theaimofe-recruitmentistomaketheprocessesinvolvedmoreefficientandeffective,aswellaslessexpensive.Onlinerecruitmentcanreachalargersetofpotentialemployeesandfacilitatetheselectionprocess.E-recruitmenthasbeenanissueofinterestoverthepasttenyears.Internetisconsideredasthelatestmodeofhiring.Itisakindofrevolutionintheworldofrecruitment.Thetermonlinerecruitment,e-recruitmentorinternetrecruiting,implytheformalsourcingofjobinformationonline.WecanfindtheinitialtracesofE-Recruitmentappearedinarticlesofthemid-1980s.E-recruitmentcanbebroadlydividedintotwotypes:corporatewebsiteforrecruitmentandcommercialjobsboardsforpostingjobadvertisements.Nowadays,employeestakehelpofprivateorpublicagencies,togettheirdreamjobandatthesametimeitreducesthetimeandcostoftheorganizationsalso.ButwemustacceptthefactthatadvancementoftechnologiesmademucheasierfortheglobalHRmanagersnotonlytobelieveonagenciesbutalsotheybelieveonInternet.E-Recruitmentisusinginformationtechnologyforhiringtheemployees,toreachthemassesandtosavetime.E-RecruitmentfallsunderE-HRM.It’scompletelyontheemployersthathowtotakethewholeconceptofE-Recruitmentfurther.Inthe50’stothe80’sthemostwidelyusedmediaforrecruitmentwasthenewspapers.Indeed,morethan75%ofcandidatesweresourcedvianewspapersadvertisements.Therecruitmentconsultantsintheback80’susetoworkwithlimitedresourcesavailabletogetthebesttalents;thelocalnewspapers,thenationalnewspapersandthespecialistjobsupplementsusetobetheonlylinksbetweenemployersandemployees.Theinterviewswerefacetofacemeetings,ataplacemutuallyagreedupon.Intheearly90’s,theWorldWideWebwasintroducedwithoutconsideringitwillsignificantlychangetherecruitmentmarket.Itwasinthemid90’stheveryfirstonlinejobsiteswerelaunched.Recruitmentbecamethene-recruitment.Recruitershadtochangetheiroldhabitsandstarthiringonline.Theystartedadvertisingjobsonlinealongwithadvertisingtheiroffersinaprintmagazineornewspapers.Thefirstcontactwiththecandidatewasusuallyanemailfollowedbyatelephonicconversation.Untilthelate1990’s,thebestwaytorecruitpeoplewastopostanannouncementinthenewspapers.Almostallthenewspapershadajobsection,or“jobboard”.Atthetime,companieshadtopayforthespaceoftheirannouncements!Sotheywerekeepingitsimpleandstraight.AndtherewasnoGooglesearchenginetohelpyouknowmoreaboutthepositionorthecompany.Backin1990’s,onlinerecruitmentwasbasicallytheexactsamecontentthatinthenewspapers,exceptthattheywereaccessibleonline.Inthe2000stherecruitmentprocesswitnessedarapidchange,leadingtogrowthwitheverypassingday,giventhatonly6%ofjobseekersusedtheInternetintheirjobhuntin2002leadingto46%in2003.Jobboardsusedtobetherecruiterspreferredtool.Recruitersusetoposttheirrequirementintheformofadsandbuyresumesdatabaseaccesstoreachthebestcandidateasperthejobrequirement.Theybecamefarmoretechsavvy,asprintdeclined.Todaymorethan97%ofjobseekerssearchtheircareeropportunitiesovertheInternet.TheInternetoffersmanywaysforarecruitertofindthepotentialcandidate;theycanadvertisejobsonlinethroughjobsitesortheircareerwebsites.Howevertherecruitersin2017arehyperconnected.AJobboardisnotalimittorecruitatalent.Recruitersaresociallyactiveeverywhereandareconnectedbyallpossiblemodes.TheyuseprofessionalsocialmedialikeLinkedInandpopularsocialnetworkssuchasTwitterorevenFacebooktofindthebesttalent.Wecallthatthesocialnetworkrecruitment.Jobseekersfinditreallyconvenienttofinddifferentjobs,gothroughtheentirejobprofile,andgetanideaaboutthecompensationandbenefitstheemployerisofferingandeveryrelevantdetail,withoutevenvisitingtheorganizationinphysical.II.OBJECTIVESANDSCOPEA.Objectivesofthestudy1.ToexplaintheimportanceofE-recruitment.2.TolistmajorchallengesfacedbyorganizationswhiledoingE-Recruitment.3.TofocusthemethodsandtrendsinE-recruitment..B.ScopeoftheStudyOnlinerecruitmentisnomoreanexclusivedomainofthetechnologicallysavvy,thecuriousandtheultra-sophisticatedsectionofthesociety.Today,withthismediumtried,testedandproventobetrueandmoreimportantlyabsolutelynecessary,professionalrecruitersandemployersequallydependsandtrustjobportalsasaprimarysourceofprofessionaltalentbothonawholeandinsomecasestocomplementtraditionalhiringmethods.Onlinerecruitmenthasanedgeintermsoflongitivityalsoasitslifeislongerthanpaperbasedadvertisementscomparatively.Also,thoseadsonlinehavethescopeofalterationanytime.Companiescanpostcompletedetaileddescriptionofthejobs&cananswertofrequentlyaskedquestionscalledasFAQs.Thisaddedinformationattractsmorecandidatesandsavestimeofemployers.Irrespectiveoftimecandidatescancheckjobsaspertheirconvenienceroundtheclockwhichgivesthemhandinesstosearchandapplyforabettercareeropportunity.AspertheabovementionedfactsanddiscussionswecanclearlyseethecommendablegrowthofrecruitmentindustryandgettingbenefittedbytheimplementationofE-Recruitment.Wecansayonthebasisofabovediscussionthaterecruitmenthasdefinitelyreducedtheburdenofhumanresourcedepartmenttoagreatextentandalsoprovidedwithamuchmoreenhancedandefficientworkingmethods.E-Recruitmentisundoubtedlytimesavvy,simpler,transparentandworldwideaccessible.III.RECRUITMENTOrganizationmakeplanningonthebasisofwhichrequirednumberofhumanresourcearedetermined,thenthenextstepwillbetheprocurementrole,itistoallocatethesourcesfromwheretherequiredmanpowercanbeavailable&toattractthemtowardstheorganization.Thisisknownas‘recruitment’.Organizationhastorecruitpeoplewithmandatoryskills,qualificationsandexperience.A.E-RecruitmentapartofE-HRMInternetemergedasthepotentialrecruitingmechanismintheendof1990’s,andintheearlystagesofinternetrecruitmentitprovidesmanybenefitstotherecruiters.Itwasdeclaredthatinternetisthebackboneofrecruitingfield,anditbringsahugedevelopmentinthefieldofrecruitmentandmakestheworldaglobalplacetoworkin.Thelatesttrendinrecruitmentisthe‘E-Recruitment’or‘OnlineRecruitment’.EveryorganizationbigorsmallisusingE-Recruitmentinpartialorfulltoreachthemaximumnumberofpotentialcandidates.B.HRISandE-Recruitment:ALinkageHumanResourceInformationSystem(HRIS)isoneofthemostimportantManagementInformationSystems.Ithelpsmajorlyinadministrativeactivitiesrelatedtohumanresourcesofanorganization.HRISprovidesessentialinformationonhowmanypeopleworkfor(andwith)afirm,wheretheyareandwhatdotheydosothatonecanmanagethem.Noe(2007)toldthatHRISisusedasacomputersystemthatacquires,stores,manipulates,analyses,retrieves,andgiveawaytheinformationrelatedtohumanresources.Ithasbecomeanimportanttoolasitcollects,managesandreportsinformationthathelpsinmakingdecisions.HRIShelporganizationsinorganizingmostoftheHRplanningfunctionsincludingrecruitingemployeesinanorganization.RecruitmentandselectionareconsideredasthecoreHRactivitiesthatneedtobewellplannedandconductedinanefficientandeffectivemannerinorganizationsinordertoattainsuccess(Darrag,2010).Darrag(2010),identifiedrecruitmentasabridgebetweenthejobseekingcandidatesandvacantpositionsinanorganization.Theuseofjobcenters,employmentagenciesandemployeedatabasesisdonebytheorganizationstofillthegap.El-Kot&Leat(2008),mentionedawiderangeofselectionpracticeswhichcanbeusedforrecruitmentlikeapplicationforms,psychometrictesting,assessmentcenters,jobspecificaptitudeorknowledgetests,group-basedactivitiesetc.ManyresearchershavedonestudiesonrecruitmentmethodsbutmuchhasnotbeensaidandtalkedaboutnewtechnologiesoradvancementsspeciallyHRIS,thatcancontributealotinrecruitmentprocess,HRIScanenhanceandstrengthentherecruitmentprocessofanorganization.Selden(2000)focusedonassessingtheeffectivenessofhumanresourceinformationsystembypresentingaframeworkandmethodology.Itcanbetermedasanimportanttoolfortheorganizationstooffergoodresultsinrecruitmentofemployees.IV.REVIEWOFLITERATUREE-Recruitmentformallyrefertosourcingofjobsonline(Ganalaki,2002).E-RecruitmentpopularlyknownasonlinerecruitmentwiththehelpofwhichthejobseekerscansendtheirCV’sdirectlytotheemployerthroughelectronicmeansandontheotherendtheemployerwillreceivetheCVofthejobseekersandcanfilterfromtheotherrespectivecandidate’sCV’s(Finn,2000).Byintroducingthesoftwarelike“activerecruiting”itisnowbecomingmucheasierfortheemployertotracethedeservingcandidateforaparticularprofile,itisnowmucheasier.Ithasbeenamatterofargumentthatonlinerecruitmentcannotreplacethetraditionalwayofrecruitingbutawellimplementedonlinerecruitmentcanhelptheorganizationtomakeitmuchmoreeasier(caggiano,1999&borck,2000).HadaandGairola(2015)intheirresearchclearlyreportedthatToday’sworldistechnologybasedworldandwecanfeelitspresenceineachsphereofourlives.Conceptofinternethaschangedourlivestremendouslyandithasalsochangedpeople’sapproachtowardstheirwork.Nowtheentireworldisjustaclickawayfromusandwecanconnectwithindividualsinanypartoftheworld.OswallandNarayanappa(2014),thisresearchstatesthatbyonlinejobopening,candidatehaveabetterchancetogothroughcompanyprofileandunderstandtheorganizationsvisionandgoalsandanalyseswiththeirareasofinterest.Onlinerecruitmentwidensthescopeandareaoftalentresearchforhumanresourcedepartment.Evenwithorganizationintranet,managerscouldgothroughexistingemployee’srecordsforinternalrecruitmentprocess.Evenemployeescangofindoutanyjobopenings.Dhamija(2012)inherpapershesaidthatitismoreimportanttogetthebestandmostappropriatecandidateinone’shumancapitalratherthanselectingthebestamongthosewhohadappliedforthejob.Fromthiswecanunderstandthatwemustnotcompletelyrelyone-recruitmentanditcannotbeconsideredastheonlysourceofrecruitment,infactitshouldblendwithtraditionalmethodofrecruitmentwhenandwhereverrequiredinordertogetthebesttalent.Kapse(2012)thisarticleaboutErecruitmentstatedthatonlinerecruitmenthaslotofadvantagestocompanieslikelowcost,lesstime,quick,widerreach,bettermatchandwiththistheyhavepointedoutsomeofthedisadvantagesofonlinerecruitmentlikescrutinizingapplications,lackofawarenessregardinginternetinIndiainsomeplacesandtheysaidthatemployerswanttohavefacetofaceinteractionwithcandidates.Caggiano(1999)&Borck(2000)ithasbeenarguedbythemthatinternet-basedrecruitingwillnotreplacetraditionalpracticesinrecruitingbutawell-implementede-recruitmentstrategycanhelptherecruitmentprocessbecomemoresuccessful.AccordingtothestudybyNASSCOM–Jobisamongthetopreasonswhynewusersaccesscometheinternet,besidescheckinge-mails.Therearemorethan18millionresumesfloatingonlineacrosstheworldasperthereport.V.METHODSUSEDINTHEPROCESSOFE-RECRUITMENTTherearebroadlytwomethodsofexecutingE-Recruitment:1.Thecorporatewebsite:Thecorporatewebsiteoftheorganizationisgenerallyusedforpostingajobthroughalinkforcareeroptionswherethepotentialcandidatescanlookforthecurrentopenings,eligibilitycriteriaandotherrelevantdetails.Oncompany’swebsite,humanresourcedepartmenthasachoiceofpostingthevacanciesfreelyandindicatethecareerpathexpectedafterjoiningtheorganization.Thecorporatewebsiteattractsonlytheinterestedcandidatestowardsitself.Forattractingothercandidates,otherchannelscanbeused.2.Commercialjobportalsorjobboards:TheCompanycanusecommercialjobportalsforpostingthejobadvertisementsandsearchfortalentedcandidates.Forcandidateslookingoutforjobitiseasiertogothroughnumberofopeningatoneplatformthatiscommercialjobportals,whereasitistimeconsumingtovisitindividualwebsitesoforganizationsandmostofthetimescandidatedidnotgettoknowabouttheopeningsifnotvisitedregularly.Jobportalsemergedasasolutiontothisproblem.A.AdvantagesofE-Recruitment•Fastandeasyaccesstoinformation.•Lowcost,comparedtoprintadvertising.•Minimummanualintervention.•Widerrangeandscopeofjobopportunities.•Flexibilityofaccessingtheinternetasanattractivesource.•Fororganizations,itprovidesanopportunityforjobstobeadvertisedinglobalmarket.•Platformforattractinghighqualitypeoplewhoarenotactivelysearchingforjob,alsoknownaspassivejobseekers.•Itprovidesverifiedandtechnicallygoodcandidates.B.DisadvantagesofE-Recruitment•Organizationscan’tsolelyrelyonE-recruitment.•Alargeapplicantpoolcanhaveanegativeimpactofincreasingcostsinadministeringrecruitmentsystems.•InIndia,employersstillpreferafacetofaceinteractionratherthansendingE-mails.•Peoplewhoarefromlesseducatedgroupsorgeographicallydispersedmaynotusethismediumtoseejobsvacant.•Screeningandcheckingskillmapping&validationofmillionsofresumesisaproblemattimes&istimeconsuming.VI.CONCLUSIONTherealstrengthandpowerofonlinerecruitment,whendoneproperly,lieinutilizinginternettechnologytonotjustattractcandidatesbuttodealwiththemtoo.Inthissenseitisalsoaboutrationalizingtherecruitmentprocess-sobusyHRdepartmentscangiveabetterrecruitmentservicetotheircolleaguesinfinance,marketing,salesandmanufacturing.E-Recruitmentispresentaswellasabrightfutureofrecruitmentindustrythatwillkeepgrowingyearafteryear.WithlotsofpositivetraitsithassomelimitationslikeprobleminruralIndia,problemwithlesseducatedpopulation,strongbeliefandtrusttowardsfacetofaceinterviewtonameafew,butifwelookatthebrightsideofthestorytheseproblemsareverylittleandwillsurelybegonebythepowerofeducation.AsperareportinBUSINESSINSIDERDatedFeb.142017,OnlinerecruitmentactivitiesforJanuary2017continuedtoexceedthecorrespondingperiodayear-agoatthesamerateasinDecember2016;upby11percent,accordingtotheMonsterEmploymentIndex.中文译文：电子招聘：印度人力资源管理的新维度摘要在瞬息万变的全球化经济中，企业唯一的本质价值是其人力资源的经验、技能、创新能力和洞察力，它们是组织的关键组成部分，被视为组织的资产。在这个竞争激烈的市场中，组织需要拥有有效劳动力的核心力量。每个组织都在尽最大努力吸引、招聘和留住人才资源，这是当前系统面临的最大挑战。本文从相关文献中确定了电子招聘的方法，并介绍了电子招聘的好处，如何影响招聘时间和成本控制。今天，竞争优势最重要的来源之一是通过吸引和留住有才能的人员来实现人力资源整合。像所有其他学科一样，人力资源管理也发展到到了很高的水平，致力于改善组织和人们的整体效益。通过互联网进行招聘，有助于将人力资源管理纳入电子化人力资源管理，从招聘过程中吸引潜在的求职者到组织中来，这被称为电子招聘。通过网站发布空缺职位和申请工作的做法稳步增加。本文的目的是拓宽电子招聘实践的研究，促进组织的全面发展，重点关了注印度的电子招聘实践和趋势。关键词：电子化人力资源管理，电子招聘，互联网，趋势，保留。一、简介电子招聘，通常被称为网络招聘，是利用技术，特别是根据网络资源，来寻找、吸引、评估、面试和招聘新员工的一种做法。电子招聘的目的是提高招聘过程的效率和效果，同时降低成本。电子招聘可以接触到更多的潜在员工，并为甄选过程提供便利。在过去十年中，电子招聘一直是一个令人感兴趣的问题。互联网被认为是最新的招聘模式。这是招聘界的一场革命。术语“在线招聘”，“电子招聘”或“网络招聘”意味着可以在网上发布招聘信息。我们可以在20世纪80年代中期的文章中发现最初的电子招聘痕迹。电子招聘大致可以分为两类：企业招聘网站和发布招聘广告的商业招聘网站。现在，员工在私人或公共机构的帮助下，得到他们梦寐以求的工作，同时也减少了组织的时间和成本。但我们必须接受这样一个事实，即技术的进步使全球人力资源管理者不仅更容易相信机构，而且更容易相信互联网。电子招聘是利用信息技术来招聘员工、接触大众、节省时间。电子招聘属于电子化人力资源管理的范畴。如何充分利用电子招聘的概念，完全取决于雇主。在50年代到80年代，最广泛使用的招聘媒体是报纸。事实上，超过75%的求职者是通过报纸广告获得的。在80年代后期，招聘顾问利用有限的资源获得最佳人才；本地报纸、全国性报纸和专业招聘副刊是雇主和雇员之间唯一的联系渠道。面试是在双方商定的地点进行面对面的会议。90年代初，互联网在没有考虑到它将显著改变招聘市场的情况下推出。正是在90年代中期，第一批在线招聘网站推出。招聘变成了电子招聘。招聘人员不得不改变他们的旧习惯，开始在网上招聘。他们开始在网上发布招聘广告，同时在印刷杂志或报纸上刊登招聘广告。与求职者的第一次接触通常是一封电子邮件，然后是电话交谈。直到20世纪90年代末期，招聘员工的最佳方式还是在报纸上发布公告。几乎所有的报纸都有一个招聘版面，或者叫“求职版面”。当时，公司不得不为他们的公告版面付费！所以他们简洁而直接，并没有谷歌搜索引擎来帮助你更多地了解这个职位或公司。早在20世纪90年代，网络招聘基本上与报纸上的内容完全相同，只不过它们可以在网上访问。在本世纪头十年，招聘过程发生了迅速的变化，导致每天都在增长，因为在2002年，只有6%的求职者在求职时使用互联网，而在2003年，这一比例达到了46%。招聘网站曾经是招聘人员的首选工具。招聘人员通常以广告的形式发布招聘要求，并根据工作要求购买简历数据库访问权限，以获得最佳求职者。随着印刷品数量的减少，他们的技术水平也大大提高了。今天，超过97％的求职者通过互联网搜寻他们的职业机会。互联网为招聘人员找到潜在求职者提供了多种途径；他们可以通过求职网站或职业网站在线发布招聘广告。然而，在2017年，招聘人员是超连接的。招聘网站并不是招聘人才的限制。招聘人员在社会上到处都是活跃的，并通过各种可能的方式进行联系。他们使用专业的社交媒体如LinkedIn和热门的社交网络如Twitter甚至Facebook来寻找最佳人才。我们称之为社交网络招聘。求职者发现找到不同的工作，浏览整个工作概况，了解雇主提供的报酬和福利以及每一个相关的细节，都非常方便，甚至不用去亲自拜访组织。二、研究目的和范围A.研究的目的1.说明电子招聘的重要性。2.列出各组织在进行电子招聘时面临的主要挑战。3.关注电子招聘的方法和趋势。B.研究的范围网络招聘不再是社会中技术精英、充满好奇和极端复杂群体的专属领域。今天，随着这一媒介的试用、测试和证明是真实的，更重要的是绝对必要的，专业招聘人员和雇主同样依赖和信任招聘网站，将其作为专业人才的主要来源，在整体上和在某些情况下，是对传统招聘方法的补充。网络招聘在长期性方面具有优势，因为相对于纸质广告，网络招聘的寿命更长。而且，这些网络广告随时都有修改的余地。公司可以发布对工作的完整详细描述，或者可以回答被称为FAQs的常见问题。这些增加的信息吸引了更多的求职者，并节省了雇主的时间。无论什么时候，求职者都可以根据自己的方便，全天候地去找工作，这让他们很容易去寻找和申请一个更好的职业机会。根据上述事实和讨论，我们可以清楚地看到招聘行业的可喜成长，并通过实施电子招聘获益。在上述讨论的基础上，我们可以说电子招聘显著减轻了人力资源部门的负担，同时也为人力资源部门提供了更好、更高效的工作方法。电子招聘无疑是节省时间、简单透明和全球通用的。三、招聘组织根据规划来确定所需人力资源的数量，下一步将是招聘员工，即分配所需人力的来源，吸引他们来到组织。这就是所谓的“招聘”。组织必须招聘具有强制性技能、资格和经验的人员。A.电子招聘是电子化人力资源管理的一部分互联网在90年代末成为潜在的招聘机制，在电子招聘的早期阶段，它给招聘人员带来了许多好处。据称，互联网是招聘领域的分水岭，它给招聘领域带来了巨大的发展，并使世界成为一个全球性的工作场所。招聘的最新趋势是“电子招聘”或“网络招聘”。每个组织，无论大小，都在使用部分或全部的电子招聘，以实现求职者的最大数量。B.人力资源信息系统：一种联系人力资源信息系统（HRIS）是最重要的管理信息系统之一。它主要有助于与组织人力资源相关的行政活动。人力资源信息系统提供了许多人为(和)一家公司工作的重要信息，他们在哪里，他们做什么，以便人们可以管理他们。Noe(2007)指出，人力资源信息系统被当作一种计算机系统，用于获取、存储、操作、分析、检索和提供与人力资源有关的信息。由于它可以收集、管理和报告有助于决策的信息，它已经成为一个重要的工具。人力资源信息系统帮助组织规划大部分人力资源职能，包括在组织中