People and Organizations

Line Managers are the implementers of the human resource management (Azmi & Mushtag, (2015), Chen et al., (2011), Perry & Kulik, (2008), Sheenan et al., (2014). Therefore delegating HR to line managers is important. Most research concludes that the Line Managers are important in functioning HR functions (Azmi & Mushtag, (2015), Chen et al., (2011), Perry & Kulik, (2008).While some research found that to be essential for Competitive advantage (Wright et al, 2001). The HR function consists of a variety of tasks. According to (McLean, 2006), pay benefits, dismissal, discipline & motivation are the most important HR tasks devolved to Line Managers and motivation is the most important activity in HRM. Motivation and retention are important tasks in HR and attraction and selection are also important HR activities for Line Managers to gain a competitive advantage (Wright et al, 2001). The traditional HR activities are more aligned with administrative functions and later H

Introduction Human Resource Management has undergone many changes during the past few years, due to its role importance in the Organization and the way it is understood. Despite the arguments regarding the influence the HRM has in the Organization, the HRM is one of the essential pillars of the Organizations (Essi, 2017). Many researches have been conducted, related to the effectiveness of HRM and the link between HRM and other Organizational factors. However according to (Essi, 2017), only a small number of studies conducted on activities, value and role of HR from a qualitative view and even smaller number on examining differences between Line Manager and HR professionals. Therefore studying the perceptions of line managers and HR activities can provide a better understanding of HRM and it can show on what areas the human resource needs to develop (Essi, 2017). Line Managers engaged in making business strategy success (De Winne et al., 2013), and HR managers work to incorporat

Diagram 1.0 - Holistic view of 360 Degree Appraisal (source: Satyawan et al, 2012) According to 1.0 diagram (Satyawan, et al., 2012), 360-degree appraisal as it named, provides feedback from various levels as described above. Therein this appraisal helps employees to have a holistic view of the impact they have on the Organization due to their performance. Though 360-degree appraisal helps the employees for their career development, it further leads to help the Managers to obtain information on how their leadership style have the rapport and influence among the employees (Satyawan, et al., 2012).  The purpose of 360-degree appraisal is mainly for Leadership development. This further may tempt Leadership behavioral change for the Managers; since they receive feedback from all corners of the Organization thus ultimately influences Organizational change and improvements (Satyawan, et al., 2012). According to (Thomas, et al., 1997), 360 appraisals provide an opportunity pr

According to (Sajjad, 2016) the Organizations need to keep their Human Resource at its highest efficiency level to survive within today’s competitive world. In order to above need, 360-degree appraisal plays an important role to provide in-depth information and evaluation about the performance of employees and development plans and requirements of employees in the future for the Organization (Baroda et al., 2012). Earlier days, the appraisal used to be given by the immediate Supervisor ex: - Horizontal way. But later, to respond demand due to the high level of competition, Organizations started doing 360 degree way of appraisals ex:- Horizontal and Vertical way (Sajjad, 2016). Today, many globally renowned Organizations have started adopting the 360-degree process to meet the requirements of achieving their objectives (Satyawan, et al., 2012). According to (Satyawan, et al., 2012) American Companies using 360-degree appraisal have increased from 40% to 65% during a span of 5 years fr

Almost 92% of companies in the USA started using social networks, which includes 93%, 66%, and 54% shares of LinkedIn, Facebook, and Twitter. There is an 85% increase since 2007 in using social sites for recruiting activities (Salmen, 2012). Hence, table 1.0 comparing of Generations construes why e-Recruitment has become a phenomenon in HRM. Table 1.0 Personal and Lifestyle Characteristics by Generation: The Veterans (1922-1945) Baby Boomers (1946-1964) Generation X (1965-1980) Generation Y (1981-2000) Work is... An obligation An exciting adventure - A difficult challenge - A contract - A means to an end - Fulfillment Communication Media - Rotary phones - One-on-one - Write a memo - Touch-tone phones - Call me anytime - Cell phones - Call me only at work - Internet - Picture phones - E-mail - Social media Leaders

The following video describes the evolution of Recruitment from older days to technical era. It also emphasizes why E-Recruitment is needed today to get the best candidates. Starting from Mail, email, job board, social media, online recruitment software, Recruitment has undergone a lot of transformations to suit the present situation need. Video 1.0: Changing phases in recruitment (source: Firefish, 2019) Reference: Firefish, (2011), Recruitment has Changed - Online Recruitment Software, viewed 31 August 2019, <https://www.youtube.com/watch?v=E4s0aaX6pUs>

The Components of e-Recruitment According to (Cappelli, 2001) E-Recruitment has three important steps, which are Attracting, Sorting and communicating candidates. Attracting includes designing of web pages, advertising through electronic sources and locating ideal candidates on the databases and web. Sorting includes online exams which aids the recruiter to screen the eligible candidates. Finally, the communicating step involves automated communication tasks and other mediums such as email, social media with the assistance of sophisticated e-Recruitment systems. We – find – you approach and you – find – us approach can be called as various kinds of e-Recruitment approaches, according to (Carter, 2001, Harris, 2005, Haudof & Duncan, 2004). Under the We-find-you approach, Organizations find candidates through job websites and Company career websites. You-find-us approach let the applicants to apply through advertisements posted by the Organization. These various approaches help

Introduction The Internet has become a bridge between Employers and candidates, especially during recent years. Technology has helped Employers, job seekers and websites to involve closer all-around a day. (Linda, 2006) E-Recruitment is about using internet sources to hire people for the Organization. By using software and web, employers have the ability to connect with wider range of prospective employees through e-recruitment technology (Sayel, 2018). He further adds, E-Recruitment process is more effective and efficient and as well as less expensive comparing with other traditional Recruitment methods, since it can reach a large number of candidates without much effort. E-Recruitment is rapidly growing among Organizations (Bartram, 2000, Lawrence, Sauser & Sauser, 2007, Lee, 2005, Lermusiaux & Snell, 2003, SHRM, 2008a, 2008b) and at the same time there is a gap increasing among research and applying (Anderson, 2003, García-Izquierdo, Aguinis & Ramos-Villagrasa, 201