Expert answer:The Nature of Technology and Technological Change

Solved by verified expert:In the readings , you will find widely varying debates about the nature of technology and technological change, as well as the ways in which technology interacts with organizational processes. To prepare for this assignment, review the required readings and read the three articles attached.Identify dynamic capabilities in your organization. Justify why and how these capabilities are contributing to competitive advantage and outline how they differ from “resources.”Discuss how these capabilities can help to retain competitive advantage in the face of technological changes/disruptions.Be 3 pages in length, which does not include the required title page or reference page, which are never a part of the content minimum requirements.Use academic writing standards and APA style guidelines.Support your submission with material concepts, principles, and theories and at least two scholarly, peer-reviewed journal articles unless the assignment calls for more. (((Refrences should be 4 and more in total)))
e_recruitment_____an_organizational_change.pdf

valuing_stakeholder_engagement_and_sustainability_reporting.pdf

what___s_organization_knowledge.pdf

Unformatted Attachment Preview

International Journal of Multidisciplinary Approach
and Studies
ISSN NO:: 2348 – 537X
E-Recruitment – An Organizational Change
R.Radhika*, & Dr. Florence John**,
*Ph.D Full Time Research Scholar,Department of Commerce, Madras Christian College, East Tambaram,
Chennai.
**Research Supervisor & Guide, Assistant Professor, Department of Commerce, Madras Christian College,
East Tambaram, Chennai.
ABSTRACT
Globalised economy is flourishing by adopting numerous incredible technological
innovations in order to have a better survival. Technological innovation can be achieved only
if it’s capable to take up all the changes in a very timely manner. Technological change in a
broader sense included with very many factors in up gradation to the existing traditional
practices. E-recruitment is one of the best examples for the innovative measures considered
in the organizational environment. The present study is focused on the study of E-recruitment
in the Informational Technology (IT) industries. This research work is empirical in nature
and the primary data is collected by using structured questionnaire. Thus, the finding of the
study reveals that the e-recruitment has not replaced some of the conventional recruitment
methods.
Key words: E-Recruitment, Innovation, Technology, Adoption
INTRODUCTION:
The study has arisen as there is a Technological change in the traditional recruitment method
in the IT industries. HR managers are increasingly resorting to online hiring and so are the
job seekers going online to look for jobs. Using the internet to attract and recruit applicants
can be done in a number of ways, some of which are relatively passive, such as posting job
Volume 03, No.4, July- August 2016
Page :
STATEMENT OF THE PROBLEM:
78
In today’s highly competitive global market, the use of Internet technology is indispensable
especially in finding the best people to fill crucial positions in a company. The role of HR in
the recruitment process is changing, the HR are more involved in recruiting with particular
vacancies and HR taking on a more coordinating and strategic role. Most of the HR practices
in the organizations have changed from traditional recruitment method to E-recruitment,
which became latest trend in recruitment process. E-recruitment becomes a significant part of
the recruiting strategy for many organizations. E-recruitment is about both cultural and
behavioral change in the organizations, both within HR and line management level.
The terms e-recruitment is also called as online recruitment, or internet recruiting.
Recruitment is defined as “recruitment includes those practices and activities carried on by
the organization with the primary purpose of identifying and attracting potential employees”
(Barber, 1998, p.5). Recruitment is the human resources function that plays a major role in
the organizational success to achieve the desired objectives. The traditional recruitment
approach was paper based, followed by interviews at some geographical locations (Nel, 2011;
Rudman, 2010).
International Journal of Multidisciplinary Approach
and Studies
ISSN NO:: 2348 – 537X
advertisements on a website or job board, or more proactive in terms of actively searching
internet sources to identify potential candidates Online recruitment offers candidates the
advantage of knowing the job profile, responsibilities expected and the nature of the
organisation, which are well defined at the outset. The benefits of online recruitment are
many in terms of time, cost, technology, wider platform and ease of applications. Hence there
is a need to study the technology adoption of E-recruitment. Therefore, the research is
conducted to study E-Recruitment an innovative technology adoption in IT industries in
Chennai.
OBJECTIVES OF THE STUDY:
 To identify the E-recruitment methods in the IT industry in India.
 To examine the recruiters perception towards the E-Recruitment technological
practice in IT industries.
RESEARCH METHODOLOGY:
The present study is concerned with Study on E-Recruitment Technology Adoption in IT
industries in Chennai. The HR employees in the IT industries are the respondents for the
present study. The study was conducted based on the primary data collected from the HR
employees of IT organizations using a structured questionnaire. Convenience sampling
method was used to select sample respondents. 230 questionnaires were distributed and
finally 200 filled questionnaires were received from the HR employees, considered as sample
respondents. Questions were framed on Likert 5 point rating scales and multiple choices.
Personnel records, journals, books, periodicals and websites constitute the secondary source
of data for the study.
HYPOTHESIS USED FOR THE STUDY:
 Hypothesis 1: H0: There is no Significant Association between Work experience and
Types of Recruitment methods.
 Hypothesis 2: H0: There is no Significant Association between Work experience and
Types of E-Recruitment
Maureen Sills (Sep 2014), clearly explained in his paper about “E-recruitment-Comparison
with traditional recruitment and the influences of social media”. The study reveals that the
Volume 03, No.4, July- August 2016
Page :
In the Journal of Business and Retail Management Research (Oct 2014), an article titled
“Development of a scale to measure the perceived benefits of E-Recruitment from the
viewpoint of the recruiter” by Ghadeer Mohamed Badr ElDin Aboul-Ela clearly states that Erecruitment saves time and efforts compared to traditional recruitment methods. The study
was based on the inductive approach with an initial proposal of five main perceived benefits
summing up to 40 items and the results revealed the statistical relevance of 24 items out of
the 40. It also reveals that E-recruitment creates an improved and sounder image for the
organization.
79
LITERATURE REVIEW:
International Journal of Multidisciplinary Approach
and Studies
ISSN NO:: 2348 – 537X
traditional recruitment has not completely disappeared behind the scenes of E-recruitment.
The recruitment process still processes through all of the stages in E-recruiting, same as one
who applies by the traditional means has found from the study.
In the Journal of Management & Marketing (Volume X1 Issue 1/2013), an article titled
“Impact of E-Recruitment and job-seekers perception on intention to pursue the jobs” by
Naveed R. Khan Marinah Awang Arsalan Mujahid Ghouri states that the recruitment sources
and applicant’s perceptions of job significantly influence the intention to pursue the position
applied by the job seeker. Snowball technique is used to approach the large pool of targeted
respondents in Pakistan. The results of the study suggested that internet has been accepted
and widely use as the source to find the job placement, however, newspaper is also most
popular in the sources of recruitment.
ANALYSIS AND INTERPRETATION:
The data analysis is completely done with the help of SPSS (15th version). The reliability of
the data as per Cronbach’s Alpha for the 35 items is 79.1%. In order to achieve the objectives
of the study statistical techniques are used and the results are presented below. The statistical
tools used for the analysis of data are descriptive statistics- Frequency, Mean, Percentages,
Chi-square test, and Factor analysis.
Work Experience
(years)
Designation
% of Respondents
Below 23
23-30
31-40
41-50
above 50
Less than 1
2
14
72
87
25
0
1%
7%
36%
43.5%
12.5%
0%
1-3
46
23%
3-5
78
39%
5-7
45
22.5%
More than 7
31
15.5%
HR junior executive
24
12%
HR senior executive
104
52%
80
Age
Demographic Profile of the Respondents
Classification
No. Of Respondents
(n=200)
HR head /manager
66
33%
Others
6
3%
Page :
Demographic
factors
Source: Primary data through Questionnaire
Volume 03, No.4, July- August 2016
International Journal of Multidisciplinary Approach
and Studies
ISSN NO:: 2348 – 537X
Inference:
It is inferred from the above table 1 that the majority of the respondents 43.5 % and 36% are
in the Age group of 41-50 and 31-40 years. The majority of the respondents 39% have 3-5
years experience and 23% have 1-3 years of experience. The table 1 also reveals that the
majority of the respondents are HR senior executives with 52% and HR head or managers
with 33%.
TABLE: 2
Table Showing the Descriptive Analysis of most popular Recruitment methods in the IT sector
Descriptive Statistics
Mean
Std.
Variables
(N=200)
Deviation
Walk-in’s
3.025
0.974
Campus
Recruitment
2.980
1.248
E-Recruitment
2.840
0.910
Consultancies
2.565
0.889
Print Ads
2.500
1.103
Employee
Referrals
2.435
0.860
Source: Computed Data
Inference:
The descriptive analysis for the most popular Recruitment methods in the IT sector are
ranged with a Likert 5 point scale, as score of 5 (Strongly Agree) to 1(Strongly Disagree).
The mean score of the variable pertaining to the Walk-ins’ is 3.025, Campus recruitment is
2.980, E-recruitment is 2.840, Consultancies is 2.565, Print Ads is 2.500 and Employees
Referrals is 2.435.
TABLE: 3
Table Showing the Descriptive Analysis of most popular E-Recruitment method in the IT sector
Descriptive Statistics
Mean
Variables
(N=200)
Job Portals
3.410
Company Websites
3.230
Professional institutions
2.740
Social Networking
2.480
Std.
Deviation
1.008
0.955
0.904
1.032
The descriptive analysis for the most popular E-Recruitment methods in the IT sector are
ranged with a Likert 5 point scale, as score of 5 (Strongly Agree) to 1(Strongly Disagree).
The mean score of the variable pertaining to the Job portals is 3.410, Company websites is
3.230, Professional institutions are 2.740 and the Social Networking is 2.480.
Volume 03, No.4, July- August 2016
Page :
Inference:
81
Source: Computed Data
International Journal of Multidisciplinary Approach
and Studies
ISSN NO:: 2348 – 537X
TABLE 4
Indicating Chi-Square test for Work Experience and Types of
Recruitment
Chi-Square
P-value
Types of Recruitment
Value
Walk-in’s
24.617
0.016*
23.211
0.025*
Employee Referrals
Print Ads
40.615
0.000*
Campus Recruitment
18.195
0.032*
Consultancies
20.987
0.050*
11.973
0.215
E-Recruitment
Source: Computed Data
*95% Level of Significance
Hypothesis 1:
H0: There is no Significant Association between Work experience and Types of Recruitment
methods
Inference:
It is inferred from the above table that the p-value of Walk-in’s, Employee Referrals, Print
Ads, Campus Recruitment and consultancies is 0.016, 0.025, 0.000, 0.032 and 0.050 is less
than the table value at 95% level of significance. Hence null hypothesis is rejected and it is
concluded that there is significant association between the Work experience of the
respondents and the Recruitment methods. The p value for E-Recruitment is greater than the
table value 0.215, hence it is concluded that for E-Recruitment, null hypothesis is accepted
and there is no significant association between the Work experience of the respondents and
the E-Recruitment method.
TABLE 5
16.820
0.050*
Company Websites
34.738
0.000*
Social Networking
44.893
0.000*
Professional institutions
28.272
0.005*
Source: Computed Data
*95% Level of Significance
Hypothesis 2:
H0: There is no Significant Association between Work experience and Types of ERecruitment
Volume 03, No.4, July- August 2016
Page :
Job Portals
82
Indicating Chi-Square test for Work Experience and Types of ERecruitment
Chi-Square Value
P-value
Types of E-Recruitment
International Journal of Multidisciplinary Approach
and Studies
ISSN NO:: 2348 – 537X
Inference:
It is inferred from the above table that the p-value of Job portals, Companies Websites,
Social networking, and Professional institutions is 0.050, 0.000, 0.000, 0.032 and 0.005 is
less than the table value at 95% level of significance. Hence null hypothesis is rejected and it
is concluded that there is significant association between the Work experience of the
respondents and the types of E-Recruitment.
Factor Analysis being used to reduce the variable to Predominant Factors
An exploratory factor analysis was performed on the 12 variables included in the
questionnaire in order to determine the E-Recruitment technology in IT industries. The
Principal component analysis with varimax rotation was conducted. The factor loading matrix
is presented in the below tables through, and also includes tables on KMO and Bartlett’s Test,
Communalities, Total Variance Explained, Component Matrix and Rotated Component
Matrix. The analysis of the data in these tables is presented below.
Table: 6
KMO and Bartlett’s Test
Kaiser-Meyer-Olkin Measure of Sampling
Adequacy.
Approx. ChiSquare
Bartlett’s Test of
Sphericity
df
Sig.
0.479
130.475
66.000
0.000
The KMO statistic indicates that correlations are relatively compact. Bartlett test also
signifies that there is relationship between the variables. From the table 6 it can be noted that
Kaiser-Meyer-Olkin measure of sampling adequacy is 0.479 and Bartlett’s Test of Sphericity
approximate Chi-Square value is 130.475 which are statistically significant at 5% level.
Table 7
1
Total Variance Explained
Extraction Sums of Squared
Initial Eigen values
Loadings
% of
Cumulative
% of
Cumulative
Total
Total
Variance
%
Variance
%
1.673
13.944
13.944
1.673
13.944
13.944
2
1.394
11.619
25.563
1.394
11.619
25.563
1.381
11.511
24.309
3
1.298
10.818
36.380
1.298
10.818
36.380
1.226
10.213
34.522
4
1.132
9.434
45.815
1.132
9.434
45.815
1.204
10.032
44.554
5
1.094
9.119
54.934
1.094
9.119
54.934
1.134
9.449
54.003
6
1.012
8.431
63.365
1.012
8.431
63.365
1.123
9.362
63.365
Extraction Method: Principal Component Analysis.
Source: Computed data
Volume 03, No.4, July- August 2016
Rotation Sums of Squared Loadings
Cumulative
%
12.798
83
1.536
% of
Variance
12.798
Total
Page :
Component
International Journal of Multidisciplinary Approach
and Studies
ISSN NO:: 2348 – 537X
Volume 03, No.4, July- August 2016
Page :
Table 8
Rotated Component Matrix(a)
Component
Variables
1
2
3
4
5
6
E-Recruitment helps in employer
0.650
branding
Advertising through job portals is
more effective than prints ads in
0.624
terms of cost advantage
E-Recruitment enables effective
follow up to keep in track with the
0.609
applicants (i.e.,)database for future
vacancies
E-Recruitment allows a faster
0.497
response to candidates
E-recruitment reduces the paper
0.772
work to the maximum
E-Recruitment attracts a greater
0.790
volume of applications
E-recruitment enables Right
0.549
candidate for right job
E-Recruitment enables easy interface
0.842
with the MIS of the organization
E-Recruitment is easy to use and
0.863
understand.
E-Recruitment is a helpful tool for
0.528
the recruiters job in the organization
E-Recruitment attracts applicants
0.834
with high standards
HR prefer E-Recruitment to other
0.578
methods of recruitment
Extraction Method: Principal Component Analysis.
Rotation Method: Varimax with Kaiser Normalization.
a) Rotation converged in 10 iterations.
84
In the present study, Principal component analysis is performed for the E-Recruitment
technology in IT industries to verify whether it is possible to reduce the variables into few
significant variables. The Eigen values associated with each linear factor before, after
extraction and after rotation are given in table 7. Initially before extraction there are 12
variables are reduced to six predominant factors with cumulative values in percentage of
12.798, 24.309, 34.522, 44.554, 54.003, and 63.365. Using Kaiser Criterion and viewing the
table it is clear that three factors can be extracted. Before rotation factor 1 accounted for
considerably more variance than the remaining two (13.944% compared to 11.619 %10.818%
9.434% 9.119%and 8.431%). However after extraction it accounts for only 12.798% of
variance compared 11.511%, 10.213%, 10.032%, 9.449% to % and 9.362%.
International Journal of Multidisciplinary Approach
and Studies
ISSN NO:: 2348 – 537X
From table number 8 it can be noted that 4 variables create to form the first factor which can
suitably named as “Effectiveness”. The second factor with grouping in of 1 variable can be
named as “Reduce ability”. The third factor is formed with 2 variables which can be named
as “Selection”. The fourth factor can be named as “Accessibility” of consisting 1 variable.
The fifth factor with grouping of 2 variables can be named as “Usefulness” and the sixth
factor can be named as “Preferences” Consisting of 2 variables. This reveals that factor
analysis results in 6 predominant factors.
FINDINGS:
 Majority of the respondents are in the age group of 41-50 and majority of the
respondents have 3 to 5 years of experience. Most of the respondents are HR senior
executives.
 The highest mean score of the most popular recruitment methods in the IT industry is
Walk-in’s with 3.025 and the least is Employee referrals with 2.435.The mean score
of the variable pertaining to the Job portals is 3.410, which shows this method is very
popular E-Recruitment method and the Social Networking is the least, with the mean
of 2.480.
 There is no Significant Association between Work experience and Types of
Recruitment methods for Walk-in’s, Employee Referrals, Print Ads, Campus
Recruitment and consultancies. There is a Significant Association between Work
experience and Types of Recruitment methods for E-Recruitment method.
 There is Significant Association between Work experience and Types of ERecruitment for job portals, Company websites, Professional institutions and Social
networking.
 Factor analysis reduced the 12 variables before extraction are reduced to six
predominant factors with cumulative values in percentage of 12.798 to 63.365.
“Effectiveness” is the major important factor which forces the E-Recruitment
technological adoption in IT industries.
CONCLUSION:
The present study identified few key determinants to the technology adoption in Erecruitment. However, the study reveals that the e-recruitment has not replaced some of the
Volume 03, No.4, July- August 2016
Page :
The awareness of E-Recruitment of HR practices for E-Recruitment should be enhanced. ERecruitment can be developed as an indigenous recruiting system in the organizations.
Technological advancement in the organizations, will helps to replace traditional method of
recruitment. It results in the reduction of paper work while screening the applications through
online recruitment and also the data of applicants will be used for future use. It is
recommended that all the companies must adopt E-Recruitment method, which increases the
speed and reduces the cost and time.
85
SUGGESTIONS:
International Journal of Multidisciplinary Approach
and Studies
ISSN NO:: 2348 – 537X
conventional recruitment methods. From the study and from the findings it is seems that
majority of the respondents feel that E-Recruitment as a support tool to conventional
recruitment method. But, according to the research the E-Recruitment can be developed as an
indigenous recruiting system. From the study and findings it is evident that most of the
respondents feel that E-Recruitment is not the best hiring tool. But according to the research
it is otherwise, being the globalization making new waves in business, E-Recruitment may
prove to be the best recruiting system at universal level.
REFERENCES:
i. Barber, A. E., 1998, Recruiting employees: Individual and organizational
perspectives. Thousand Oaks, CA: Sage Publications.
ii. Ghadeer Mohamed Badr ElDin Aboul-Ela in the Journal of Business and Retail
Management Research (Oct 2014), an article titled “Development of a scale to
measure the perceived benefits of E-Recruitment from the viewpoint of the recruiter”.
iii. Maureen Sills (Sep 2014) – Helisinki Metropolia University of Applied Sciences,
European management- “E-recruitment-Compariso …
Purchase answer to see full
attachment

How it works

1. Paste your instructions in the instructions box. You can also attach an instructions file
2. Select the writer category, deadline, education level and review the instructions 
3. Make a payment for the order to be assignment to a writer
4.  Download the paper after the writer uploads it 

Will the writer plagiarize my essay?

You will get a plagiarism-free paper and you can get an originality report upon request.

Is this service safe?

All the personal information is confidential and we have 100% safe payment methods. We also guarantee good grades