Human Resource Management and Benefits of IT in Recruitment

Human Resources Management is a very tough task, and literally a tough thing to do as well. Academically it may sound very easy to define goals, set objectives, set high standards, define strategic alliances, look for the X-factor in the employee performance and the goals, hire employees who are good enough to boost the whole performance of the organization they work in etc.



Human resource is not something that is learnt in a day. It comes in with experience and wisdom. Not every person is the same nor any HR practice is applicable on all kinds of employees. Many tactics are involved in the making of HRM policies and that is why it is a vast field. Starting with recruiting/selection and staffing techniques, the world of HRM is huge. Performance management is something that defines the overall perspective of having an HR department in a company.

Recruitment/Selection

The process of HR starts with the recruitment and selection process, which counts in all the heads wanted in for a company to work. While the selection is being done based on the recruitment process, the CV’s are being checked for who meets the company goals, the personal goals and match with the department one is being hired for.

Usually when this process was carried out a decade ago, the manual screening and the staffing process took so much of time and cost that the budget defined for the process exceeded its limit. That is why researchers and programmers set their heads together to get something designed in low cost and high efficiency. They all came up with the different recruitment software types according to the types of companies they were made for.

The project management life cycle was applied to them for the interpretation of the results and then eventually the updated versions of the software became efficient.

What happens now

Nowadays many companies work for the clients to make good quality recruitment selection software types, so that the cost of hiring is minimized with lesser manual burden of screening the CV’s form the market. A good example is the recruit I.D. The evolution of the software industry has have an impact on the performance and the quality control measures of the systematic screening and match up of CV’s according to the requirements of one company.

A defined algorithm sets required CV’s aside. The criteria for the requirements are fed in the algorithm. That is why this idea of tailored to the need software is in demand. It not only saves up the entire cost of the staffing process, but also brings the focus of internal employees over people and not just the process. Time is consumed lesser, and no manual integration is required as well.

Not only companies use such software types, but also the headhunters use such software to select the best pool of candidates needed for any organization they work for. To get an insight on to the details, many online forums and platforms are being made every day to get the clients in such with such software information.

Author Bio:
This guest post is written by Muhammad Azam. He is a professional having experience in human resource management, technology and IT industry. He has written several posts on recruitment software, HRM, recruitment and selection tips, etc. He also writes for recruit I.D.