The effects of technology on organization design and behaviour are a well-known topic in organizational literature. Nevertheless, the evolution of Information and Communication Technologies (ICTs) entail many opportunities and show increasing potentiality (Earl, 2000; McNaughton, 2001; Butera, 2001). ICTs are frequently described as transformational technologies, able to and expected to transform entire organizations from different points of view. Indeed, it is difficult to study the impact of ICTs at the level of organizations as a whole; for this reason, most researchers have limited their analysis to the impact of ITCs either at an individual (e.g.: job design, job skills and attributes, new job profile), or at an organizational level (e.g.: organizational structure, decision making processes, work processes, knowledge management, knowledge workers, etc…). Over the last few years, ICTs seem to have challenged Human Resources function, opening new frontiers in solutions and tools for HR management (Cesaria, Cubello, 2002). In particular, we can consider the opportunities related to the e-learning, the use of contingent workers and the online recruitment. The latter one - otherwise known as e-cruiting, cybercruiting and internet recruiting - has rapidly known an increasing success among both researchers and large companies (Comacchio, 2002). Online recruitment implies to take on job information on line. There are different definitions of what internet recruitment consists of, because of the novelty of the term itself. Anyway, the decision of companies to recruit through this method implies the evaluation, in addition to the cost of reaching the target group, of its being fit with the organizational culture. The main purposes of this descriptive and explanatory study are: - to verify the emerging role of the internet as a tool for recruitment processes, looking for the advantages and drawbacks of online recruitment, and, as a rule, of the HR Management - to assess the web site effectiveness in personnel recruitment, due to the capacity of the companies to clearly express their own most important values.
The communication of company values and internet recruiting:theoretical reflection and empirical evidence
BONTI, MARIACRISTINA;
2004-01-01
Abstract
The effects of technology on organization design and behaviour are a well-known topic in organizational literature. Nevertheless, the evolution of Information and Communication Technologies (ICTs) entail many opportunities and show increasing potentiality (Earl, 2000; McNaughton, 2001; Butera, 2001). ICTs are frequently described as transformational technologies, able to and expected to transform entire organizations from different points of view. Indeed, it is difficult to study the impact of ICTs at the level of organizations as a whole; for this reason, most researchers have limited their analysis to the impact of ITCs either at an individual (e.g.: job design, job skills and attributes, new job profile), or at an organizational level (e.g.: organizational structure, decision making processes, work processes, knowledge management, knowledge workers, etc…). Over the last few years, ICTs seem to have challenged Human Resources function, opening new frontiers in solutions and tools for HR management (Cesaria, Cubello, 2002). In particular, we can consider the opportunities related to the e-learning, the use of contingent workers and the online recruitment. The latter one - otherwise known as e-cruiting, cybercruiting and internet recruiting - has rapidly known an increasing success among both researchers and large companies (Comacchio, 2002). Online recruitment implies to take on job information on line. There are different definitions of what internet recruitment consists of, because of the novelty of the term itself. Anyway, the decision of companies to recruit through this method implies the evaluation, in addition to the cost of reaching the target group, of its being fit with the organizational culture. The main purposes of this descriptive and explanatory study are: - to verify the emerging role of the internet as a tool for recruitment processes, looking for the advantages and drawbacks of online recruitment, and, as a rule, of the HR Management - to assess the web site effectiveness in personnel recruitment, due to the capacity of the companies to clearly express their own most important values.I documenti in IRIS sono protetti da copyright e tutti i diritti sono riservati, salvo diversa indicazione.
