Essays on The Use of Technology in Recruitment and Training - Fastsigns Franchise Case Study

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The paper 'The Use of Technology in Recruitment and Training - Fastsigns Franchise" is a great example of a management case study.   The human resource department plays a critical role in ensuring the success of an organization. Today, employees are seen as the key assets of an organization. Having the right employees with the right talents is a source of competitive advantage (Hoyle 2013, p. 13). As such, human resource managers must ensure that an organization acquires the right talents to ensure the achievement of success. However, the technological advancements that have occurred over the past few decades have greatly impacted on the HR functions of most organizations, including recruitment, selection, induction, training, career planning, industrial relations and occupational health and safety among others (Larson and Hewitt 2005, p.

56). Presently, most large organizations have adopted a human resource information system (HRIS) to help in the execution of HR functions. HRIS involves the use of HR software to execute HR functions electronically. Fastsigns franchise is a classic example of Australian companies that uses technology to perform some of its HR functions. This discourse will explore how technology is being used for recruitment and training of employees with a specific focus on how Fastsigns Franchise use technology to recruit and train its accountants. Use of Technology in Recruitment & Training Recruitment and training are one of the key functions of the human resource manager.

The HR manager must ensure that an organization has the right number of employees with the right talents all the time to ensure success. This implies that, after hiring, the HR manager must ensure that the right training is offered to the employees to enable them to acquire the right skills and experiences to enable them to be able to discharge their duties effectively (De Juana-Espinosa, S 2011, p.

14). However, recruitment and training of employees have changed significantly over the last few years. Presently, there are various technologies that HR departments can use to streamline and make recruitment and training efficient. As earlier stated, recruitment is one of the critical functions of the HR manager. Fortunately, currently, there is a recruitment software that allows HR managers to hire employees easily, thereby resulting in time and cost-saving, as well as resulting in better recruitment decisions.

Recruitment software is greatly changing how companies handle their hiring process by providing firms and employees with more freedom and time. Recruitment software is a type of HRIS application that computerizes the hiring process in an organization (Kavanagh, Thite and Johnson 2014, p. 8). The application software computerizes recruitment processes, creation and job ad posting, candidate analysis, as well as ranking the candidates according to their skills and suitability. Additionally, recruitment software allows HR to create personalized interview questions within a single system. The use of recruitment software is having many benefits to organizations whose HR has adopted the technology for their recruitment processes.

In the past, most hiring managers used to spend a lot of time perusing application letters and resumes to get the right candidate to move to the next stage of the hiring process. This was not only time-consuming but also costly to organizations (De Juana-Espinosa, S 2011, p. 25). The trend has, however, changed with the availability of recruitment software that has reduced the hiring time but performing the initial screening to identify the suitable candidates for a particular job.

The use of recruitment software also benefits firms because it ensures that candidates are thoroughly assessed against the requirement of the job and culture of the organization, thereby ensuring that the best candidate is picked for a job. Kavanagh, Thite and Johnson (2014, p. 5) estimate indicate that recruitment software is more than five times effective than the traditional recruitment process.

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