Abhigyan

Open Access Open Access  Restricted Access Subscription Access
Open Access Open Access Open Access  Restricted Access Restricted Access Subscription Access

A Comparative Study of Effectiveness of Online-Recruitment in Manufacturing and Service Sector in Nashik


Affiliations
1 Nirma University, Gujarat, India
     

   Subscribe/Renew Journal


The purpose of the study was to compare the effectiveness of online-recruitment in manufacturing and service sector in Nashik. Although it is known that information quality plays a major role in the success of online recruitment (OLR) but there are other facilitators which have an influence on effectiveness of OLR which have been called as “OLR Driving Factors”. This study intends to evaluate whether OLR driving factors have a significant influence on the effectiveness of OLR and further whether the effectiveness of OLR has a significant influence on the attitude to use OLR. The questionnaire was administered to thirty respondents each in both manufacturing and services industry. The respondents included HR managers where such a designated post exists or otherwise it was administered to the person concerned with recruitment in the organisation. Each of the respondents was met personally for obtaining responses to the questionnaire. For testing the framework of the study's model, structural equation modelling (SEM) has been employed in this study. The results support both the hypothesis that OLR driving factors have a significant influence on the effectiveness of OLR and effectiveness of OLR has a significant influence on the attitude to use OLR in both the manufacturing as well as in the service industry.

Keywords

Effectiveness, Online Recruitment, Driving Factors, Manufacturing, Service Information Quality.
User
Subscription Login to verify subscription
Notifications
Font Size

  • Bennis, W. G., & O'toole, J. (2005). How business schools lost their way. Harvard Business Review, 83(5), 96-104.

  • Boydell, M. (2002). Internet recruitment helps HR careers. Canadian HR Reporter, 11(20) 5

  • Breaugh, J. A., & Starke, M. (2000). Research on employee recruitment: So many studies, so many remaining questions. Journal of Management, 26 (3), 405-434.

  • Cappelli, P. (2001). Making the most of on-line recruiting. Harvard Business Review, 79 (3), 139-148.

  • Colquitt, J. A., LePine, J. A., & Noe, R. A. (2000). Toward an integrative theory of training motivation: A meta-analytic path analysis of 20 years of research. Journal of Applied Psychology, 85 (5), 678.

  • Dineen, B. R., Ash, S. R., & Noe, R. A. (2002). A web of applicant attraction: Person-organization fit in the context of Web-based recruitment. Journal of Applied Psychology, 87(4), 723.

  • Eberhardt, B. J., Moser, S., & McGee, P. (1997). Business concerns regarding MBA education: Effects on recruiting. Journal of Education for Business, 72(5), 293-296.

  • Parry, E., & Wilson, H. (2009). Factors influencing the adoption of online recruitment. Personnel Review, 38 (6), 655-673.

  • Fishbein, M., & Ajzen, I. (1977). Belief, attitude, intention, and behavior: An introduction to theory and research, USA: Addison-Wesley.

  • Galanaki, E. (2002). The decision to recruit online: A descriptive study. Career Development International, 7 (4), 243-251.

  • Ghoshal, S. (2005). Bad management theories are destroying good management practices. Academy of Management Learning & Education, 4 (1), 75-91.

  • Gillenson, M. L., & Sherrell, D. L. (2002). Enticing online consumers: An extended technology acceptance perspective. Information & Management, 39 (8), 705-719.

  • Lau, A. S. (2002). Strategies to motivate brokers adopting on-line trading in Hong Kong financial market. Review of Pacific Basin Financial Markets and Policies, 5(04), 471-489.

  • Liu, C., & Arnett, K. P. (2000). Exploring the factors associated with Web site success in the context of electronic commerce. Information & Management, 38 (1), 23-33.

  • Mintzberg, H. (2004). Managers, not MBAs: A hard look at the soft practice of managing and management development. USA: Berrett-Koehler Publishers.

  • Odumeru, J. A. (2012). Diffusion of online recruiting technology in Nigeria. Online Journal of Social Sciences Research, 1(4), 104-114.

  • Porter, L. W., & McKibbin, L. E. (1988). Management education and development: Drift or thrust into the 21st century? NJ: McGraw-Hill.

  • Pressman, R. S. (2005). Software engineering: A practitioner's approach. UK: Palgrave Macmillan.

  • Rogers, E. M. (1995). Diffusion of Innovations: Modifications of a model for telecommunications. Berlin, Heidelberg: Springer.

  • Van Birgelen, M. J., Wetzels, M. G., & van Dolen, W. M. (2008). Effectiveness of corporate employment web sites: How content and form influence intentions to apply. International Journal of Manpower, 29 (8), 731-751.

  • Ventura, M. G. G., & Bringula, R. P. (2013). Effectiveness of online job recruitment system: Evidence from the university of the East. International Journal of Computer Science Issues (IJCSI), 10 (4), 152.

  • Williamson, I. O., Lepak, D. P., & King, J. (2003). The effect of company recruitment web site orientation on individuals' perceptions of organizational attractiveness. Journal of Vocational Behavior, 63(2), 242-263.

  • Yoon Kin Tong, D. (2009). A study of e-recruitment technology adoption in Malaysia. Industrial Management & Data Systems, 109 (2), 281-300.

  • Young, J., & Foot, K. (2005). Corporate e-cruiting: The construction of work in Fortune 500 recruiting web sites. Journal of Computer-Mediated Communication, 11(1), 44-71.


Abstract Views: 590

PDF Views: 0




  • A Comparative Study of Effectiveness of Online-Recruitment in Manufacturing and Service Sector in Nashik

Abstract Views: 590  |  PDF Views: 0

Authors

Rupali Milind Kulkarni
Nirma University, Gujarat, India
Sameer Sudhakar Pingle
Nirma University, Gujarat, India

Abstract


The purpose of the study was to compare the effectiveness of online-recruitment in manufacturing and service sector in Nashik. Although it is known that information quality plays a major role in the success of online recruitment (OLR) but there are other facilitators which have an influence on effectiveness of OLR which have been called as “OLR Driving Factors”. This study intends to evaluate whether OLR driving factors have a significant influence on the effectiveness of OLR and further whether the effectiveness of OLR has a significant influence on the attitude to use OLR. The questionnaire was administered to thirty respondents each in both manufacturing and services industry. The respondents included HR managers where such a designated post exists or otherwise it was administered to the person concerned with recruitment in the organisation. Each of the respondents was met personally for obtaining responses to the questionnaire. For testing the framework of the study's model, structural equation modelling (SEM) has been employed in this study. The results support both the hypothesis that OLR driving factors have a significant influence on the effectiveness of OLR and effectiveness of OLR has a significant influence on the attitude to use OLR in both the manufacturing as well as in the service industry.

Keywords


Effectiveness, Online Recruitment, Driving Factors, Manufacturing, Service Information Quality.

References