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Companies' development in human resources in terms of facilitating the recruitment process through social media platform / bachelor thesis by Gizem Gürsu ; thesis advisors : Prof. Dr. Ritam Garg, Prof Dr. Evamaria Wagner.

By: Gürsu, Gizem [author].
Contributor(s): Garg, Ritam [thesis advisor] | Wagner, Evamaria [thesis advisor] | Berlin International University of Applied Sciences. Faculty of Business Administration [issuing body].
Material type: TextTextPublisher: Berlin, Germany : BAU International Berlin University of Applied Sciences, 2018Description: 31, ix pages : illustrations (colour) ; 30 cm.Content type: text Media type: unmediated Carrier type: volumeGenre/Form: Academic thesesDDC classification: 352.6 Online resources: Full text
Contents:
MACHINE-GENERATED CONTENTS NOTE: List of figures i -- 1 Introduction -- 1.1 General Introduction -- 1.2 Problem Statement -- 1.3 Need and Justification for the Study -- 1.4 Description of Investigation -- 1.5 Research Aim -- 1.5.1 Research Questions -- 1.5.2 Research Objectives -- 2 Literature Review -- 2.1 E-recruitment Strategy and Usage -- 2.2 Importance and Risks -- 2.3 Research Design -- 3 Methodology -- 3.1 Research Strategy -- 3.2 Methods of Data Processing and Data Analysis -- 4 Findings And Data Analysis -- 4.1 Definition and Relevancy -- 4.2 Need and Implementation of the Recruitment Process via Social Media Platforms -- 4.2.1 Trends Shaping the Future Social Recruitment Processes -- 4.3 Risks and Successful Outcomes of Companies’ Social Recruitment Processes -- 5 Discussion And Conclusion -- 5.1 Discussion of the Results -- 5.3 Contributions to Practical and Theoretical Knowledge -- 5.4 Limitations and Implications for Future Research -- 6 Bibliography ii -- Appendix vi.
Dissertation note: DISSERTATION NOTE: bachelor thesis in Business Administration, BAU International Berlin University of Applied Sciences, Berlin, Germany, 2018. Summary: MACHINE-GENERATED SUMMARY NOTE: "Permanent changes and improvements in technology entail crucial impacts on organizations, including the development of human resources by using social media platforms for recruitment. Nowadays, to reach and attract top talents, social recruitment is getting even more important for companies. This study examines the reasons encouraging its usage, analyzes in which extent and how companies implement it and discusses recent and future trends as well as risks and advantages of social recruitment. The research is qualitative and based on secondary data comprising diverse conducted surveys that display the scope of social recruitment usage by hiring managers and human resources professionals as well as successful accomplishments of various companies. Main findings show that companies focus on multiple approaches, such as enhancing the branding and reputation represented online, to attract talents, and benefit from the extension of networks as well as the ability to identify candidates, including passive ones and those living in other countries, faster and more cost-effectively through precise sourcing on social media platforms. Companies are also aware of major trends for future social recruitment, such as artificial intelligence or diversity, which already tend to be successfully performed by certain businesses. However, there are certain risks that come along, such as the insecurity of reliable information and the proper usage of personal data as well as the fact that not all skilled people are registered on these platforms. Thus, based on the major results of the study and referring back to the literature review, relevant recommendations for companies and recruiters, including the enhancement and extension of the social recruitment strategy in a proper way to enable a beneficial development in companies’ human resources, are elaborated. -- Keywords: social recruitment implementation, social media platforms, future trends, erecruitment, human resources." -- Summary, p. 1-3.
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Current location Collection Call number Status Date due Barcode
Klingemann Library
BUSINESS -- Business, management 352.6 G8849 2018 (Browse shelf) No access to hard copy 2019-0270
Klingemann Library
BUSINESS -- Business, management 352.6 G8849 2018 e-res (Browse shelf) Available as electronic resource -- please see link "Full text" above 2019-2470

DISSERTATION NOTE: bachelor thesis in Business Administration, BAU International Berlin University of Applied Sciences, Berlin, Germany, 2018.

BIBLIOGRAPHY NOTE: includes bibliographical references (pp. ii-v).

MACHINE-GENERATED CONTENTS NOTE:
List of figures i --
1 Introduction --
1.1 General Introduction --
1.2 Problem Statement --
1.3 Need and Justification for the Study --
1.4 Description of Investigation --
1.5 Research Aim --
1.5.1 Research Questions --
1.5.2 Research Objectives --
2 Literature Review --
2.1 E-recruitment Strategy and Usage --
2.2 Importance and Risks --
2.3 Research Design --
3 Methodology --
3.1 Research Strategy --
3.2 Methods of Data Processing and Data Analysis --
4 Findings And Data Analysis --
4.1 Definition and Relevancy --
4.2 Need and Implementation of the Recruitment Process via Social Media Platforms --
4.2.1 Trends Shaping the Future Social Recruitment Processes --
4.3 Risks and Successful Outcomes of Companies’ Social Recruitment Processes --
5 Discussion And Conclusion --
5.1 Discussion of the Results --
5.3 Contributions to Practical and Theoretical Knowledge --
5.4 Limitations and Implications for Future Research --
6 Bibliography ii --
Appendix vi.

MACHINE-GENERATED SUMMARY NOTE:
"Permanent changes and improvements in technology entail crucial impacts on organizations, including the development of human resources by using social media platforms for recruitment. Nowadays, to reach and attract top talents, social recruitment is getting even more important for companies. This study examines the reasons encouraging its usage, analyzes in which extent and how companies implement it and discusses recent and future trends as well as risks and advantages of social recruitment. The research is qualitative and based on secondary data comprising diverse conducted surveys that display the scope of social recruitment usage by hiring managers and human resources professionals as well as successful accomplishments of various companies. Main findings show that companies focus on multiple approaches, such as enhancing the branding and reputation represented online, to attract talents, and benefit from the extension of networks as well as the ability to identify candidates, including passive ones and those living in other countries, faster and more cost-effectively through precise sourcing on social media platforms. Companies are also aware of major trends for future social recruitment, such as artificial intelligence or diversity, which already tend to be successfully performed by certain businesses. However, there are certain risks that come along, such as the insecurity of reliable information and the proper usage of personal data as well as the fact that not all skilled people are registered on these platforms. Thus, based on the major results of the study and referring back to the literature review, relevant recommendations for companies and recruiters, including the enhancement and extension of the social recruitment strategy in a proper way to enable a beneficial development in companies’ human resources, are elaborated.
--
Keywords: social recruitment implementation, social media platforms, future trends, erecruitment, human resources."
-- Summary, p. 1-3.

SOURCE OF ACQUISITION NOTE: hard and digital copies acquired as obligatory copies from the author via Examinations Office, 2019-01-16.

ISSUING BODY NOTE: BAU International Berlin University of Applied Sciences is the former name of Berlin International University of Applied Sciences.

CATALOGUING: original descriptive cataloguing + summary + contents, 2019-04-01, 2019-11-16.

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