A system which seeks to merge the activities associated with human resource management

(HRM) and information technology (IT) into one common database through the use of enterprise
resource planning (ERP) software. The goal of HRIS is to merge the different parts of human
resources, including payroll, labor productivity, and benefit management into a less capitalintensive system than the mainframes used to manage activities in the past. Also called Human
Resource Management Systems (HRMS)

7777777 HYPHOTHICAL GAP ANLYSIS

STEP 1: Identify Strategic Objectives

While many methods for undertaking a gap analysis start with looking at your own company's
performance, I think that it's helpful to first have a goal, or end in mind before undertaking the
analysis process. Some companies look to benchmarking and best practices of other companies
to perform their gap analysis. Here, I'm going to use a couple of standards from California's
Model Content Standards. Let's say that my school wants to incorporate a better music program,

based upon music content standards set by California educators. Here are a couple sample
content standards:

"1.1 Read an instrumental or vocal score of up to four staves and explain how the
elements of music are used."

"1.5 Identify and explain a variety of compositional devices and techniques used to
provide unity, variety, tension, and release in aural examples."

"2.5 Perform on an instrument in small ensembles, with one performer for each part."

"3.1 Identify the sources of musical genres of the United States, trace the evolution of
these genres, and cite well-known musicians associated with them."

Now, as I go through the process of creating my gap analysis between

what the school currently offers, what students are demonstrating as far as knowledge goes, and
what needs to be offered to be considered proficient in musical education by the State of
California, I will want to make note of each of these standards. You can use our gap analysis
template for MS Word, or the gap analysis template for MS Excel, if you wish to follow along
with this example.
Once I have identified my content standards, I can place them into the strategic objectives boxes
in my file, as you can see in the picture to the left. (Click any image for a larger view.)
*California State Board of Education, Visual and Performing Arts Content STandards for
California Public Schools: Prekindergarten Through Grade Twelve." (Sacramento, CA: CDE
Press, 2001) 70-71.

STEP 2: Identify Current Standings and Deficiencies

Once you have clarified your strategic objectives, you will need to observe and collect data on
your current standings with regards to each of the strategic objectives. To return to our sample
gap analysis scenario, let's imagine that the following four items are observed:

Students are regularly able to read and process instrumental scores, but no program is
available for vocal music.

Students can identify and explain select compositional devices,

but not all. Their textbooks currently do not provide this information, and for advanced
classes, no textbooks are available.

Students regularly play instruments in ensembles in front of audiences around the city.
Students were unable to identify, consistently, musical genres in the United States or give
the history or well-known musicians associated with the genres.
Now, enter your findings into your chart for the Current Standings and Deficiency columns. You
will see that in the template, I have allowed space to describe current conditions and to make
note of deficiencies. Take a few minutes to fill in your chart appropriately. When you are done, it
should look something like the chart to the right.

STEP 3: Create a Plan of Action

At this point, it should start becoming clear as far as what your next step should be. Look at areas
of deficiency and create a plan for improvement based upon these areas given the resources
available. Let's say your action plan looks like this:

There is no money to hire a vocal music teacher at the moment. This standard is put on

hold until funds are raised by the music

club and PTA for next year's
program.

Research textbooks dealing with music theory for the students. Plan to implement a
textbook for the advanced classes.

Develop a music history unit for each section of music education. Where applicable,
implement textbooks for these purposes.
Come up with your own recommendations, and place them in the "Action Plan" section of your
gap analysis chart. You can compare your results with the picture to the left.

STEP 4: Back Up Your Plan of Action with Data and Analysis

Finally, after your investigation and planning are complete, you will want to report your findings
with the appropriate data and analysis presented. To do this, you may wish to

Advantages and Disadvantages of E-Recruitment

By Smriti Chand

ADVERTISEMENTS:
Advantages and Disadvantages of E-Recruitment!
There are many benefits both to the employers and the job seekers but the e-recruitment is not
free from a few shortcomings.

Advantages of E-Recruitment are:

a. Lower costs to the organization. Also, posting jobs online is cheaper than advertising in the
newspapers.
b. No intermediaries.
c. Reduction in the time for recruitment (over 65 percent of the hiring time).
d. Facilitates the recruitment of right type of people with the required skills.
e. Improved efficiency of recruitment process.
f. Gives a 24 X 7 access to an online collection of resumes.
g. Online recruitment helps the organisations to weed out the unqualified candidates in an
automated way.
h. Recruitment websites also provide valuable data and information regarding the compensation
offered by the competitors etc. which helps the HR managers to take various HR decisions like
promotions, salary trends in industry etc.
Disadvantages of E-Recruitment:

Apart from the various benefits, e-recruitment has its own share of shortcomings and
disadvantages.
Some of them are:
a. Screening and checking the skill mapping and authenticity of millions of resumes is a problem
and time consuming exercise for organizations.
b. There is low Internet penetration, no access and lack of awareness of internet in many
locations across India.
c. Organizations cannot depend solely on the online recruitment methods.
d. In India, the employers and the employees still prefer a face-to-face interaction rather than
sending e-mails.

Home Posts Business Human Resource Management Define Recruitment

Define Recruitment website

Subject: Human Resource Management | Topics: Article

Recruitment refers to the process of sourcing, screening, and selecting people for a job or
vacancy within an organization. Though individuals can undertake individual components of the
recruitment process.
Objectives of recruitment:
Recruitment fulfills the following objectives
1. It reviews the list of objectives of the company and tries to achieve them by
promoting the company in the minds of public.
2. It forecasts how many people will be required in the company.
3. It enables the company to advertise itself and attract talented people.
4. It provides different opportunities to procure human resource.
Traditional recruitment agency:

Traditional recruitment agencies have historically had a physical location. A candidate visits a
local branch for a short interview and an assessment before being taken onto the agencys books.
Recruitment Consultants then endeavour to match their pool of candidates to their clients open
positions.Suitable candidates are with potential employers.
Online recruitment websites:

The online sites have two main features: job boards and a rsum/Curriculum Vitae (CV)
database. Job boards allow member companies to post job vacancies. Alternatively, candidates
can upload a rsum to be included in searches by member companies. Fees are charged for job
postings and access to search resumes.

In recent times the recruitment website has evolved to encompass end to end
recruitment. Websites capture candidate details and then pool then in client
accessed candidate management interfaces (also online). Key players in this sector
provide e-recruitment software and services to organisations of all sizes and within
numerous industry sectors, who want to e-enable entirely or partly their recruitment
process in order to improve business performance.
Online recruitment websites can be very helpful to find candidates that are very
actively looking for work and post their resumes online, but they will not attract the
passive candidates who might respond favorably to an opportunity that is
presented to them through other means. Also, some candidates who are actively
looking to change jobs are hesitant to put their resumes on the job boards, for fear
that their current companies, co-workers, customers or others might see their
resumes.
Headhunter:

Headhunters are third-party recruiters often retained when normal recruitment efforts have failed.
Headhunters are generally more aggressive than in-house recruiters. They may use advanced
sales techniques, such as initially posing as clients to gather employee contacts, as well as
visiting candidate offices. They may also purchase expensive lists of names and job titles, but
more often will generate their own lists.
Headhunters are typically small operations that make high margins on candidate placements
(sometimes more than 30% of the candidates annual compensation). Due to their higher costs,
headhunters are usually employed to fill senior management and executive level roles, or to find
very specialized individuals.

International Journal of Humanities and Social Science

Vol. 2 No. 3; February 2012
215
Table
6
Problem in a
dopting HRIS
Lack of funds
Inadequate knowledge
Lack of expertise
Lack of cooperation
Network
problem
Technical problems

Lack of staff
Time consumption