A STUDY ON IMPACT AND UTILISATION OF SOCIAL MEDIA ON HUMAN RESOURCE MANAGEMENT FUNCTIONS
Abstract
Social media (SM) has grown in popularity in recent years as a result of greater public awareness, a new age of organisation, information, and technology. Growing progress in electronic human resource management (e-HRM) in general, and human resource (HR) self-service technology in particular, has created revolutionary prospects for changing the design and delivery of HR services. Despite their importance, our understanding of how to enhance acceptance of these technologies is limited. Though SM appears to be an effective human resource management (HRM) tool, it is strategically important to combine research inputs from both the employers' and individuals' viewpoints in order to exploit SM effectively. Recognising this, academic scholars have been interested in SM for over a decade. However, research into SM and their usefulness is still in its early stages. To meet this demand, the current study conducts research on a sample of 80 respondents to gain a thorough understanding of the impact of SMs on three components of HRM: hiring processes, training, and communication. The study is inspired by the fact that, due to the short life cycle of social media platforms and information systems, SMs must innovate and provide value to their consumers on a regular basis.
Keyword : Social media, Recruitment, Training, Communication, e-HRM
This work is licensed under a Creative Commons Attribution 4.0 International License.
References
A.A.Karam & A.F.Kitana (2018). The Impact of Social Media on Human Resource Management Scope Activities in Al-Futtaim and Al-Etihad Group UAE. International Business Research, 11(12):145. Agarwal, R., and Prasad, J. (1999), ‘Are Individual Differences Germane to the Acceptance of New Information Technologies?’ Decision Sciences, 30, 361– 391. Ahsuja, M.K., and Thatcher, J.B. (2005), ‘Moving Beyond Intentions and Towards the Theory of Trying: Effects of Work Environment and Gender on Post-Adoption Information Technology Ise,’ MIS Quarterly, 29, 427–459. Baskerville, R., and Wood-Harper, A.T. (1996), ‘A Critical Perspective on Action Research As a Method for Information Systems Research,’ Journal of Information Technology, 11, 235–246. Benson, A. D., Johnson, S. D., & Kuchinke, K. P. (2002). The use of technology in the digital workplace: a framework for human resource development. Advances in Developing Human Resources, 4(4), 392–404. Bondarouk, T.V., and Rue¨l, H.J.M. (2009), ‘Electronic Human Resource Management: Challenges in the Digital Era,’ The International Journal of Human Resource Management, 20, 505–514. Bondarouk, T.V., Rue¨l, H., and van der Heijden, B. (2009), ‘e-HRM Effectiveness in a Public Sector Organization: A Multi-Stakeholder Perspective,’ The International Journal of Human Resource Management, 20, 578– 590. Boudreau, M., and Robey, D. (2005), ‘Enacting Integrated Information Technology: A Human Agency Perspective,’ Organization Science, 16, 3 – 18. Brewster, C., Wood, G., Brookes, M., & Ommeren, J. V. (2006). What determines the size of the HR function? A cross‐national analysis. Human Resource Management, 45(1), 3-21. Donald Herbert Kluemper, Arjun Mitra, Siting Wang (2016). Social media use in HRM, Research in Personnel and Human Resources Management, Volume 34, 153207 Ensher, E., Nielson, T., and Grant-Vallone, E. (2002), ‘Tales From the Hiring Line: Effects of the Internet and Technology on HR Processes,’ Organizational Dynamics, 31, 223– 244. Harris, L. (2008), ‘The Changing Nature of the HR Function in UK Local Government and Its Role as ‘Employee Champion,’ Employee Relations, 30, 34 –47. Huang, J., & Martin-Taylor, M. (2013). Turnaround user acceptance in the context of HR selfservice technology adoption: an action research approach. International Journal of Human Resource Management, 24(3), 621-642. L.V.Williams (2017). Social Media Transformation of Human Resource Management. Honors Theses. 476. Maxim Wolf, Julian Sims, Huadong Yang (2014). Social Media utilisation in Human Resource Management, Conference: Web Based Communities and Social Media 2014 Conference; 8th Multi Conference on Computer Science and Information Systems Marler, J.H. (2009), ‘Making Human Resources Strategic by Going to the Net: Reality or Myth?’ The International Journal of Human Resource Management, 20, 515– 527. Marler, J.H., and Dulebohn, J.H. (2005), ‘A Model of Employee Self-Service Technology Acceptance,’ in Research in Personnel and Human Resource Management, ed. J.J. Martocchio, Greenwich, CT: JAI Press, pp. 139– 182. Marler, J.H., Fisher, S.L., and Ke, W. (2009), ‘Employee Self-Service Technology Acceptance: A Comparison of Pre-Implementation and Post-Implementation Relationships,’ Personnel Psychology, 62, 327– 358. Namita Ruparel, Amandeep Dhir, Anushree Tandon, Puneet Kaur, Jamid Ul Islam (2020). The influence of online professional social media in human resource management: A systematic literature review, Technology in Society 63 (2020) 101335 Ramlall, S.J. (2006). Identifying and Understanding HR Competencies and their Relationship to Organizational Practices. Applied H.R.M Research, 11(1), 27-38. Swati Awana (2018). Social Media and its impact on Human Resource Management, Journal of Management (JOM) Volume 5, Issue 6 Tansley, C., and Newell, S. (2007a), ‘A Knowledge-Based View of Agenda-Formation in the Development of Human Resource Information Systems,’ Management Learning, 38, 95 – 119. Tansley, C., Newell, S. (2007b), ‘Project Social Capital, Leadership and Trust in HR Project Managers’ Knowledge in Human Resourcing Information Systems Projects,’ Journal of Managerial Psychology, 22, 350– 368. Tansley, C., and Watson, T. (2000), ‘Strategic Exchange in the Development of Human Resource Information Systems (HRIS),’ New Technology, Work and Employment, 15, 108–122.