Human Resources: Technology Use Across the Recruiting - Coursework Example

HR
Various organizations constantly require employees. Analysis of human resource management is essential in understanding the recruitment process. Technology continues to play significant roles in human resources. Most human resource manager uses such technology in personal screening and selection. The article's arguments are that there is little known about various technologies despite the technology being used vastly.

Additionally, human resource endeavors in selecting the most qualified person. However, the method of selecting such a person has been shown to differ around the world. As a result, this is likely to reduce the performance of the human recruitment practices. The method of uniform selection of personnel remains disputed around the world. The article argues that what is best is to first understand the resemblance and dissimilarity of existing hiring practices in different nations (Huo, Huang & Napier 2002). This would help the human resource manager’s researchers to gain some insight. The article's intention is to establish the differences that exist among nations in terms of general use of hiring practices. The article argues that few expect human resource managers all over the world to recruit employees in a similar. However, this is not the case as different approaches are used by organizations of various nationalities (Huo et al. 2002). Moreover, the article argues is whether there are universally acceptable criteria that can be used universally by human resources for recruiting new employees.

Moreover, human resource managers are faced with challenges of expatriate selection. This has resulted from rising of cosmopolitan corporations. As a result, there has been increased awareness of the use of expatriate personnel and the importance of managing such a group. This uniqueness is in the government, private, and non-government sectors. The article focuses is on similarities or differences in expatriate management practices of organizations in these sectors. This is done with respect to the selection, preparation, management, or support while overseas, and repatriation, of their personnel (Anderson 2005). In the report, the findings support various researches under international human resource management. For example, in private sector organizations, the selection is done based on technical skills (Anderson 2005). In fact, the focus is minimal on the interpersonal skills and domestic situation of potential expatriates. There is also a limited role of human resources. The public sector, on the other hand, concentrates on merits while non-governmental focus on the psychological test (Anderson 2005).

Moreover, call centers are important in human resource practices. These centers have been receiving attention from politicians, policymakers makers, and academics. The call center jobs receive most of the attention due to the scope of the job and hence human resource management is of the essence. This is essential due to the skills needed in communication. The article argues that little focus has been paid to call center recruitment, selection, and training (Thompson 2002). The argument is that this should not be the case as call centers have shown an increasing role in service work in various economies.