Browsing by Author "A, Kumudha"

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BIG CHANGES IN RECRUITMENT USING BIG DATA ANALYTICS-A CONCEPTUAL STUDY
(Bonfring, 2015-10) A, Kumudha; C, SaranyaPriyadarshini
Over the past three decades, HR technology has made amazing improvements – moving from paper to predictive analytics. People are the biggest asset and cost for most companies – so new ways of streamlining the process of hiring, retaining and firing are being developed every day. Big data is disruptive technology affecting every area of our lives, from consumer statistics and behavior to health care. It is now firmly established at the core of ‘ the new HR’. Big Data help recruiters quantify many of the decision-making factors. Thus the era of big data recruiting has arrived. Big data is resulting in the creation of a wonderland of possibilities for HR – the arm of business dedicated to making sure a company has the right people in the right place at the right time .These advancements have enabled recruiters to source talent faster and smarter, which in turn, helps them achieve the organization’s business objectives. With the help of the latest innovations in technology, talent acquisition professionals can truly contribute to a company’s profitability by proactively creating the talent pipelines required to meet critical hiring needs. This article focuses on big changes in recruitmemnt, effectiveness, Advantages of Online Recruitment Based on Big Data and hiring using robot recruiters.
A CONCEPTUAL STUDY ON AN APPROACH TO E-RECRUITMENT AND ITS TECHNICAL CHALLENGES
(International Journal of Application or Innovation in Engineering & Management(IJAIEM), 2014-11) A, Kumudha; C, SaranyaPriyadarshini
The widespread adoption of the Internet and other technologies has played a large role in shaping the current state of the recruiting industry. Today acquiring and retaining the employees is the biggest challenge. The use of Internet has dramaticallychanged the face of HR recruitment and the ways organizations think about the Recruiting methods. Organizations are usingerecruitment to post jobs and accept Resumes on the Internet, and correspond with the applicants by e-mail. This article focuseson e-recruitment technological challenges and various significance and limitations of e-recruitment.
A CONCEPTUAL STUDY ON CHALLENGES AND INNOVATIONS IN TALENT ACQUISITION PROCESS
(International Journal of Advance Research in Computer Science and Management Studies(IJARCSMS), 2016-01) A, Kumudha; C, SaranyaPriyadarshini
Talent acquisition and recruiting are undergoing rapid disruption, challenging companies to leverage social networks, aggressively market their employment brand, and re-recruit employees every day. To be successful in this new environment, companies should constantly attract newtalent and “re-recruit”the talent that is already in place. The traditional “staffing” team is being replaced by a strategic “talent acquisition” function, focusing on building an employment brand, sourcing people in new places using social media tools, creating opportunities for internal candidates, and leveraging the huge network of referral relationships within the company. This article focuses on the difference between recruitment and strategic Talent acquisition, new ways to access talent, Challengesand innovations in challenge acquisition process.
A CONCEPTUAL STUDY ON DISCOVERY OF TALENT THROUGH RECRUITMENT CHANNELS
(International journal of Business and Administration Research Review (IJBARR),, 2015-03) A, Kumudha; C, SaranyaPriyadarshini
Everywhere new markets are opening up, new workforces are emerging and new ways of working are challengingour thinking. We are in a new stage of globalization where talent and brainpower are becoming the predominantcurrency. The first phases of globalization in this new era focused on the movement of production from thedeveloping world to the developed world as a means to reduce costsworking cheaper. Now we are emerging intoan era which is about working everywhere with a truly multi-polar world which is going in search of where thetalent is, where the resources are, where the markets are, connecting up people and processes globally andbreaking down traditional barriers.It’s time for a fundamentally new approach to talent management that takes into account the great uncertaintybusinesses face today. Talent management is not an end in itself. It is not about developing employees or creatingsuccession plans, nor is it about achieving specific turnover rates or any other tactical outcome. It exists tosupport the organization’s overall objectives, which in business essentially amount to making money. Makingmoney requires an understanding of the costs as well as the benefits associated with talent management choices.This article focuses on Recruitment channels, Talent multiplication and driving forces of talent management.
A CONCEPTUAL STUDY ON INNOVATION IN THE FIELD OF RECRUITMENT
(Anna University, Tiruchirapalli, 2015-12) A, Kumudha; C, SaranyaPriyadarshini
Everything in the world of business changes rapidly. That has all changed with the globalization of the business world and the introduction of amazing new technologies. Because of the increased speed at which other organizations will copy the best practices, it is necessary to speed up the rate of innovation in everything in business. In short, innovation is the last remaining competitive advantage in business including HR and recruiting activities. But advancement of technologies made much easier for the global HR managers not only to believe on agencies but also they believe on Internet. Increasingly, employers are using the internet to recruit, either by developing an online presence of their own or by linking up with web-based job search services. Applicants, too, are preparing and transmitting many more resumes electronically, there by relieving recruiters from thousands of paper resumes.The internet, then, is rapidly moving up in the ranks of recruitment, as many more applicants and employers communicate with one another, computer to computer. This article focuses on Traditional and modern methods of recruitment, Innovative recruitment sources, significant trends and innovative hiring process.
A CONCEPTUAL STUDY ON THE ROLE OF E-RECRUITMENT IN HUMAN CAPITAL MANAGEMENT FOR TODAY’S BUSINESS WORLD
(Bonfring, 2015-10) A, Kumudha; C, SaranyaPriyadarshini
Human resources are the key components in every organization. It represents total knowledge, talent, and attitude, creative ability, aptitude and belief of an individual involved in the affairs of an organization. Management of human resources is an integral part for every concern. It is associated with the people at work and their relationships within and outside the enterprise. In the recent years, the field of human resource management has undergone numerous technological advancements. Internet has made an impact on the overall functioning of human resource department. E-recruitment falls under e-HRM which is an organization’s e-business system that uses web-based technologies for human resource management practices and policies. E-HRM system and its subsystems, such as e-recruitment, produce a higher level of service delivery and a better strategic contribution. E-recruitment emerges as a handy and advantageous method over traditional methods of recruitment, as it brings all benefits of an e-business into the human resource field and improves the efficiencies of the recruitment process. The study focuses to identify the overall concept of e-recruitment in Human Capital Management. It includes the general significances and limitations of e-recruitment.
INDIAN FOOD RETAIL: HURDLES & CHALLENGES OF FOOD RETAIL
(International Journal of Applied Research 2016; 2(9): 763-7, 2016-08-15) A, Kumudha; J, Deepa
Retail is the largest private industry globally but still in it nascent stage in India. In our country, modern food retail formats are still limited to a few cities or regions. Food retail industry is not supported by modern food distribution and logistics solutions. 40% of the perishable foods produced in the country get rotten during transportation due to the absence of an efficient cold chain. Lack of Foreign Direct Investment (FDI) status has largely limited capital investment in supply chain infrastructure, which is a key for development and growth of food retailing and has also constrained access to world-class retail practices. India is one country, but in reality, it has 28 very different markets each with its own tastes and shopping habits, understanding this diverse market and the constantly evolving consumer is the biggest challenge
AN OPINION STUDY ABOUT E-RECRUITMENT AMONG WOMEN JOB SEEKERS-“AN EMPIRICAL STUDY IN COIMBATORE CITY
(International Journal of Business Management & Research(IJBMR), 2015-01) A, Kumudha; C, SaranyaPriyadarshini
We are living in the computer age; Organizations are beginning to depend on the Internet for all types of business activities including online recruitment – more popularly referred to as E-recruitment. E-Recruitment describes a range of ebusiness technologies designed specifically for recruiters who encourage new candidates to apply for jobs online. Online job sites have revolutionized the recruitment landscape for both employers and job seekers and largely increased the efficiency with which hiring decision can take place. Recruitment through World Wide Web (WWW) provides global coverage and ease. The use of online recruitment methods is now widespread among many organizations and it helps for a better understanding of where the talent congregates. One of the key challenges of using online job applications is that many candidates see the internet as a way to apply for multiple jobs without adequately addressing the selection criteria. In terms of HRM, the internet has radically changed the recruitment function from the organizational and job seekers' perspective. The job seekers send their applications or curriculum vitae (CV) through an e-mail using the Internet. Job seekers get benefited with the internet era and start searching the jobs on internet. This study examines the result of a survey on how users utilize e-recruitment to search for jobs and their perception to pursue the job. A sample of fifty final year students who are pursuing under graduation and post graduation answered the questions regarding their intention of using the e-recruitment.
A STUDY ON ENVIRONMENTAL CONSCIOUSNESS TOWARDS GREEN PRODUCT USAGE WITH REFERENCE TO COIMBATORE CITY
(International Journal of Informative & Futuristic Research, 2016-03) A, Kumudha; J, Deepa
As the ecological issues are getting worse, the consumers’ concerns about the environmental consciousness have led to the diversification in consumer buying approach towards a green product usage. Therefore, firms are taking action to develop potential ecological approaches in the green market industry. This paper is an attempt to explore the environmental conscious towards the green products usage and to investigate the relationship between consciousness towards the green products. The objective of the study is to understand the awareness level of the consumers on Green products in Coimbatore. Primary data was collected through the questionnaire from 150 respondents. Secondary data was collected from various published sources. The first section gives an over view on the importance of environmental consciousness, the second section analyses the awareness level of the consumers third section deals with the factors influencing green product usage followed by the findings of the study and conclusion. It is found that the consumers in Coimbatore are aware of environmental problems and green products usage in the market but the attitude and behavior towards the green purchase is not improved.
A STUDY ON FACTORS INFLUENCING PERCEPTIONS OF MANAGEMENT STUDENTS TOWARDS E-RECRUITMENT
(International journal of Applied Research(IJAR), 2015-07) A, Kumudha; C, SaranyaPriyadarshini
The advent of Web technology over the last decade has resulted in its rapidly growing use for both recruitment purposes and job search. The rapid advances in technology have dramatically changed the way business is conducted and this increasing use and reliance on technology is clearly demonstrated by the number of organizations and individuals who utilize the internet and e-mail. The adoption of the web as a medium by organizations has been faster than any other medium in history. This study examines the perception of management students towards e-recruitment. Three variables such as user friendliness, Information Provision and website usability are considered as the factors for the study and it is found that website usability is the strongest predictor in terms of perception of management students in Coimbatore city.