The Role of Fourth Industrial Revolution in Human Resource Management with Specific Reference to E-recruitment

Description

Page: 482-489

M. Silima, D.M. Cornelius, and E.B. Niyitunga (School of Public Management, Governance and Public Policy, University of Johannesburg, South Africa)

The purpose of the paper is to discuss the role that the Fourth Industrial Revolution played in human resource management. The Fourth Industrial Revolution was a period of rapid technological change that transformed how people live, work, and learn. It is undeniable that the industrial revolution is having a profound impact on human resource management (HRM), as modern technologies are being used to automate tasks, improve decision-making, and create few opportunities for employee engagement. In HRM one of the technologies which have been brought by 4IR is E-recruitment. E-recruitment is the use of technology to automate the recruitment process, from job posting to application screening. One of the advantages of e-recruitment is that it saves businesses time and money and it helps reach a wider pool of candidates. E-recruitment technologies include applicant tracking systems, social media recruiting, and video interviewing. The above-mentioned can post job vacancies, screen resumes, and track applicants. However, e-recruitment cannot be used alone because of certain disadvantages, it is usually in conjunction with other recruitment strategies such as networking and employee referrals. 4IR impacts a lot of HRM areas such as talent management, performance management, compensation, and benefits. The paper aims to examine the role that e-recruitment plays in HRM. The paper used a qualitative method of research and followed a critical approach to research and analysis of collected secondary data.