Integration of Micro-Blogs into the Human Resource Management (HRM) Areas of Recruitment and Selection

Abstract

This chapter examines the use of micro-blogs in the human resource management (HRM) areas of recruitment and selection. While there is much attention in the popular press and practitioner literature about how HRM is incorporating micro-blogging and related social media platforms to help execute basic HRM functions, scholarly research on the subject is sparse, with only a handful of peer-reviewed journal articles/edited books. Although these works have contributed much to our understanding, we still know very little about how specific HRM practices can incorporate micro-blogs to achieve competitiveness. We also know very little about the legal and ethical dilemmas associated with using micro-blogs and how employers in general and HRM in particular can circumvent these problems. This chapter will address these issues and will conclude with future research directions that might be used as a platform for subsequent conceptual and empirical research.

Do organizational commitment and perceived discrimination matter? Effect of SR-HRM characteristics on employee's turnover intentions

“…Employees with higher levels of commitment will perform better for the sake of organization and its collective goals. Scholars have shifted their attention towards responsibilities and ethical means that are within HRM (Anderson et al, 2014;Greenwood, 2013;Jamali et al, 2015;Lämsä et al, 2016;Petty et al, 2015;Morgeson et al, 2013;Rupp et al, 2013;Waldman et al, 2006). Creation of an atmosphere, where employees have equal opportunities, are being involved within decision-making processes, have proper trainings related to their jobs, can achieve a normal level of work-life balance, and are able to communicate with managerial levels, is the nature of Socially Responsible Human Resources (SR-HRM) (Cooke & He, 2010;Greenwood, 2013;Hobson, 2011;Jamali et al, 2015;Riivari & Lämsä, 2017).…”