Introduction to Kelly Services and its Operations
Kelly Service is an American company which is operated in different parts of the world. The main function of this organization is to provide services to the users regarding the staffing to different companies for different position (Gastil&Meinrath, 2018). Kelly Service does the staffing through the online portal. In this casethere are some problem regarding the application at the online portal. The portal is nor showing the current status of the applicant(Masalimova&Shaidullina, 2017).
The main purpose of selecting this topic is that this problem is associated with the implementation of information technology for the operation of Kelly Service (Gibbs, MacDonald & MacKay, 2015). Apart from that this discussion also covers the strategies for the improvement of the recruiting platform for the Kelly Service. This will eventually bring the success of the business of the organization and will help the organization to acquire the goodwill (Moghaddam, Rezaei & Amin, 2015). In case if Kelly Service is not going to address this problem regarding the staffing and the function of the online portal, this drawback will affect negatively on the business of this organization.
There are several problems those are needed to be handled by the recruitment companies. The main objective of these types of companies is to assignthe human resources for different positions in different companies. In order to do this the organizations has to face many challenges and issues (Gibbs, MacDonald & MacKay, 2015).Recent adaptation of the digitization has made the functioning of the organizations in a proper way. However, it has been seen that these organizations are facing some problems regarding the use of the technology in the recruitment process (Ryazantsev et al.,2015). The main problem stated in this paper regarding the application process is dealing with the fake applicant. It has been seen that the recruitment organizations are unable to identify the fake applicants.
Another problem regarding the issues faced by the recruitment companies is that the managing of the database. It has been seen that many organizations are facing problems whole maintaining the database of the candidate in a proper way (Ladkin&Buhalis, 2016). The database contains the information of the candidates those are important for the candidates and organizations. The loosing of data can be problematic for the candidate and the organizations.
The use of the outdated technologies is one of the major problem for the recruitment companies. It has been seen many companies are using outdated technologies for maintaining the daily functions of the organizations (Huang, Raimo&Humfrey, 2016). In this case, the systems those are being used in the companies many not support the other advanced system. In this case the company can face compatibility issues.
There are technical issues those are faced by the recruitment company(Hussey et al.,2017). However, there are some problems which are not faced by the organizations from the technical point of view. A good recruitment company needs proper source of networking for the recruiting the employees at different sectors of the industry (Bender et al.,2017). The main component of the recruitment company is proper networking with other organizations. The lack of networking can not help these recruitment companies to provide different job opportunities for candidates.
Problems in Recruitment Industry
Improper marketing of the company is another major issue for the recruitment agencies. In many cases it has been seen that the companies are not promoting themselves to the candidates in proper way (Gibbs, MacDonald& MacKay,2015). This factor leads to the negative judgment by the candidate regarding that organization (Omolawal, 2015). In this context it is desirable that the organization will promote themselves highlighting the transparent process of their recruitment.
All these findings from the literature review denotes that there are many crucial problems those can be faced by the online recruitment organization (Ellis et al.,2014). The issues can be both technical or business or service oriented.
The implementation of the digital technology for the improvement of the overall service of the recruitment company is important. In this case the implementation of the digital technology is needed to be done through specific steps(Masalimova&Shaidullina, 2017). The implementation of the digital technology for the recruitment process can be considered as the project. The management of the project can be done through following the project life cycle.
Proper management of the project plays an important role in the right implementation of the projects. The selection of the methodology is important in this case(Masalimova&Shaidullina, 2017). It has been found out the t6he digital disruption has been failed due to the mismanagement of the project. In this case the selection of the methodology and proper documentation of the requirement is important.
Kelly Service is USA based company. The main function of the Kelly Service is to recruit candidates for different job riles at different organizations. Apart from operating at USA , Kelly Service is operating at different parts of the world. Recently, the office of the Kelly Service at New Zealand is facing some technical problem regarding the functioning of the business. The online portal is unable to show the current status of the application of the applicants. The organization is facing negative feedback foe this problem.
Managing of the digital disruption in Kelly Service:
The main objective of the Kelly service is to implement the digital technology in the process of the recruitment so that this can bring the flexibility in the system. Apart from that the automation in the process will reduce the overhead cost for the processing. However, the implementation of the digital disruption needs to follow a proper project management planning. A proper project management contains the project life cycle. The project life cycle has five stages or phases (Hussey et al.,2017).
The right compilation of the each stage will ensure that the project will deliver the right outcome meeting all the requirements of the clients or the consumers. In this case the main requirement of the Kelly service is to implement the automation in a proper way for the recruitment process, In order to do this the analysis of the requirement is needed to be done in a proper way (Masalimova&Shaidullina, 2017). This will also include the evaluation of the existing system and finding out the improvisation needed for the existing system. The documentation is needed to be proper so that it can eliminate the chances of the scope creep in the project.
Digital Disruption in Recruitment Industry
Scope creep in the project defines the sudden changes in the requirement of the project (Peterson et al.,2016). After the requirement analysis the planning for the implementation of the advanced technology in the Kelly Service is needed to be done. The planning is the phase which creates the blueprint for the execution of the plan. After that the execution of the planning is needed to be done in a proper way. It is the responsibility of the project manager to execute the plan in a proper way (Gibbs, MacDonald & MacKay, 2015). Apart from that the proper sharing of knowledge is important for the proper execution.
The sharing of knowledge among the team members is important as it helps to implement the functionality for the project properly. After the successful execution and the implementation of the digital technology for the online recruitment service for Kelly Service proper monitoring and control over the technology is important. The monitoring and control phase is concerned about the proper evaluation of the executed plan. In this phase the feedback regarding the newly implemented technology in Kelly Service is evaluated and the feedback is taken from the users regarding the new system (Gibbs, MacDonald & MacKay, 2015). Further improvisation and modification can be done on the basis of the feedback taken from the users. After the compilation of all these stages in a proper way the closing of the project can be done.
Methodology is the process of developing the system. Methodology consists of the logical representation of the functioning of the system bas on the collected data. The data collection can be done in two ways- primary data collection and secondary data collection (Beblavy, Fabo&Lenaerts, 2016). The primary data collection is concerned about the collection of the data from interviews and surveys. On the other hand in the secondary data collection the data is collected from the already published sources and articles. The collected data is important for the development of the system.
The implementation of the information technology in the Kelly Service is done in a systematic process. At the first part the identification of the problem is done. The analysis of the problem is doe accordingly (Gibbs, MacDonald & MacKay, 2015). From the analysis, it has been found that the main problem in the Kelly Service is regarding the improper update of the status at online application form in the portal. Regarding this problem,the data is collected accordingly. The data collection method followed in this context is the primary data collection method(Masalimova&Shaidullina, 2017).
The primary data collection method is used in this context as the identification of the issues are possible only after interviewing with the employees at the Kelly Service and the users or the candidates who are availing the services from the Kelly Service. Apart from that the feedback and the requirements of the candidates who are using the service can be taken from the interviews and surveys (Misuraca, Viscusi&Pasi, 2016). The decisionmaking is done on the basis of the feedback and the requirements of the candidate. Here candidates are the clients. In this case, their feedbacks are important for the improvisation of the whole system. The decision based on the feedback from the client and the requirementof the candidates (Standing &Mattsson, 2018).
Managing Digital Disruption in Kelly Services
Development of multiple solutions is based on the decisions taken (Mýtna et al.,2016). Among the different solutions proposed, the selection of the best solution is done. The selected solution needs o to be optimized in nature and will able to serve all the requirements of the candidates. The recommendations can be made based on the optimal solutions (Gibbs, MacDonald & MacKay, 2015). While implementation of the information technology in the Kelly Service the mentioned approach is followed. The data used in this section is the primary data and the decision making is based on the interviews and the surveys..
Findings and discussion
The finding regarding the problems in the Kelly Service is relevant as it points out the possibility of the negative effect regarding the lack of technology on the business of this organization. The problem regarding the update of the status is creating problems to the candidates applying for the jobs for different posts (Gibbs, MacDonald & MacKay, 2015). This problem is affecting the main purpose of the business directly.
From this perspective it can be said that identification of this problem is relevant (Moghaddam, Rezaei& Amin, 2015). Apart from that finding the solution for the mitigation of the identified problem is relevant to the information technology industry. It has been seen that the problems regarding the poor interface of the websites of the different organizations is hampering the business of those organizations(Nylén&Holmström, 2015). In this case,the findings will help the other organizations to solve the problems.
In the review of the literature, it has been seen that many discussion has been made regarding different problems those are faced by the recruitment agencies (Gibbs, MacDonald & MacKay, 2015). Most of these problems are regarding then technical issues and the functioning of the internal system. Some of the identified problems in the literature review are poor functioning of the user interface, fake identification and the addition of the false candidates, management of the database, improper marketing and the problems regarding the power of networking of the recruitment company (Kureková, Beblavý&Thum-Thysen, 2015).
However, in the improper functioning of the websites and the absence of the synchronized status of the online application form and their impacts on the organization is missing in the literature review(Hussey et al.,2017). In this paper, this missing factor is identified and the mitigation plan has been proposed ((Masalimova&Shaidullina, 2017). The development of the plan has followed the proper methodology and the data collected in this context is the primary data ((Moghaddam, Rezaei & Amin, 2015). It can be said that the missing of the factor regarding the improper status at the online portal in the literature review is the literature gap. The discussion regarding the missing factor in the paper fills the gap.
Advantages of the online recruitment system in the Kelly Service:
There are certain advantages for the implementation of the online recruitment service in the Kelly Service. This implementation will bring flexibilityin the system. Some of the advantages are:
Accountability: The solutions which will be provided by the Kelly Service will be accountable in this context (Leekha, Chhabra & Sharma, 2014). It can be assumed that the implementation of the online recruitment service in the Kelly Service will help to provide the accountable and reliable services to the users.
Availability: As the system on the recruitment process is online service the system can be available for all the time (Moghaddam, Rezaei & Amin, 2015). It can be said in this context that the users can update their data and enroll themselves as the candidate at any time of the day. This brings the user-friendliness property of the system.
Flexibility in storing the records: In most of the cases it has been found out that the online recruitment system is suffering from the data duplication and the enrollment of the fake candidates (Bansal & Narula,2014). In this case, the fake candidates can be easily detected in the online recruitment system and the duplication of the data can be prevented in this case. Apart from that the editing of the data and the update of the information can be made easy in this case.
Possible issues with the online recruitment system at Kelly Service:
There are certain issues regarding the online recruitment system in the Kelly Service. The main issue regarding this is the issue with the security of the system (Ani?i?& Arbanas, 2015). The system holds the information of the candidates and the organization which is confidential in nature. Breaching of the data and information from the system can cause threat for the candidates as well as the organization (Olsen & Christensen,2015).
In this case, proper measure is needed to be taken. The network of the organization is needed to be secured. In this case, the use of VPN and firewall can be done. A firewall can prevent unnecessary traffics to the network and make the organization network secured from the internet (Masalimova&Shaidullina, 2017).Moreover, the authentication system is needed to be implanted properly in the system. The accessibility of the system is needed to be restricted in this case so that the authorized persons can access the particular partin the system.
Another issue that can be occurred for the implementation of the online recruitment service is that many users may not be familiar with the newly developed service in the organization (First, 2016). In that case, the proper training is needed to be given to the employees. This can increase the overhead cost for the organization (Hussey et al.,2017). Apart from that, the technical experts are needed to be indulged for the monitoring of the system.
Recommendations
Certain things can be recommended from the above discussion. The paper discusses about the HR strategy for mitigation of the problem in the online portal of the company. Some of the modifications in the existing system can help to improvise the whole situation of the organization.
Implementation of emerging technology can help to solve the problem. On the other hand, the implementation of information technology in the organization can be defined as a project. The development of this project is needed to maintain the proper management methodology and should follow proper project life cycle. Apart from that while, the development of the project proper flow of the communication is needed to be done. The sharing of the knowledge will help the development team to implement the proper functionality of the projects in an effective way. Apart from that before the development of the improvised information technology solution the requirements and specifications of the users are needed to be evaluated.
Conclusion
The discussion is regarding the technical problems in the online portal which is affecting Kelly Service. The review of the literature is done regarding the problems faced by different recruitment agencies. This paper will discuss the problems Kelly Service is facing regarding the online staffing of the employees. Apart from that it has been seen that the online portal is not providing the right status of the application. This problem is also addressed in this discussion. In this discussion, the gap in the literature has been identified. Apart from that,the mitigation plan along with the recommendations has been proposed in this discussion.
The interviews and the surveys conducted before the development of the proposed implementation will help to deliver the outcome that will meet all the requirements of the clients or the users of the system. Apart from that, it can be assumed that the new system will help to bring the flexibility in the functioning of the organization. It can be concluded from the discussion that following the methodology in a proper way can help Kelly Service to get the improvised system which will provide flexibility in the operation both for the users and the organization.
References
Anicic, K. P., & Arbanas, K. (2015). Right Competencies for the right ICT Jobs–case study of the Croatian Labor Market. TEM Journal, 4(3), 236.
Bansal, V., & Narula, V. (2014). Enterprise resource planning: driving human resource management. International Journal on Recent and Innovation Trends in Computing and Communication (IJRITCC), 43.
Beblavy, M., Fabo, B., &Lenaerts, K. (2016). The importance of foreign language skills in the labour markets of Central and Eastern Europe: an assessment based on data from online job portals.
Bender, J. L., Cyr, A. B., Arbuckle, L., & Ferris, L. E. (2017). Ethics and privacy implications of using the internet and social media to recruit participants for health research: A privacy-by-design framework for online recruitment. Journal of medical Internet research, 19(4).
Ellis, L. A., McCabe, K. L., Rahilly, K. A., Nicholas, M. A., Davenport, T. A., Burns, J. M., &Hickie, I. B. (2014). Encouraging young men’s participation in mental health research and treatment: perspectives in our technological age. Clin Investig, 4(10), 881-888.
First, M. B. (2016). Adopting a continuous improvement model for future DSM revisions. World Psychiatry, 15(3), 223-224.
Gastil, J., &Meinrath, S. D. (2018). Bringing Citizens and Policymakers Together Online: Imagining the Possibilities and Taking Stock of Privacy and Transparency Hazards. Computer, 51(6), 30-40.
Gibbs, C., MacDonald, F., & MacKay, K. (2015). Social media usage in hotel human resources: recruitment, hiring and communication. International Journal of Contemporary Hospitality Management, 27(2), 170-184.
Huang, I. Y., Raimo, V., &Humfrey, C. (2016). Power and control: managing agents for international student recruitment in higher education. Studies in Higher Education, 41(8), 1333-1354.
Hussey, P., Corbally, M., Rodger, D., Kirwan, A., Adams, E., Kavanagh, P., & Matthews, A. (2017, April). ICNP® R&D Centre Ireland: Defining Requirements for an Intersectoral Digital Landscape. In Informatics (Vol. 4, No. 2, p. 7). Multidisciplinary Digital Publishing Institute.
Kureková, L. M., Beblavý, M., &Thum-Thysen, A. (2015). Using online vacancies and web surveys to analyse the labour market: a methodological inquiry. IZA Journal of Labor Economics, 4(1), 18.
Ladkin, A., &Buhalis, D. (2016). Online and social media recruitment: Hospitality employer and prospective employee considerations. International Journal of Contemporary Hospitality Management, 28(2), 327-345.
Leekha Chhabra, N., & Sharma, S. (2014). Employer branding: strategy for improving employer attractiveness. International Journal of Organizational Analysis, 22(1), 48-60.
Masalimova, A. R., &Shaidullina, A. R. (2017). Diversification of professional on-the-job training models and forms in contemporary business conditions. Modern Journal of Language Teaching Methods, 7(3), 554.
Misuraca, G., Viscusi, G., &Pasi, G. (2016, August). Digital Governance Challenges for ICT-Enabled Innovation of Social Protection Systems in the EU. In Electronic Government and Electronic Participation. Joint Proceedings of Ongoing Research, PhD Papers, Posters and Workshops of IFIP EGOV and ePart.
Moghaddam, H. A., Rezaei, S., & Amin, M. (2015). Examining job seekers’ perception and behavioural intention toward online recruitment: a PLS path modelling approach’. Journal for Global Business Advancement, 8(3), 305-325.
MýtnaKureková, L., Beblavý, M., Haita, C., &Thum, A. E. (2016). Employers’ skill preferences across Europe: between cognitive and non-cognitive skills. Journal of Education and Work, 29(6), 662-687.
Nylén, D., &Holmström, J. (2015). Digital innovation strategy: A framework for diagnosing and improving digital product and service innovation. Business Horizons, 58(1), 57-67.
Olsen, N. V., & Christensen, K. (2015). Social media, new digital technologies and their potential application in sensory and consumer research. Current Opinion in Food Science, 3, 23-26.
Omolawal, S. A. (2015). Perceived infrastructural factors afffecting adoption of e-recruitment among Human Resource Management (HRM) practitioners in south-west Nigeria. AFRICAN JOURNAL FOR THE PSYCHOLOGICAL STUDIES OF SOCIAL ISSUES, 18(1), 22-36.
Peterson, C. W., Rose, D., Mink, J., & Levitz, D. (2016). Real-time monitoring and evaluation of a visual-based cervical cancer screening program using a decision support job aid. Diagnostics, 6(2), 20.
Ryazantsev, S. V., Karabulatova, I. S., Mashin, R. V., Pismennaya, E. E., &Sivoplyasova, S. Y. (2015). Actual problems of human trafficking and illegal migration in the Russian federation. Mediterranean Journal of Social Sciences, 6(3 S1), 621.
Standing, C., &Mattsson, J. (2018). “Fake it until you make it”: business model conceptualization in digital entrepreneurship. Journal of Strategic Marketing, 26(5), 385-399.
Williams, J., Li, N., Kim, J., Whitehill, J., Maldonado, S., Pechenizkiy, M., … & Heffernan, N. (2014). The MOOClet framework: Improving online education through experimentation and personalization of modules.
Order an Essay Now & Get These Features For Free:
Turnitin Report
Formatting
Title Page
Citation
Outline
