Can the recruitment and training of employees be handled by digital tools? The use of software in human resources - Romming, Thomas
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Studienarbeit aus dem Jahr 2019 im Fachbereich Führung und Personal - Sonstiges, Note: 1,0, FOM Hochschule für Oekonomie & Management gemeinnützige GmbH, Nürnberg früher Fachhochschule, Sprache: Deutsch, Abstract: Digitization has reached the human resources sector. Whereas in the past the review of applications and the selection of applicants was done by people, today there are various providers of software- and algorithm-based solutions to automate almost all areas of personnel selection. This solution is supposed to reduce costs and avoid the risk of filling a position with a candidate who…mehr

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Studienarbeit aus dem Jahr 2019 im Fachbereich Führung und Personal - Sonstiges, Note: 1,0, FOM Hochschule für Oekonomie & Management gemeinnützige GmbH, Nürnberg früher Fachhochschule, Sprache: Deutsch, Abstract: Digitization has reached the human resources sector. Whereas in the past the review of applications and the selection of applicants was done by people, today there are various providers of software- and algorithm-based solutions to automate almost all areas of personnel selection. This solution is supposed to reduce costs and avoid the risk of filling a position with a candidate who does not fit. However, to date only few processes have been digitalized completely and only a minority of the companies in Germany uses digital systems for personnel selection, which is why this work presents the advantages and disadvantages of digital solutions in human resources.Solutions such as chatbots and intelligent algorithms can perform standard HR tasks such as answering questions,automatically creating job ads and sorting incoming applications. Furthermore, products are offered that can completely analyse the applicant and thus provide the recruiter with the most comprehensive picture possible.The solutions simplify many tasks and increase the speed of processes in human resources. However, it must not be forgotten that an algorithm only carries out statistical analyses and can never draw conclusions like a human being. Furthermore, an algorithm cannot evaluate emotions adequately yet. If an algorithm is used, strict requirements must be met in order not to misjudge or discriminate against any applicant. If HR departments use algorithms and software-based solutions in a targeted manner, they can improve the speed of internal processes and thus gain more time for dealing with applicants and employees.
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