Case of SONATEL.SA
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Human Resources must first of all be attracted to a company through increasingly sophisticated recruitment practices. Recruitment remains an emblematic dimension of Human Resources Management insofar as it allows to build and attract Human Capital, a source of growth and sustainability for any company. With globalization and the arrival of the Web in companies, during the 90's, HR functions are being transformed and HR processes are being computerized with the emergence of new concepts such as HR-E-RH, e-recruitment, etc... The > that has been used for several decades in many management activi...
Human Resources must first of all be attracted to a company through increasingly sophisticated recruitment practices. Recruitment remains an emblematic dimension of Human Resources Management insofar as it allows to build and attract Human Capital, a source of growth and sustainability for any company. With globalization and the arrival of the Web in companies, during the 90's, HR functions are being transformed and HR processes are being computerized with the emergence of new concepts such as HR-E-RH, e-recruitment, etc... The <>> that has been used for several decades in many management activities (e-commerce, e-marketing) to characterize the deployment of an information system has just made a new conquest: Resource Management. It is in this perspective that we propose to approach the use of Information and Communication Technologies in recruitment procedures. In other words, to approach the evolution of Recruitment by declining its stakes and limits in Human Resources Management.
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