• Touseefa Qayoom
• Prof. Setuma Rawal

Human Resource Management can be stated as a set of functions related to manpower, working for a common goal of success of an organization. HRM provides a structured and conducive approach to plan, recruit, utilize and maintain available human resource of an organization. It works on a wide scale and does include recruitment, compensation, work structuring, performance management, retirement, incentives management, skill development, training, wellness and welfare, motivation, communication, networking and everyday general workforce administration. A significant role of HRM is to enable strategic direction and means of work with the available and potential workforce to attain the common objectives of any organization with a perspective to contribute growth of business as a whole. It is important to find the right candidate for an organization in thrive of growth and sustainability. Every organization makes effort to get the best of the potential workforce and for that money or incentives are even liberalized nowadays for hiring the right man. Workforce management is strongly dependent on the proper selection of employee for the business who can work for common profits. Human is not merely an expense, but due to the organization’s dependency over a human resource, it is now being popularized as investment and management of the human resource is gaining popularity as Human Capital Management. Since, a recruitment process is more of rolling activity, which involves thousands of applications; it is now being transformed as an automated operation to the best possible extent. Designing application forms in a particular format with objective responses can be immediately analyzed against required responses for preliminary selection. Various kinds of test options to evaluate prospective employee can be designed Admit cards issued to all eligible candidates for the selection test that can be of four types: aptitude, verbal, technical skills or written test and the results computed and compiled. A further ease is available in presentation of such computations before management to take decision about cutoff percentage for interviews and related procedure. In the process, interviews letters are generated based upon selection criteria decided by the authorities concerned. Nowadays, recruitment applications are also being designed with a perspective to reduce paperwork as much as possible. Cloud computing and ERP systems have made it possible to store employee information in digital files and lockers. The online recruitment websites and software have made it is easy for managers to access information at various levels of accessibility. Digital platform helps in effective and secured storage and management of information which plays crucial role in decisions like payroll considerations, promotions and rewards, succession planning and employee related strategies. The paper explores the status of online recruitment in higher education sector of India with an objective to understand challenges ahead.

Online Recruitment, Higher Education, Faculty Recruitment, Recruitment Policy, Institution Development, Digitization

"Academic Recruitments in India : “Online Recruitment” or “E Recruitment” is set to shift paradigm in HR System of Higher Education Institutions", International Journal of Emerging Technologies and Innovative Research (www.jetir.org), ISSN:2349-5162, Vol.6, Issue 5, page no.854-860, May-2019, Available :http://www.jetir.org/papers/JETIR1905W70.pdf

"Academic Recruitments in India : “Online Recruitment” or “E Recruitment” is set to shift paradigm in HR System of Higher Education Institutions", International Journal of Emerging Technologies and Innovative Research (www.jetir.org | UGC and issn Approved), ISSN:2349-5162, Vol.6, Issue 5, page no. pp854-860, May-2019, Available at : http://www.jetir.org/papers/JETIR1905W70.pdf