Author Details

Today, HR is not treated as a single function. It's a collection of highly specialized capabilities - each with distinct objectives, tasks and needs. There is an ever-increasing pressure on Human Resource (HR) function to support strategic goals and to focus on value adding activities. Organizations have realized the growing importance of using Information Technology (IT) in leveraging their Human Resource (HR) functions. This takes the form of e-HRM (Electronic Human Resource Management). The e-HRM revolution relies on cuttingedge information technology, ranging from Internet-enabled Human Resources Information Systems (HRIS) to corporate intranets and portals. The driving forces are intensifying competition, need to manage workforce on a global level, to improve HR service delivery and to bring cost savings. Applicant Tracking System is one of the emerging areas of application of IT in HRM. This paper investigates the use of Applicant Tracking System (ATS) in a small sized enterprise. The study provides insights into a framework of e-HRM and Human Resource Information System (HRIS) with reference to recruitment as exist in the SME, along with its benefits and limitations. It discusses the impact of ATS on HR process, professionals and jobseekers while suggesting a model of Human Resource Information System (HRIS) based on the operation of ATS. It attempts to identify implications for future research in this field.

Keywords

Human Resource (HR), Recruitment, Electronic Human Resource Management (e-HRM), Human Resource Information System (HRIS), Information Technology, Applicant Tracking System

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