浅论社交媒体平台在菲律宾人力资源招聘中的角色与作用

发布时间：2024-06-12 06:21

　　本研究旨在调查菲律宾通过使用社交媒体平台进行招聘的过程。本研究的目标如下:首先,菲律宾的雇主和在线求职者如何利用传统社交媒体平台进行招聘。其次,雇主如何看待使用社交媒体的成本和收益。最后,通过社交媒体招聘改变了雇主和求职者看待招聘过程的方式,而不是传统的招聘方式或方法。研究结果成为本文最后一部分研究人员推荐的基础。在数据收集方面,研究者采用了定量类型的方法,采用了在线调查的方式。研究人员做了三次调查让受访者回答。这项调查已经吸引了227名受访者。将数据分析、表格、频率等重要信息进行整理整理,并在研究中进行讨论。通过在线调查收集的所有数据,这项研究的主要发现是,大多数居住在菲律宾的个人使用社交媒体作为他们找工作的主要来源。当谈到成本和效益时,公司正在采用他们似乎可以给他们一个改进的组织形象,消耗更少的努力,可以到达地理位置和时间效率。他们选择了这种类型的招聘方法而不是使用传统的招聘方法。当被问及用于招聘目的的这一工具是否能提高效益和降低组织中的招聘成本时,大多数受访者认为和同意。此外,雇主和企业也将社交媒体作为招聘的主要平台。此外,还为雇主和求职者提供了一些建议,以充分利用社交媒体作为菲...

【文章页数】：83 页

【学位级别】：硕士

【文章目录】：
中文摘要
Abstract
Chapter One Research Background
    1.1 Introduction
        1.1.1 Background of the Study
        1.1.2 Significance of the Study
    1.2 Structure of the Study
    1.3 Research Aim of the Study
    1.4 Statement of the Problem
    1.5 Research Innovation and Limitation
        1.5.1 Innovation in Research View
        1.5.2 Research Scope and Limitation
Chapter Two Literature Review and Theoretical Analysis
    2.1 Defining Recruitment and Selection
        2.1.1 Importance of Hiring the Right Employee
        2.1.2 Hiring employees and its Cost
        2.1.3 Hiring Techniques
    2.2 Recruitment through Social Media Platforms
    2.3 Social Media Platforms and its Uses
    2.4 Impact of Hiring Through SMP on Companies and Organizations
        2.4.1 Pros of Social Media Platforms in the Business World
        2.4.2 Cons of Social Media Platforms in the Business World
        2.4.3 Advantages on Employers
        2.4.4 Limitations for employers
        2.4.5 Advantages on Job seekers
        2.4.6 Limitations on Job seekers
Chapter Three Methodology
    3.1 Research Approach
    3.2 Research Strategy and Data Collection Method
    3.3 Formulation of Questionnaire
Chapter Four Presentation of Result
    4.1.Demographic Profile of Respondents for Survey I
        4.1.1 Gender
        4.1.2 Age
        4.1.3 Occupational Status
        4.1.4 Civil Status
    4.2 Preference on Sourcing Potential Job
    4.3 Social Media Engagement Rate
    4.4 Social Media Platforms Usage Rate
    4.5 Job Notification Through Social Media Rate
    4.6 Social Media Awareness Rate
    4.7 Social Media Efficiency Rate
    4.8 Data Results for Survey/Questionnaire II
        4.8.1 Platform for Recruitment
        4.8.2 Usage of Social Media Sites
        4.8.3 Candidate Screening
        4.8.4 Decision Making
    4.9 Data Results on Survey/Questionnaire III
        4.9.1 Cost of Recruitment
        4.9.2 Efficiency Rate
        4.9.3 Geographical Locations
        4.9.4 Time Efficiency on Recruitment Through Social Media Platforms
        4.9.5 Benefits and Cost of Recruitment Through Social Media Platforms
        4.9.6 Satisfaction Rate
        4.9.7 Social Media Platforms over Traditional Recruitment Methods
Chapter Five Research Findings and Analysis
    5.1 Social Media Utilization
    5.2 Cost and Benefits of using Social Media Platforms in the Recruitment Process
    5.3 Paving the Way for Social Media Platforms in the Recruitment Process
Chapter Six Conclusion and Recommendation
    6.1 Summary of Findings/Conclusion
    6.2 Recommendation
        6.2.1 Recommendation for Employers
        6.2.2 Recommendation for Job Seekers
        6.2.3 Recommendation for Both Parties
Appendix
List of Figures
List of Tables
References
Acknowledgement
Researcher's Resume



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