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Herzberg’s Two factor theory on employee motivation

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Employees are the key for organization success. How much employees are motivated, will decide the future of the organization. Various people have various motivational factors. Hence same motivational factors will have different effects on different people groups (Tan, 2013) . Organization should clearly identify the dissimilarities of employees’ motivational factors and should respond according to them in achieving of organizational goals (Bourgault, et al., 2008) . There are various definitions to introduce the motivation. Motivation is something that energized person to act on the something based on satisfying his or her needs (More, et al., 2003) .  Fuller et al.(2008) describes motivation is persons’ dedication, hard work and passion to achieve a specific goal which in line with person’s personal goals. Also, motivation can be defined as the willingness to put high level of effort to achieve organizational goals provided that individuals’ goals can be achieved through it (Sra
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Maslow’s hierarchy of needs theory in employee motivation

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Organizations in today’s world, need high performance and productivity to sustain in the industry among other competitors. In order to get this high performance, it is important to keep employees are highly motivated. People can be motivated either recognition they get from their job or external factors (Arapgirlioglu, et al., 2017) . Maslow’s hierarchy of needs is a motivational theory which describes five level of human needs in hierarchical manner. From bottom to the top these needs area physiological, safety, belongingness, esteem and self-actualization needs (McLeod, 2020) . Human needs are unlimited. After one need is satisfied other needs will come up. Human needs have a hierarchical order. Satisfying of unsatisfied human needs will have a great impact of increasing the motivation of people (Marslow, 1943) Figure 1.0: Maslow’s hierarchy of needs (Source: McLeod, 2020) Each category of this pyramid can be described as below. Physiological needs Physiologic
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The Risk of Using Social media on recruitment

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While Social media offers so many advantages of recruitment process in cost and time, it also has so many unanswered issues. The most critical issues are legal and ethical issues (Broughton, et al., 2013) . Figure 1.0: Issues of using social media as a recruitment tool (Source: Broughton, et al., 2013) As per the survey done by Broughton, et al (2013), regarding online recruitment, the most critical issue stated was, the disadvantage to candidates who do not has access to the social media networks which is 50%. The second most critical issue is concern regarding applicants’ privacy which is more of an ethical issue (36%). Applying large number of candidates and discrimination based on personal details on social networks are other most concerned issues (Broughton, et al., 2013) . Employers are always try to do background check on job applicants. But using traditional methods on doing so, time and cost have become a problem. Considering the advantages social media pro
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Using Social media networks on recruitment

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Introduction Current world population is estimated at 7,580,000,000 (7.58 billion) (Dupre & Vickstrom, 2019) . As per the predictions made on world population growth it is estimated to have 9.7 billion of population in the year of 2050 and 10.9 billion population in 2100 (Nations, 2019) . Figure 1.0: Social Network users from 2010 to 2023 (in billions) ( Source: J.Clement, 2020) It is evident as per the above data, 41% of world population is using social media platform in day to day life. Year by year this percentage is keep increasing. Hence, it is vital to understand the power of using social media platforms as a recruitment method (J.Clement, 2020) . Figure 2.0: Number of people using social medium platforms, 2019 (Source: Ortiz-Ospina, 2019) Figure 2.0 shows the number of users using popular social media platforms by 2019. So, it has a great potential for using social media as a method of recruitment of employees in contemporary organizations.
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Introduction to E-recruitment

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E-recruitment can be defined as the process of selecting the prospective candidates for the job, through internet (Rudman, 2013) . In this method, job seeker has easy accessibility to the job provider, while job provider has the easy accessibility to the job seeker. This is one of the main advantages of this method (Plessis & Frederick, 2012) . As an example, Nike has been using this technique since 2005 to select their candidates. The average days to fulfill their vacancies has reduced from 62 to 42 days by using online recruitment (Plessis & Frederick, 2012) . The company was storing their applicants’ resumes on an online database as prospective candidates. Line managers of the company can short list these candidates according to their skills, experience and talents. Also, the company was updating applicants details on every six months. Nike has reduced their recruitment cost by 54% and has an 8500 of prospective candidates’ database with the help of online recruitment (N
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