Table of ContentsIntroduction to LinkedIn HR PracticesStrategic and e-Recruiting Approaches at LinkedInSelection and Performance Strategies at LinkedInReward Management and Employee Engagement in LinkedInIntroduction to LinkedIn HRM practices from LinkedInHuman resource management (HRM) is a growing factor in contributing to the overall organizational performance of a company, creating job satisfaction and overall organizational commitment. (Korff, Biemann and Voelpel, 2017). Through a different management of people, we can realize that workers respond better to certain methods and it is the responsibility of the team to apply itself to correct management of its workers. LinkedIn is an online social recruiting company that combines social media and technology to create a recruiting platform for its clients that is beginning to dominate the development of recruiting practices, making it easier for employers to find talent (Lee, 2013 ). This report will analyze the HRM approach used by LinkedIn to manage and recruit its employees and show that not all methods used are necessarily the most beneficial, highlighting the advantages and disadvantages of the companies' approaches. It will relate the issues and main factors to the theory and give a recommendation on how LinkedIn HRM can continue to succeed. Say no to plagiarism. Get a tailor-made essay on “Why violent video games should not be banned”?Get an original essayStrategic and e-recruitment approaches on LinkedInChoosing the right strategic human resource management (SHRM) depends on the organizational model and strategy overall vision of a company, that is to say that the SHRM must coincide with the objective of the company (Riccucci, 2016). The best fit model responds to two factors together, external and internal fit allowing the CRM function to respond to organizational strategy. Boxall and Purcell (2000) argue that external fit occurs when SHRM adapts to the organization's stage of development and competitive strategy, typically when there will be growth in the range and number of 'employees. In Schifrin and Shaw's (2015) case study, it is understood that the company's strong growth led to a dramatic decline in employee recruitment. Therefore, it can be said that Linked in has used the best suited strategy due to its growth in order to continue to be effective during this development phase. It also means that the human resources strategy is more aligned with the overall organizational strategy. However, LinkedIn could then lose some control over its human resource management strategy due to the need to adapt more to organizational strategy, which could potentially reduce performance.LinkedIn as a business is a business e-recruitment because it works online, which means companies looking to hire employees will advertise or be able to view people's profiles on LinkedIn and look to hire the most suitable candidate.LinkedIn is able to use its own platform called LinkedIn talent solutions, to attract and find the right candidates for its positions, with more than half of hires in 2014 coming from this method (Schifrin & Shaw, 2015). Through the use of e-recruitment or online recruitment it has been said that a wider pool of potential employees can be found, as most people looking for work are now online and have moreeasily access their information/profiles. Additionally, it has been found that through e-recruitment, the time taken to hire the right candidate has been reduced by around 30%, thanks to the elimination of certain steps required by traditional methods. Additionally, it has been said that costs can be up to nine times lower with cheaper or free online advertising (Melanthiou, Pavlou & Constantinou, 2015). This means LinkedIn can find employees faster, cheaper, and better suited to the role. The selection process is vital for a company as it must be carried out properly and efficiently to employ the right worker for a position and keep the cost to a minimum as this will result in the quality of work execution, hence affecting output. of the company (Wienclaw, 2013).LinkedIn Selection and Performance StrategiesLinkedIn seems to have 5 steps in their selection process:1. Candidate pool - the recruitment team identifies suitable candidates2.Screening/phone call - a way to improve efficiency early in the process.3.Meeting and visit - informal meeting with the hiring manager and visit to the site.4.On-site interview - in-depth day of interviews with the team5. Meet with Linked in executives – candidates meet with the people at the top to get to know the company (Schifrin & Shaw, 2015). There are two types of selection approaches, there is the rational (or systemic) approach or the processual approach. LinkedIn uses more of a process approach, which refers more to whether the candidate fits the culture and is willing to change as well as the position (McKenna & Beech, 2002). LinkedIn seems to use this approach more because they are constantly changing internally. and when looking to hire internally, they expect people to be creative and understand the company's values ​​(Schifrin & Shaw, 2015). Possible downsides to this method are spending more time selecting the best overall candidate rather than just the best one for the job. and whether they are a good fit for the role, it may be more difficult to immediately see whether the candidate is capable of moving into other roles and adapting to the company culture. For LinkedIn, it seems that this remains the best option.Reward Management and Employee Engagement in LinkedInPerformance-related pay is the payment or rewards an employee receives for achieving a high level of performance, with the goal of motivate workers and improve performance (Saxena, 2009). ). Schifrin and Shaw's (2015) case study indicates that LinkedIn uses performance-related pay with large payouts to those who achieve exceptional performance. This allows LinkedIn employees to be rewarded for their hard work and motivates them to perform at a high level all year round, since salary depends on performance. While this is a good strategy, employees can become competitive with other workers in similar positions, which can limit the scope when it comes to company values. Additionally, salary, as a form of extrinsic motivation, also affects intrinsic motivation, as people may lose motivation due to satisfaction from the job itself (Salaman, Storey, & Billsberry, 2006). Performance appraisal can be seen as the manner in which employees of a company are evaluated, to understand where they are motivated and where performance is highest, and then rewarded appropriately (Fletcher, 2001) . LinkedIn has three main steps..