The Significance of Web Representation
In the 21st century, the company’s website became its face in many ways. Potential clients, vendors, and partners now can find the organization on the Internet and make judgments about its characteristics using the presented information. Consequently, created web image not only impacts consumers’ opinions and their experience with the product or services but also profoundly influences the company’s reputation and ultimately, its success in business.
Web resources are also useful in the process of searching for a prospective employer. In the past few decades, human resource (HR) procedures moved toward new technologies creating a range of innovative HR activities (Bratton & Gold, 2017). However, the data regarding the compensation system displayed on the HR page is often scarce or absent. This issue could be seen on many websites, and it creates obstacles for the employee in the process of evaluating the position information, despite the idea of the company’s interest involved.
Human Resources Pages Analysis
For the assignment analysis two companies have been chosen: Tesla and Amazon. Both websites provide a job search option for the candidates’ convenience, but the Amazon’s search is much more extensive. Amazon’s page also suggests a few subsections, such as Student Programs and Remote Career opportunities (“Find careers,” 2018), which expands the applicant’s ability to find the desired position. Besides, there is a possibility to check the status of the application. A person can easily browse job categories on Amazon’s HR page.
The Careers page of the Tesla website does not contain the information about the compensation range of any role (“Careers,” 2018). It could not be found in the detailed descriptions of positions as well. Concerning possible employees’ benefits, the company denotes only its willingness to provide “reasonable accommodations to individuals with disabilities” (“Careers,” 2018, para. 9). The page has the contacts for those who might need such services. The Amazon’s Find Careers page also does not display the information regarding salaries. The individual position descriptions are very detailed but do not contain the wage ranges either.
Following the prevailing trend, both companies present their online image as regardful and caring employers. The research suggests that this strategy might be effective in attracting new employees. According to Jones, Willness, and Madey (2013), corporate social performance influences the level of the company’s attractiveness for the candidates. The statement regarding equality displayed on Tesla’s Careers page also brings a certain value: it has been proved that the older applicants are sensitive to the information containing age-related bias (Lyons, Wessel, Tai, & Ryan, 2014). The absence of such information could lead to the employee’s choice not to pursue the role if he or she feels vulnerable. The Amazon’s Find Careers page provides a whole subsection about Amazon culture and an article about the benefits for full-time employees.
Implications for Improvement
There are a few ways to improve the content for both companies. Careers page on Tesla’s website and Find Careers page on Amazon’s website could display at least an approximate wage range in the description of a chosen position. Also, some information about the response time to the sent application could be useful. According to Alnıaçıka, Alnıaçıka, Eratb, and Akçin (2014), the differences exist in the way the candidates from different cultures perceive the employers. Therefore, addressing this issue might positively impact employees’ decisions.
Overall, both websites appear to be relatively helpful in providing the applicants with the necessary information. However, the data regarding these employees compensation strategy are unavailable. Such an omission could prevent the employees from using the HR content to his or her benefit. Many people do not see the connection between employee’s gain and the organization success, including some of the HR managers themselves, but a failure on the individual level could not create a solid foundation for collective prosperity.
References
Alnıaçıka, E., Alnıaçıka, U., Eratb, S., & Akçin, K. (2014). Attracting talented employees to the company: Do we need different employer branding strategies in different cultures? Procedia – Social and Behavioral Sciences, 150, 336-344. Web.
Bratton, J., & Gold, J. (2017). Human resource management: Theory and practice (6th ed.). London, UK: Palgrave.
Careers.(2018). Web.
Find careers. (2018). Web.
Jones, D. A., Willness, C. R., & Madey, S. (2013). Why are job seekers attracted by corporate social performance? Experimental and field tests of three signal-based mechanisms. Academy of Management Journal, 57(2), 383-404. Web.
Lyons, B. J., Wessel, J. L., Tai, Y. C., & Ryan, A. M. (2014). Strategies of job seekers related to age-related stereotypes. Journal of Managerial Psychology, 29(8), 1009-1027. Web.