IndexIntroduction to LinkedIn's HRM PracticesStrategic Approaches and E-Recruitment on LinkedInLinkedIn's Selection and Performance StrategiesRewards Management and Employee Engagement in LinkedInIntroduction to LinkedIn's HRM PracticesHuman 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, & Voelpel, 2017). Through different management of people, one may realize that workers respond better to certain methods and it is the team's responsibility to apply correct management to their workers. LinkedIn is an online social recruiting company that combines social media and technology to create a recruiting platform for its clients that is starting to dominate the development of recruiting practices, making it easier for employers to find talent (Lee, 2013 ). This report will analyze the HRM approach LinkedIn uses to manage and recruit its employees and show that not all methods used are necessarily the most beneficial, outlining the advantages and disadvantages of the company's approaches. It will relate the key issues and factors to the theory and provide a recommendation on how LinkedIn HRM can continue to be successful. Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an original essayStrategic and e-recruitment approaches on LinkedInThe choice of the correct strategic human resources management (SHRM) depends on the organizational model and the overall strategy of a company, i.e. the SHRM must coincide with the objective of the enterprise (Riccucci , 2016). The best fit model satisfies two factors that come together, external and internal fit, allowing the CRM function to meet the organizational strategy. Boxall and Purcell (2000) state that external adaptation is when the SHRM adapts to the organization's stage of development and competitive strategy, usually when there will be growth in the range and number of employees. In the case study of Schifrin and Shaw (2015), it is understood that the company's vast growth has resulted in a dramatic increase in employee recruitment. Therefore it can be said that Linked in has used the best fit strategy for its growth in order to continue to be efficient in this phase of development. It also means that the HR strategy is more aligned with the overall organizational strategy. However, LinkedIn may lose some control over its strategy in human resource management due to the need to adapt it more to the organizational strategy, which could possibly reduce performance. LinkedIn itself as a company is an e-recruitment business because it works online, which means that companies that are looking to hire employees will advertise or be able to see people's profiles on LinkedIn and try to hire the most appropriate candidate. LinkedIn is able to use its own platform called LinkedIn talent Solutions, to attract and find the right candidates for their positions, with over 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 it is possible to find a larger pool of potential employees, this is because most job seekers are now online and it is easier to access their information /profiles. Furthermore, it was found that thanks to e-recruitment there was a reduction of approximately 30% in the time needed to hire thecorrect candidate, due to the elimination of some steps required in traditional methods. Furthermore, it has been stated that costs can be up to nine times lower due to cheaper or free online advertising (Melanthiou, Pavlou & Constantinou, 2015). This means that LinkedIn can find employees faster, cheaper and more suitable for the job. The selection process is vital for a company because it must be done correctly and efficiently to hire the right worker for a position and keep costs to a minimum, as this will translate into how well the job will be completed, consequently affecting production for the company (Wienclaw, 2013). LinkedIn Selection Strategies and PerformanceLinkedIn appears to have 5 stages in the selection process:1. The candidate pool: the recruiting 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 site visit.4. On site interview - in-depth day of interviews with the team5. Meeting with executives Linked in: Candidates meet with people at the top to learn about the company (Schifrin & Shaw, 2015). There are two types of selection approaches, there is the rational (or systemic) approach or the process 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 job (McKenna & Beech, 2002). LinkedIn seems to use this approach more because they are constantly changing internally and when trying to hire internally, they expect people to be creative and understand the company's values ​​(Schifrin & Shaw, 2015). Possible disadvantages of this method are that more time is spent selecting the best all-round candidate rather than simply the best for the job and, if they are right for the job, it may be more difficult to see straight away whether the candidate is capable of cover other roles and adapt to the company culture. For LinkedIn, it seems like this is still the best option. Reward Management and Employee Engagement in LinkedIn Performance-related pay is the payment or rewards an employee receives for working to high standards, with the goal of motivating workers and improving performance (Saxena, 2009 ). The case study by Schifrin and Shaw (2015) states that LinkedIn uses performance-related pay with heavy compensation to those who achieve exceptional results. This allows LinkedIn employees to be rewarded for their hard work and motivates them to perform at a high level all year round as pay depends on performance. While this is a good strategy to employ, employees can become competitive with other workers in similar positions which may limit the scope in terms of the company's values. Furthermore, pay, being a form of extrinsic motivation, is also said to affect intrinsic motivation as people may lose motivation from the satisfaction of the job itself (Salaman, Storey & Billsberry, 2006). Performance appraisal can be seen as the way in which a company's employees are evaluated, to understand where they are motivated and where performance is highest, and then to be appropriately rewarded (Fletcher, 2001). LinkedIn has three main stages of evaluation: first, employees evaluate themselves, then they are evaluated by their managers, and finally they receive feedback from colleagues (Schifrin& Shaw, 2015). LinkedIn appears to use this method to ensure that the employee can be paid and rewarded correctly. Furthermore, with the use of evaluation..