Why e-HRM?
There is no argument that “people” are the key asset of any organization. People are the drivers of organizational performance and its success or failure is solely depend on their actions.
However, it is evident and widely agreed that there exists no total control over the human resource of the organizations. But human resource can be influenced for growth and development by strategically implementing the human resource managerial functions.
The concept of Electronic Human Resource Management (e-HRM) can therefore be defined as the adoption of technology in delivering Human Resource practices due to the digital revolution that took over the world. Organizations can therefore use e-HRM to employ and manipulate the performance and behaviour of the people on whom they rely on to achieve business success (Kovach et al., 2002).
The Origin
The e-HRM as per Martinsons (1996) came in as an organizational practice in the early 1990’s along with the technological advancements such as the e-commerce platforms.The businesses widely combined the human resource functions with the internet platform in the 1990s.
As illustrated by Alwis (2010) , e-HRM had been evolved into an organization-wide integration of a broader electronic network of human resource related data, services, information, applications and transactions that are accessible at any time by employees, managers and HR professionals.
Types of e-HRM
The three types of e-HRM namely Operational,Relational and Transformational e-HRM. Operational e-HRM involves employee personal data and payroll related information managed with the support of ICT. Web based applications and intranet system tools utilized for training, recruitment and performance management are commonly related with Relational e-HRM. Transformational e-HRM is associated with strategic re-orientation of employees and knowledge management with the support of web based tools or ERP (Enterprise Resource Planning) tools (Snell et al ., 2001)
Activities of e-HRM
As demonstrated by Omran and Anan (2018), e-HRM covers all aspects of human resource management like personnel administration, education and training, career development, corporate organization, job descriptions, hiring process, employee’s personal pages, selection, performance management, compensation and annual interviews with employees.
Both intranet and web based tools are utilized for the functioning of HR activities in this perspective. Permitted access is implemented and HR divisions supervise the platforms accordingly by each tasks. Less paperwork will alleviate the printing requirements at the divisions. Time can also be saved due to the systemic proceedings of HR activities rather than hard paper documentation.
Benefits of e-HRM
Davoudi and Fartash (2012) has listed out the following benefits of E-HRM.
- E-HRM has the capacity to handle the effectiveness and efficiency of the organization.
- Improves the efficiency and competence of both managers and employees to make better, quicker decisions.
- Provides a better work culture.
- Leads to a more transparent system.
- Reduces administration burden.
- Provides Integral support for the management of human resources and all other basic and support processes within the company.
- Identifies workflow in the business process, productivity and employee satisfaction.
- Save costs while maintaining the quality of data.
- Standardization.
- Employee friendly interface.
- Access to archived records and documents employee and time managers self-manage employee.
- Automation of routine HR tasks.
Challenges
Transforming the traditional HR division to a modern day e-HR division can unarguably be challenging. Upon application of e-HRM to the work place, organizational culture reformation will be inevitable. The resistance to change in the organization should be managed tactfully and employee concerns should also be evaluated and analyzed on the new system. Intensification of the strategic impact on the organization should also be justified prior to its application. Furthermore, employee training and orientation on the new systems infrastructure should also be dealt with.
Image 5.5 Source : ampproject.org
Conclusion
The facilitation of e-HRM enables organizations to delegate the data entry tasks to the employee. e- HRM on the other hand benefits the HR marketplace. As an advance business solution e-HRM, which assists in online support to the management of all HR functions and activities transforms the tradition HR division to e-HR division of a modern company. e-HRM could therefore be considered as a way of implementing HR strategies, policies, and practices in organizations’ technology-based channels. Regardless of the challenges most organizations face, e-HRM is here to stay and organizations sooner or later should tune into the modern trends in the highly competitive globalized environment for the survival amidst the common and challenging threats such as the pandemic.
References
De Alwis, A. C. (2010). The Impact Of Electronic Human Resource Management On The Role Of Human
Resource Managers. Ekonomika A Management, 1-14
De Alwis, A. Chamaru., 2010 . The impact of electronic human resource management on the role of human resource managers. Economical A management, 4(2010): 47-59.
Fartash, K. and Davoudi S.M., 2012 “The Important Role of Strategic Agility in Firms’ Capability and Performance”, International Journal of Engineering and Management Research, Vol. 2, No. 3, ISSN No.: 2250-0758, pp: 6-12, www.ijemr.net.
Martinsons, M. Human Resource Man- agement applications of knowledge based sys- tems. International Journal of Information Man- agement, 1996, Vol. 17, No.1, pp. 35-53. ISSN 0268-4012.
Omran, K. and Anan, N., 2018. Studying the impact using E-HRM on the effectiveness of HRM practices: An exploratory study for the internet service providers (ISP) in Egypt. International Journal of Academic Research in Business and Social Sciences, 8(4)
Snell S. A., Stueber D., and Lepak D. P., “Virtual HR departments: Getting out of the middle”, School of
Industrial and Labor Relations, Center for Advanced Human Resource Studies (CAHRS Working Paper
#01-08, 2001), Ithaca, NY: Cornell University.
De Alwis, A. C. (2010). The Impact Of Electronic Human Resource Management On The Role Of Human
Resource Managers. Ekonomika A Management, 1-14
“BALANCE IS NOT BETTER TIME MANAGEMENT, BUT BETTER BOUNDARY MANAGEMENT. BALANCE MEANS MAKING CHOICES AND ENJOYING THOSE CHOICES.” good article Thanks for shearing
ReplyDeleteThanks Prabath for your valuable comment!
DeleteThanks Prabath for your valuable comment!
DeleteHuman Resource management has become a sensible topic. HR managers have to be more skilled and flexible in the 21st century to face the challenges. At present they have to take the role of a counselor as well to deal with his employees.
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