Lions…Tigers…and Bears: the World of E-Hrm

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Running head: THE WORLD OF E-HRM

Lions…Tigers…and Bears: The World of e-HRM

Submitted in partial fulfillment of the requirements for the Degree of Master of Science in Management
College of Business & Management
Cardinal Stritch University
November 29, 2011
Abstract
Rapid development and expansion of the internet has boosted the realization and application of e-HRM. Technological optimist assume, that from a technical perspective, the IT possibilities for e-HRM are endless: in principal all HR processes can be supported by IT. This paper aims at giving a clear definition of what HRM and e-HRM actually is, as well as the current uses and technologies utilizing the e-HRM concept. This paper will also discuss some of the pros and cons associated with e-HRM from 4 different perspectives: individual, operational, relational, and transformational. Keywords: e-HRM, HRM, technology, management

With the rapid development and expansion of the internet the realization and application of e-HRM has intensified. Technological optimist assume, that from a technical perspective, the IT possibilities for e-HRM are endless: in principal all HR processes can be supported by IT. Surveys of HR consultants suggest that both the number of organizations adopting e-HRM and the depth of applications within the organizations are continually increasing. (CedarCrestone, 2005) In addition, there is anecdotal evidence that e-HRM is becoming increasingly common and may lead to remarkable changes. (Anonymous, 2001) This paper aims at giving a clear definition of what HRM and e-HRM is, as well as the current uses and technologies utilizing the e-HRM concept. This paper will also discuss various pros and cons associated with e-HRM from four distinct perspectives: individual, operational, relational, and transformational. This paper will conclude with a summary of conclusions about the appropriate and best uses of e-HRM. Human Resource Management (HRM)

The human resources of an organization consist of all people who perform its activities. HRM is concerned with the personnel policies, managerial practices and systems that influence employees’ behavior, attitudes, and performance. (Noe, Hollenbeck, Gerhart, & Wright, 2010) In broader terms, all decisions that affect the workforce of an organization concern the HRM function. The HR department of an organization is solely responsible for outplacement, labor law compliance, record keeping, testing, unemployment compensation, and some aspects of benefits administration. In addition to the administrative services and transactions, the HR department also acts as an organizations business and strategic partner. With the administrative services and transactions, the HR department focuses on compensation, hiring and staffing; emphasizing resource efficiency and service quality. As a business partner, the HR department focuses on developing effective HR systems and helping implement business plans and talent management; emphasizing knowing the business, exercising influence with regard to problem solving, and designing effective systems to ensure needed competencies. The HR department in the ever-evolving role of strategic partner focuses on contributing to business strategy based on considerations of human capital, business capabilities, readiness, and developing HR practices as strategic differentiators; emphasizing knowledge of HR and of the business, competition, the market, and business strategies. (Noe, Hollenbeck, Gerhart, & Wright, 2010) Electronic Human Resource Management (e-HRM)

Before starting to define e-HRM, it is important to identify terms that possibly carry similar meaning. In addition to e-HRM, there are several concepts that refer to the same trend. Widely accepted terms include virtual HR(M) (Lepak & Snell, 1998), web-based HR(M) (Ruel, Bondarouk, & Looise, 2004), or business-to-employee (B2E) (Huang, Jin, &...
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