Ehrm
INTRODUCTION:
E-HRM (Electronic Human Resource Management) refers to conduct business transactions particularly Human Resource Management transactions, using the internet along with other technologies (Lengnick-Hall and Moritz, 2003). It was inspired by the popular term of e-commerce. As per the literature, it can also be called as online HRM, web-based HR, virtual
HR (M), HR intranet, e –HR, HR portals and computer-based human resource management systems (CHRIS). In 1990, this term E-HRM was introduced, when electronic commerce (e-commerce) was speeding in the world of business.
It is an advance business solution which provides a complete on-line support in the management of all processes, actions, data and information required to handle human resources in an advance company. It is an effective, consistent, easy-to-use system which can be used by groups of different users. It is a technology which allows the staff to have an access to HR and other departments of the organization.
According to Ruël Huub & Bondarouk Tanya, E-HRM helps to execute HR policies, strategies and practices in the company by using web technologies. The objectives of an organization to take E-HRM are:
1. Developing the strategic orientation of HRM
2. Reduction in cost and effective gains
3. Improvement in client servicing and helping management and employees.
The choices of HRM strategies in an organization can be divided into three categories (Beer et al.): the bureaucratic policy, the market policy, and the clan policy. Each category has its own specific characteristics about the HRM policy areas.
TYPES OF E-HRM:-
Based on the current literature, E-HRM can be distinguished into 3 categories in the companies as per their focus areas, which are: operational, relational, transformational E-HRM (Wright &Dyer, 2000, Lepak & Snell, 1998,).
• Operational E-HRM: - this area involves the basic HR activities. In some organizations, the HRM gives importance to administration
E-HRM (Electronic Human Resource Management) refers to conduct business transactions particularly Human Resource Management transactions, using the internet along with other technologies (Lengnick-Hall and Moritz, 2003). It was inspired by the popular term of e-commerce. As per the literature, it can also be called as online HRM, web-based HR, virtual
HR (M), HR intranet, e –HR, HR portals and computer-based human resource management systems (CHRIS). In 1990, this term E-HRM was introduced, when electronic commerce (e-commerce) was speeding in the world of business.
It is an advance business solution which provides a complete on-line support in the management of all processes, actions, data and information required to handle human resources in an advance company. It is an effective, consistent, easy-to-use system which can be used by groups of different users. It is a technology which allows the staff to have an access to HR and other departments of the organization.
According to Ruël Huub & Bondarouk Tanya, E-HRM helps to execute HR policies, strategies and practices in the company by using web technologies. The objectives of an organization to take E-HRM are:
1. Developing the strategic orientation of HRM
2. Reduction in cost and effective gains
3. Improvement in client servicing and helping management and employees.
The choices of HRM strategies in an organization can be divided into three categories (Beer et al.): the bureaucratic policy, the market policy, and the clan policy. Each category has its own specific characteristics about the HRM policy areas.
TYPES OF E-HRM:-
Based on the current literature, E-HRM can be distinguished into 3 categories in the companies as per their focus areas, which are: operational, relational, transformational E-HRM (Wright &Dyer, 2000, Lepak & Snell, 1998,).
• Operational E-HRM: - this area involves the basic HR activities. In some organizations, the HRM gives importance to administration
References: Journal article :- “Improving the Management of Human Resources in the Public Service through application of Information and Communication Technologies (ICTs)” by Florence N. Wachira, (2006) Journal article:- “The impact of the use of hr internet applications on manager’s satisfaction with the HR function”, unpublished PhD dissertation, Cranfield University, Cranfield by Alleyne, C. (2003), Journal article: - “E-HRM: INNOVATION OR IRRITATION” by Ruël, Huub & Bondarouk, Tanya Wright, P. M. & Dyer, L. (2000). People in the E-Business: New challenges, new solutions Cornell University, School of Industrial and Labor Relations, Center for Advanced Human Resource Studies, NY, 1-10