It has been professionally proved that Information and Communication Technology (ICT), such as the Internet, mobile communication, new media, and such in HR can greatly contribute to the fulfilment of personnel policies of the organisation. Technological advancement can have a huge impact on the HR department of an organisation. It allows the company to improve its internal processes, core competencies, relevant markets and organisation structure as a whole which can be lead in to employee satisfaction
E-HRM is the (planning, implementation and) application of information technology for both networking and supporting at least two individual or collective actors in their shared performing of HR activities.
E-HRM is not same as HRIS (Human resource Information system) which refers to ICT systems used within HR departments. Nor is it the same as V-HRM or Virtual HRM - which is defined by Lepak and Snell as "...a network-based structure built on partnerships and typically mediated by information technologies to help the organisation acquire, develop, and deploy intellectual capital.
E-HRM is in essence the devolution of HR functions to management and employees. They access these functions typically via intranet or other web-technology channels. The empowerment of managers and employees to perform certain chosen HR functions relieves the HR department of these tasks, allowing HR staff to focus less on the operational and more on the strategic elements of HR, and allowing organisations to lower HR department staffing levels as the administrative burden is lightened. It is anticipated that, as E-HRM develops and becomes more entrenched in business culture, these changes will become more apparent, but they have yet to be manifested to a significant degree. A 2007 CIPD survey states that "The initial research indicates that much-commented-on development such as shared services, outsourcing and e-HR have had relatively little impact on costs or staff numbers".Bondarouk,Tanya ,Parry,emma and Furtmueller,ELFI(2017).
References
Bondarouk, T., 2017. Electronic HRM
: four decades of research on adoption and sonsequences. The International
Journal of Human Resource Managemant, 28(1).
Technology is acting as an enabler for better HRM which allows the HR managers to keep the workforce motivated and engaged. As modern HR professionals, it is mandatory to stay up to date ans use these tools to enhance the overall HRM experience.
ReplyDeleteTechnology help HR to analyse data and keep them in bigger databases to update working environment between HR and employees.
DeleteThe new technology has become the trend in every organizations. It does not only helps to achieve the business goals but also optimizes the work processes.
ReplyDeleteYES! specially analysing them to keep valuable resources. Cyber piracy also became a issue in global context.
Deletereduction of status difference,extensive training ,contingent compensation,employment security,selective hiring self managed and effective teams consider seven human resource best practisers.
ReplyDeleteOK! Data redundancy, related piracy in IT sector has its vision towards data analysis in their power generated data bases for future long term working conditions.
DeleteThe role of Information Technology in Human Resources information system (data storage). Human resources information system (HRIS) is an integrated system acquiring and storing data to make analysis, make decisions in the field of HR (Hendrickson, 2003). Technology makes the human resource work simple and easier.
ReplyDeleteTechnology makes the human resource work simple and easier.
ReplyDeleteThe role of Information Technology in Human Resources information system (data storage). Human resources information system (HRIS) is an integrated system acquiring and storing data to make analysis, make decisions in the field of HR (Hendrickson, 2003). Technology makes the human resource work simple and easier.
ReplyDeleteIt is very important and HR managers can make a human resource plan more quickly and accurately
ReplyDelete