User:LeuvenInfo
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.[1]
E-HRM is not the same as [en.wikipedia.org/wiki/HRIS[HRIS]] (Human Resource Information Systems) which are ICT systems used within HR departments.[2] 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 organization acquire, develop, and deploy intellectual capital." [3]
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 [en.wikipedia.org/wiki/Chartered_Institute_of_Personnel_and_Development[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".[4]
Types of E-HRM
There are three tiers of E-HRM. These are described respectively as Operational, Relational and Transformational. Operational E-HRM is concerned with administrative functions - payroll and employee personal data for example. Relational E-HRM is concerned with supporting business processes by means of training, recruitment, performance management and so forth. Transformational E-HRM is concerned with strategic HR activities such as knowledge management, strategic re-orientation.[5] An organisation may choose to puruse E-HRM policies from any number of these tiers to achieve their HR goals.
E-HRM Goals
E-HRM is seen as offering the potential to improve services to HR department clients (both employees and management), improve efficiency and cost effectiveness within the HR department, and allow HR to become a strategic partner in achieving organisational goals.
- ^ Strohmeier, S. (2007). "Research in e-HRM: Review and implications." Human Resource Management Review 17(1): 19-37.
- ^ Ruël, H. J. M., Bondarouk, T., & Looise, J. C. (2004). E-HRM: Innovation or irritation. Utrecht: Lemma Publishers.
- ^ Lepak, D. P., & Snell, S. A. (1998). Virtual HR: Strategic human resource management in the 21st century. Human Resource Management Review, 8 (3), 215−234.
- ^ CIPD (2007). A Barometer of HR Trends and Prospects. London: CIPD
- ^ Ruël, H. J. M., Bondarouk, T., & Looise, J. C. (2004). E-HRM: Innovation or irritation. Utrecht: Lemma Publishers.