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ABSTRACT: There are many outlines of the technology impact on the role of Human Resource Management
(HRM) that led many organizations to design their online web base and use the best practices in HR technology. It will improve the quality of HRM and increase the companys performance. This paper will discuss the Electronic- Human Resource Management (E-HRM) based on a definition and an initial framework; the review analyses, the used theories, the importance of using E-HRM, and the shape of the new HR department after implementing it.
I. INTRODUCTION OF E-HRM
The word of E-HRM means using web-technology-based channels to implement HR strategies, policies, and practices also usage information technology to perform activities in organizations. Moreover, Rack Jack presented that E-HRM is the process and transition of digitalized HR information. Moreover, E-HRM means the organization will use internet technology to administer and support HR functions (Voermans and van Veldhoven, 2007). Further, Hansen and Deimler (2001) described E-HRM is a system that integrated business to employee and combined between online business such as employee interaction, search information, work scheduling and community services such as balancing work and home life by allowing people to deal with certain personal tasks at work, for example, discount deals and services through different companies. According to Jim B (2012) that E-HRM is integrated human-resource management with information technology to help the human- resource to do their tasks; as a result, business will be more efficient and effective in costs and productivity of the organization. Another reason for using E-HRM will support communication between management, and employees also increase their satisfaction and facilitate difficult technical tasks. However, EHRM will not substitute traditional HRM, but it will develop HR department by permitting the business to streamline detailed duties and prevent it from doing more key work, for instance; E-HRM includes software dedicated to payroll issues, which traditionally fall within HR department dominant also this program will abbreviate procedures for candidates to choose alternative jobs instead of open jobs, which would consume time process. Another else E-HRM will liberate human resources employees to converge on strategic initiatives to improve the overall health of a company. Further, Zaafar (2009) summarized that E -HRM influences traditional HR professionals to rethink and redefine policies, practices and their own jobs. To sum up, there are two aspects of E-HRM; first, technology will amalgamate people within organization in same location/place or different branches or organizations or even countries. Second; information technology will be assistant HR managers to complete their activities in partially or plenary pursuant to organizat ions strategy and purpose. Frame (1)
Source: http://www.indianmba.com/Faculty_Column/FC555/fc555.html
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Any organization cant dispense with human workers. Hence, there is a need of establishing human resource management despite fluctuate changing in business world and technological invasion. According to Laumer, Eckhardt, & Weitzel (2010) the organization needs to recruit, find the best person-job fit, retain talented employees and manage them. Further, Stolt (2010) has claimed that Human Resource Management is essential for the success of any organization by managing people in either individual or collective in planned and strategic techniques additionally, performing its functions such as human resource planning, staffing, training, payment and so on." However, it is not exempt from being influenced by technological infestation, which is led to create E-Human Resource Management system. In1990, the personnel department shifted to Human Resource Management.HR role also shifted beyond automated payroll and benefits transactions through Human Resource Information System (HRIS). Because of HRIS failure to fulfil its duties, it led to stress return on investment of the HR function and its programs while the roles of HRIS are operational efficiency, cost reduction and control. After 1990, technological advancement and the emergence of strategic HR had influenced most organizations due to trend changes in economic, increase globalization and technological breakthroughs (internet web base services) and dynamic competition. As a result, HR re-designed processes such as rightsizing of employee numbers, reducing layers of management, reducing bureaucracy, autonomous work teams and outsourcing as accorded by Kavanagah, M.P Thite M (2008).
III. BACKGROUND
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2) 3) 4) 5) 6) 7)
E-Performance Management It is a software program that facilitates the completion of performance evaluations online. Cardy and Miller (2005) argued that technology had influenced a performance level also appraisal satisfaction through contributed to performance management in measurement employees performance by computer m onitor, for example; call center is collected data or number of keystrokes, error rates; Times during a task were data entry job. Further, Arnold Anderson who is e. How Contributor concluded that performance appraisal is a way for a manager to observe employees' behaviors and it is difficult for the manager to find time for one-on-one appraisals due to the growth of business so it converted to e-performance appraisal. Furthermore, he enumerated the benefits such as 1) It will save managers time. To illustrate, instead of compiling report, the system will enable to collect metric data throughout the year and use a formula which is created by the human resources department to succeed with a performance evaluation number.
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3)
4) 5)
E- Training It is a web site of training, and it is called e- learning. Marc Rosenberg (2001) accorded that e learning is delivering an abroad array of solutions that support knowledge and performance through use of internet technologies. Furthermore, Allison Rossett (2001) confined that providing training through host or server computer that is connected to the World Wide Web. Further, Clark Adrich (2004) claimed that elearning will lower management cost, increase accurately of access and measure of employees, also scale significant parts of a learning value chain that includes management and delivery through use of combination processes computers and networks, additionally, advanced techniques such as simulations and communities of practice and included customers and vendors as well. In addition, Victor Jeurissen, who is a global practice leader for IBM Management Development Solutions declared that e - learning will provide new skills and experience through innovative technologies and transform learning models as well it is a collaboration of information, interaction, collaboration, and in-person. On the other hand, there are great benefits that a company can gain from using e- learning that it will save companys time and energy with relative ease because it can give to just one or to a group of employees. Moreover, it will provide quality courses such as leadership and other, which meet an employee's requirements to develop him/them. Further, it will motivate employees and adept at handling any situation, as well as improve work quality. Besides, it will make large group of employees from different locations and countries in their workstation, which will provide worthwhile information through emails, interactive websites as well as CDs, videos and so on. Further employees can expand their qualifications by enrolling in online universities as well as continue their present jobs mostly, the company sponsors their training. Frame Organization with e-HRM Frame e-HRM is a major success for any organization to acquire a qualities and reliable services for their managers and employees. Further, e-HRM is a conception of Implementation Support System (ISS) to innervate Human Resource Management (HRM) to fulfill its activities and tasks such as taking decisions, recruit a convenient person in a right time and give appurtenant duties and adapt use new technological skills. Moreover, e-HRM is a manner of thinking about executing HRM strategies, policies, and occupations which will lead to accomplish its ambitions and ameliorate HR orientation also clients focus and contentment additionally super add efficiency farther lessen cost. Beside it, e-HRM is analyzed all the assignments and HR agencies, described in details how mission is accomplished with its manual and mental actions and how its element duration, frequency, allocation, complexity, environment conditions, and any other unique factors to perform job. Beyond it, e-HRM is designed exercises which adequate an employee's skills, experience and knowledge. Above and over, e-HRM would let the worker to be more creative, self-directed and self-controlled than their present jobs demands also perform in their abilities. It is created limpid environment because there are no emotions involve and hence; nobody could blame e-HRM for partiality unlike HRM, which may have discrimination or subject under human freaks. Further, when there is a shortage in supplying labour to market due to individualization of society, augment educated citizens, and most employees aim to improve their career paths, e-HRM is supported those tools to development. To sum up, there are many of the areas that e-HRM can implement in an organization and improve their processes also advance HRM functions. It has a more fullgrown stage within organizational life; however, scientific proof of these advantages is not clear and needs more researchers to answer the question, whether e-HRM contributes to HRM effectiveness.
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Recommendation
Despite the importance of E-HRM, most organizations neglect it due to its complex challenges such as high cost of enforcement and difficult to recognize the benefits, also it is hardness to define the activities and functions additionally learn using it, in my opinion, it needs further research and deal with professional agencies and third parties also follow with the latest technology in human resource management.
REFERENCES
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