Page 32 - DMGT106_MANAGING_HUMAN_ELEMENTS_AT_WORK

Managing Human Element at Work

Notes 2.1 Types of e-HRM

The e-HRM is not a specific stage in the development of HRM, but a choice for an approach
to HRM. There are three areas of HRM where organizations can choose to ‘offer’ HR services
face-to-face or through an electronic means: transactional HRM, traditional HRM, and
transformational HRM.
There are three types of e-HRM. These are:
2.1.1 Operational e-HRM
Operational e-HRM is concerned with administrative functions for example, payroll and
employee personal data.
2.1.2 Relational e-HRM

Relational e-HRM is concerned with supporting business processes by means of training,
recruitment, performance management.
2.1.3 Transformational e-HRM

Transformational e-HRM is concerned with strategic HR activities such as knowledge
management, strategic re-orientation. An organization may choose to pursue e-HRM policies
from any number of these tiers to achieve their HR goals.

2.2 e-HRM Outcomes
We assume, about the expected results or an outcome of HRM, that e-HRM also aims to
achieve a certain set of outcomes. All HRM activities, and therefore also all e-HRM activities,
will implicitly or explicitly be directed towards these ‘overall’ outcomes. There are four
possibilities: high commitment, high competence, cost effectiveness, and higher congruence.
These outcomes, in turn, may change the state of HRM in an organization, or through
individuals and/or groups within an organization actually result in a new HRM state. This
closes the circle. With the addition of the e-HRM outcomes, the building blocks have been
identified that are needed to finalize our e-HRM model (see Figure 2.1):

Figure 2.1: The Research Model

Clan approach
Market approach
Bureaucratic approach
Initial HRM strategy and
policy (1) Improving HR's
strategic role
Costeffectiveness
Improving
client-service
Congruence
Improving
Competence Internal agents: efficiency/administra-
Top & line
Commitment management, tive processess
Employees,
e-HRM outcomes (4) e-HRM goals (2)
workers
council.
Environment:
-competition
-technological
e-HRM type (3)
development
Operational -HRM state of the
Relational art
-labour market
Transformational -societal
developments
-governmental
regulation
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