Page 40 - DMGT106_MANAGING_HUMAN_ELEMENTS_AT_WORK

Managing Human Element at Work

Notes
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 organizations to lower
HR department staffing levels as the administrative burden is lightened.

2.6 The Impact of e-HRM on the Effectiveness of the HR System

The actual “impact of e-HRM on the HR system” block of the preliminary theoretical
framework will be uncovered.

Figure 2.8: Uncovering the “Impact of e-HRM on the HR System”
Block of the Preliminary Theoretical Framework

Impact of e-HRM
e-HRM goals Use of e-HRM on the HR
system

The use of e-HRM technologic might have an impact on the HR system. This impact can be
analysed from two different perspectives, namely:

• The impact of e-HRM technology on the HRM performance.
• The impact of e-HRM on the job of the HR professional.
Besides the differences in perspective, studies on the effectiveness of the HR system often
differ in the level of analysis of the HR system. Some studies focus on a single HR activity
while others analyse the HR system as a whole. There are three levels of analysing the HR
system and that consideration of all the three levels is important to understand HRM in
practice. The arrows indicated the direction of influence. This means that when the HR
system is not effective on the highest level this will negatively affect the effectiveness of the
HR system at the lower levels. The three levels and the way they influence each other are
presented in Figure 2.9.

Figure 2.9: Level of Analysis

HR Philosophy
Overarching philosophy for the
management of human capital

HR Policies and Programs
Alternative higher order approaches
to align HR practices with the HR
philosophy and strategic objectives

HR Practices and Processes
Actual HR practices implemented in
specific circumstances

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