Page 46 - DMGT106_MANAGING_HUMAN_ELEMENTS_AT_WORK

Managing Human Element at Work

Notes The following aspects should be considered when the need for additional IT skills and
competences were measured:
Additional IT skills:
• Need for additional IT skills of HR professionals by HR professionals themselves.
• Need for additional IT skills of HR professionals by the organization.
• The need for additional IT skills may have lead to training and/or education on these
IT skills for HR professionals.
Therefore, the following aspects should be researched:
• Received IT training and/or education
• Received training and/or education of HR professionals for additional IT skills
• Attained additional IT skills on-the-job.

2.6.10 Summarising the Impact of e-HRM on the Effectiveness of the
HR System

The exploration of the impact of e-HRM on the HR system is schematically presented in
Figure 2.11.

Figure 2.11: The Impact of e-HRM on the HR System Uncovered
in the Preliminary Theoretical Framework

Performance indicators
• HR efficiency
ROI of the technology
Productivity of HR professionals
Cycle times of HR activities
•

e-HRM goals Use of e-HRM
Job of the HR professional
• Roles of the HR professional
Strategic role
Administrative role
Employee champion role
Change agent role
•

•

Organizations should develop online screening systems based on job analysis
and ensure that inferences made from the systems are reliable and valid.

2.7 Finalizing the Theoretical Framework

Now the three blocks of the preliminary theoretical framework are explored and uncovered,
the final theoretical framework will be presented. The preliminary theoretical framework
is presented in Figure 2.15.

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