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Unit 2: e-Human Resource Management

Notes
organizations that operate within a stable environment, both technologically as well
as socio-economically. 2) The market policy- A market policy is often seen in
organizations that have to react rapidly to changes in their environment, for example
to strongly fluctuating markets. 3) The clan policy- Finally, the clan policy can be found
in organizations that quite heavily rely on de levering quality and innovation. According
to Snell HRM departments must be strategy-focused, flexible, efficient, and client oriented;
and all at the same time.
Human resource information system is much more than a computerized record of
employee information. It is an integral approach to acquiring, storing, analyzing and
controlling the flow of human resources information throughout an organization. The
primary purpose of human resource information system is to assist both human resource
manager and line managers in decisions making using computers to systematically
generated accurate, timely and related information to achieve organizational strategic
business objectives. If Human Resource information system is related to the
organizational strategic business and human resource objectives, it gives more strategic
advantages.
e-HRM is the planning, implementation and an application of IT for both networking
and supporting at least two individual or collective actors in their shared performing
of HR activities.
Lepak and Snell make division of e-HRM as followings:
Operational e-HRM: The first area, operational e-HRM, concerns the basic HR activities
in the administrative area.
Relational e-HRM: The second area, relational e-HRM, concerns more advanced HRM
activities. The emphasis here is not on administering, but on HR tools that support basic
business processes such as recruiting and the selection of new personnel, training,
performance management and rewards.
Transformational e-HRM: Transformational e-HRM, the third area, concerns HRM
activities with a strategic character. Here we are talking about activities regarding
organizational change processes, strategic re-orientation, strategic competence
management, and strategic knowledge management.

e-Usefulness is defined by Davis as a specific application system that will increase his
or her job performance within an organizational context. In relation to HR planning,
e-HR, particularly through the functions of employee and manager self-service
applications, has brought substantial progress in terms of employee data updates,
personnel changes and job requisitions. Some of the advantages of e-HRM as identified
by many researchers are as follows:
(i) e-HRM is online recruitment. It refers to posting vacancies on the corporate web site
or on an online recruitment vendor’s’ website, and allowing applicants to send their
resumes electronically via e-mail. It also includes the active search of the internet
and the location of resumes. However, there is always the danger of resume overload,
as well as low reputation and effectiveness of various web sites and databases, not
to mention its questionable effectiveness for senior executive position.
(ii) e-HRM can also provide managers with information on how to conduct a Performance
Appraisal, the specific criteria and measurements of given positions and roles as
well as examples and models of effective appraisals.
(iii) The penetration rate of computer-mediated communication, mainly e-mail, is higher
than 75% in corporate environments and e-mail has emerged as the communication
medium of choice. The e-mail and electronic forms on the intranet of the company

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