7) Role of Technology in Human Resource Management (E-HRM)

What Is e-HRM?

It is pretty easy to know what e-HRM is from the name. Everyone knows that anything prefixed with an “e” refers to electronics or, more precisely, IT and the internet. Human resource management that uses these technologies to complete various tasks in collaboration with other entities like employees and top management is called e-HRM. The system stores all data about employees. It also has valuable information about the company that employees need to access. The use of web technology is transforming HR the way it never has.

 

E-HRM is not similar to HRIS. While the latter is for the use of the human resource department only, the former is used by all entities in an organization. This technology helps to spread the activities of the personnel department to employees and top management members. It offers more opportunities for these actors to collaborate. It enables human resource departments to deliver a self-service system to employees. This system keeps everyone informed of important HR events and issues. Decision-making is much faster when using e-HRM.



Types of E-HRM



                                                Image source : Business Jargons


• Operational E-HRM

It is about administrative functions like payroll and employee personal data. All the employee data are stored in database and regularly updated. At the operational level, traditional HRM can be converted in to a new form called E-HRM

• Relational E-HRM

It is all about supporting business process it is done by mean of selection, training, recruitment, performance and management career development of the employees etc.. Instead of physical training online work shops are conducted. Performance indicators are used to understand the career development of the employees.

• Transformational E-HRM

It is about strategic HR exercises such as knowledge management, strategic reorientation. An organisation may decide to pursue E-HRM policies from any of these types to meet their HR goals. So in the case of HR departments, it is very important to keepadetailed information about Human Resources. All these are kept with the help of information technology.

E-HRM Activities


                                                            Image source : Business Jargons


  1. E-Recruitment: Also known as online Recruiting, is being widely used by companies these days. Through e-Recruitment, companies usually hire the candidates using the internet as a medium.

    The common practice of facilitating the online recruitment is by uploading the recruitment information on the company’s official website or hiring the online recruitment websites to serve the purpose. Monster.com, Naukri.com, Timesjob.com are some of the well renowned online recruitment websites.

  2. e-Selection: The HR department using the online selection process must ensure that each step complies with the procedural requirements viz. Project steps, vendor selection, assessment steps, feedback to the candidates, etc.The purpose of E-selection is to utilize the maximum human capital at a reduced cost and in less time.
  3. E-Performance Management: Many companies make use of web-based technology to evaluate the performance of an individual. This can be done either using the computer monitoring tool, wherein the complete working of an individual can be recorded, or through writing the reviews and generating the feedback on the employee’s performance using the web portal.
  4. E-Learning: It means using the internet or organization’s intranet to facilitate the training and development programmes for the workforce. Getting the online modules of training, a large number of employees can be covered irrespective of their locations.
  5. E-Compensation: An organization using the compensation management online enables it to gather, store, analyze, and distribute the compensation data or information to anyone at anytime. Also, the individual can access electronically distributed compensation software, analytic tools, from any place in the world.

Advantages of E-HRM

E-HRM is unsuitable for organizations where employees are not prepared to accept or use it. Major benefits/advantages of E-HRM are as follows:

  • Improving quality services.
  • Ensuring efficient services at an amazing speed.
  • Facilitating routine tasks like record keeping, maintaining the portfolio, and collecting and storing relevant information regarding human resources.
  • Helping the reduction of costly time and labor.
  • Improving accuracy and reducing human bias.
  • Making, reporting, and analyzing data quickly.
  • Benefiting everyone through standardization and automation.
  • Handing bundles of employee data from multiple locations fairly and quickly.
  • Performing crucial functions of HRM such as recruitment, selection, training, and development using web-based technology.
  • Playing decisive roles in a paperless office.
  • Maintaining anonymity of staff in evaluation/feedback giving.

Disadvantages of E-HRM

Demerits/Limitations of E-HRM are listed below:

  1. It involves a high cost to maintain and implement E-HRM.
  2. It is difficult to maintain the confidentiality of the input data.
  3. Electronic media are vulnerable and may be attacked by viruses from anywhere on the Internet. Contracting a virus can disable your HR management system severely enough to render it unusable for an indeterminate time. E-HRM is subject to corruption, hacking, or data losses.
  4. Computers and their associated programs are only as effective as their human users. Data entry errors can and do occur. In HR management systems, such errors can have grave consequences.
  5. Organizations need to to-invest more in training and development before adopting e- HRM.                                                                                                 


Goals Of e-HRM

 

What does this process aim to achieve? HR management courses can teach you that companies adopt this technology to reduce cost, improve HR services and enhance strategic orientation. It has helped many businesses to enhance the efficiency of HR departments and reduce human resources cost. It also helps in increasing the speed of various tasks. The process allows line managers to conduct appraisals and plan training. This technology also allows them to evaluate the cost of employees. It helps HR managers find reasons for absenteeism and turnover.

 


REFERENCES

Bychkova, M. (2019) The Role of Technology in Human Resources Management [online] Available from https://www.ashtoncollege.ca/the-role-of-technology-in-human-resources-management/. [Accessed on 29 November 2022].

Symphony solution inc, (2018) Role of Technology in Human Resources Management [online] Available from https://yourstory.com/mystory/70860d77ec-role-of-technology-in.[Accessed on 29 November 2022].

Bhasin, H. (2022) e- HRM Definition ,Types, Roles and Advantages [online] Available from https://www.marketing91.com/e-hrm/.[Accessed on 29 November 2022].



  














Comments

  1. Nimna2 December 2022 at 09:22

    Almost every services starts with a "E" these days and it is almost impossible to organizations survive with out that "E".

    ReplyDelete
  2. Sanjana Karunarathna2 December 2022 at 18:01

    EHRM is one of the most critical tools for analyzing businesses for the next step in the business strategy. It not only saves the money but also the time .

    ReplyDelete
    Replies
    1. Udara Dilshan4 December 2022 at 10:21

      Agreed Mr Sanjana.E-HRM cause to improve the performance of the company as well.

      Delete
  3. Nandun Narayana2 December 2022 at 22:18

    Technology helps HR managers do their work faster and make wiser decisions. Nowadays, there is an application for it. When it comes to managing personnel within a corporation, this is particularly true. Automation solutions aid in organizing data entry and reducing paper use in addition to employee management. It's prudent to explain HRIS as well since it is one of the commonly used tool to assess employees.

    ReplyDelete
    Replies
    1. Udara Dilshan4 December 2022 at 10:27

      Valuable information Mr Nadun. Thank you for sharing.

      Delete
  4. Asfara Banu3 December 2022 at 03:50

    What are the challenges when an organization transform to EHRM ?

    ReplyDelete
    Replies
    1. Udara Dilshan4 December 2022 at 10:25

      Cost,Acceptance,Back-ups and Security Concerns and Increasing Isolation
      are some challenges when an organization transform to EHRM.

      Delete
  5. Aruna3 December 2022 at 10:42

    According to your point of view, what type of things can be done to overcome from above mentioned disadvantages ?

    ReplyDelete
    Replies
    1. Udara Dilshan7 December 2022 at 08:26

      Capture all HR data in one centralized and secure (cloud-based) location,Digitize and automate as many HR tasks and processes as possible,Integrate all HR functions, from employee onboarding to employee exit are some of the things to do to overcome the challenges

      Delete
  6. Madusha4 December 2022 at 05:37

    What effect does E-HRM have on the change in HR's duties and responsibilities and the new skills needed for those tasks.

    ReplyDelete
    Replies
    1. Udara Dilshan7 December 2022 at 08:21

      e-HRM reducing cost, improving HR services, and improving strategic orientation. HR managers can make a human resource plan more quickly and accurately, make decisions faster, define jobs more clearly and enhance communication with the employees and the external community.

      Delete

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