E-Hrm Case Study

Abstract

The rapid development of the technology and the Internet has caused new digital management system which has been required difference idea of the existing industrial boundaries. This change of management environment has boosted the advent of electronic Human Resource Management (e-HRM).

The purpose of this paper is to provide of this literature and to expand understanding of e-HRM which presenting a definition of concept and discussing related concepts in brief. Also, this research tries to suggest the suitable model of successful e-HRM system by conducting some case studies on good performing in some firms such as e-recruiting, e-learning and communication. Lastly, this paper aims to suggest several conditions which are necessary for achieving successful adaptation of new e-HRM and strategy. Consequently this research contributes to find out critical success factors to implement efficient e-HRM system in terms of practical view points.

Keywords: e-HRM, e-recruiting, e-learning, e-communication

1. INTRODUCTION

During last decade, spread of new concept of business environment such as e-business and digital management and development of new technology and the internet has led too many changes. The value of information, innovation and idea of creation is more important than traditional industry and these changes build up flexible internal system is most required in order to respond to each of employee in organization and control the various members of management efficiently.

E-HRM, along with new business environment has been arising as an important method what can fulfill these firm's desire. The position of e-HRM has been throwing the spotlight in new digital management system as a potent measure in dealing with environmental changes through some successful case studies in developed countries.

Actually, some of practical studies already investigated the factors which affect the performance that better opportunity to integrate and communicate more effectively between managers and employees. Currently, utilizing of e-HRM for the HRM are gradually increasing in global market because the existing HRM department has been performed in 80 percent of operating on the Web to conduct business which reduce the costs, increase the speed of business and improve the service for the customers. Even though there are many potential advantages of e-HRM, there are still opinions of that it is not fully trustful.

This research aims to identify the influence of e-HRM in management system through some successful cases and find out factors affecting the successful implementation of e-HRM.

2. METHODOLOGY

This research paper was conducted in order to determine definition and effects of e-HRM in management system through some successful case studies and find out success factors of e-HRM.

For a critical analysis of this topic I have been described in many of academic journals and articles, the author reviewed scholarly studies on the topic. In addition, many parts of resources were collected from number of websites, online articles and furtherance of answering the research question on the factors behind the some case studies of success factor of e-HRM.

3. DEFINITION AND OUTCOMES OF e-HRM

The change of business environment has requested also respond about it actively changes in progress. Especially, the advent of the Internet has heightened the adoption of electronic Human Resource Management (e-HRM). The meaning of e-HRM is emphasizing all HRM processes which are performed with the help of information technologies to create value for organizations(2006). According to Voermans and van Veldhoven (2007), e-HRM could be defined as the administrative support of the HR function in organizations by using Internet technologies. Moreover, pwC pointed out this new concept can easily provide of human resource to customer with virtual organization using the e-business skills in order to plan, process, and provide service of HR. As Watson Wyatt defines that new concept of management system is overall emerged tendency for the desires of saving the costs, efficiencies and improved service delivery model.

It is logical that an organization which adapted e-HRM strategies could bring out variable results and outcomes. There are four divided effects of e-HRM system as like cost saving, promoting employees' job satisfaction, changing of company culture and strengthen of business strategy. Firstly, as Ulrich mentions, HR itself has to be able to control administrative part of tasks in order to contribute to a firm's cost effectiveness. In other words, through paperless office realizing, e-HRM helps to decrease in costs and increase of productivity. Secondly, e-HRM offers more chances of responding the various needs of employees and also gives more authorities to managers so it will increase job satisfaction between employees and managers. Also, it will contribute to get trustful mind between management and workforce. Thirdly, e-HRM is able to change of company culture and strengthen the power of organization. It means that e-HRM can effectively introducing and spreading the information skills in firms and also it will lead improvement of ability to adapt into e-culture. Lastly, via e-HRM employees can concentrate on strategic business with less non-strategic personnel administrational tasks. In other words, employees are required to have real-field experience since it provide personnel information needed to them in real time.

Based on above contents, effect of e-HRM is able to help to gain more efficient and flexibility for achieving better outcomes in organization. In brief, e-HRM takes less concern about administrative procedures and put more effort to improve activities regarding the interpersonal sectors, it shows that encourage having the closest relations with others and make heterogeneous networks within employee and employers. The potential of adopting e-HRM has proved that leads standardization of work process, diminution of language or cultural barrier and so on.

4. Case studies of e-HRM

Through variety of the implementation of e-HRM will help to get better understanding of it. Considering specific parts of relational e-HRM as like recruitment, training process and communication systems, companies can determine where to seek new people, how to teach them effectively and what to do for better communication system. The use of technologies could result in better access, efficiency and productivity rather than past method.

First of all, one of very important components of e-HRM is recruitment via technological methods. As formal trend, many of