ELECTRONIC HUMAN RESOURCE MANAGEMENT:

CHALLENGES IN THE DIGITAL ERA

*I. PUNITHAVATHI, Asst.Professor, PG & Research Department of Commerce with
Computer Application, Hindusthan College of Arts and Science. TN INDIA
**DR. P.M. SUGAVANESWARI, Asst. Professor and Head, Department of Commerce
with Computer Applications, Government Arts College, Dharmapuri. TN INDIA

Abstract

More and more organizations have been replacing face-to-face human resource management
activities with electronic human resource management, E-HRM for short. E-HRM facilitates
the HR function to create dynamic and operational capabilities and contributes greatly on
HRM effectiveness. This paper elaborates on E-HRM in detail on the following aspects:
Introduction of E-HRM, types of E-HRM, Functions of E-HRM ,role of E-HRM, level, nature
of E-HRM, advantages and disadvantages E-HRM of determinants of attitude towards and it
is expected to help people understand E-HRM more comprehensively and systematically.
Great changes have been brought to our economy, society, and culture with the rapid
development of science and technology, especially the usage of Internet and computer
technology.

Key Words: Human Resource Management, Challenges, Digital Era.

Introduction

Technological development and electronic instruments dominance on phenomena world, and

different sciences such as management, contributes to this fact that today employees have a
greater awareness than employees in past in this area. New technologies have created a new
generation of employees and the organizational structure has changed. The changes are
organized in a way that today the absence of organization on the www, means the loss of
huge capital resources. Nowadays organizations or formally wider the businesses face many
challenges such as globalization, the value chain for competitiveness and technological
changes. To arise the web-based technology, the new concept of E-HRM, entered the field of
human resources. This type of management is suitable for human resource professionals to
create that causes promotion in their competencies and is playing an effective role. All
organizational activities, including finance, business and personal activities in addition to
saving resources, through a web-based system is achieved ,among the activities that
organizations can do through the web sites, are considered as personnel matters. The present
paper elaborates on electronic human resource management (E-HRM) in detail on the
following aspects, namely definition of E-HRM, types of E-HRM, factors influencing utility,
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effectiveness of E-HRM, determinants of attitude towards E-HRM and the context for E-
HRM in China. Hopefully, this paper could help readers understand E-HRM more
comprehensively and systematically.

Objective of the Study

To study what is e-HRM (its types, objectives, functions, Implementation, benefits) and how
e-HRM is shaping organization in a technology driven environment.

Research Methodology

Research Design: I did descriptive study.

Research Tools: I did secondary research. I collected data from the internet from
various websites, journals, and magazines.

Types of E-HRM:

Lepak and Snell (1998) distinguished three areas of HRM as, operational HRM, relational
HRM and transformational HRM.

Operational HRM:

E-HRM is concerned with administrative function like payroll, employee personal data, etc.
Operational type of HRM provides the choice between asking employees to keep their own
personal data up to date through an HR website or to have an administrative force in place to
do this.

Relational HRM:

E-HRM is concerned with supportive business process by the means of training, recruitment,
performance management, and so forth. As to relational HRM, there is the choice between
supporting recruitment and selection through a web-based application or using a paper-based
approach (through advertisements, paper based application forms and letters etc.).

Transformational HRM:

E-HRM is concerned with strategic HR activities such as knowledge management, strategic

re-orientation, etc. As to transformational HRM, it is possible to create a change-ready
workforce through an integrated set of web-based tools that enables the workforce to develop
in line with the company’s strategic choices or to have paper-based materials.

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Objectives of E-HRM

1. To offer an adequate, comprehensive and on-going information system about people

and jobs at a reasonable cost
2. To provide support for future planning and also for policy formulations
3. To facilitate monitoring of human resources demand and supply imbalance
4. To enable faster response to employee related services and faster HR related decisions
5. To automate employee related information
6. To offer data security and personal privacy.

Functions

E- Employee Profile:

The E-Employee Profile web application provides a central point of access to the employee
contact information and provides a comprehensive employee database solution, simplifying
HR management and team building by providing an employee skills, organization chart and
even pictures. E-Employee profile maintenance lies with the individual employee, the
manager and the database manager. E-Employee profile consist of the following:
Certification, Honor/Award, Membership, Education, Past Work Experience, Assignment
Skills, Competency, Employee Assignment Rules, Employee Availability, Employee
Exception Hours, Employee Utilization, Employee tools, Job information, Sensitive job
Information, Service Details, Calendar, Calendar Administration, Employee Locator.

E-Recruitment:

Organizations first started using computers as a recruiting tool by advertising jobs on a

bulletin board service from which prospective applicants would contact employers. Then
some companies began to take e-applications. Today the internet has become a primary
means for employers to search for job candidates and for applicants to look for job. As many
as 100,000 recruiting web sites are available to employers and job candidates and which to
post jobs and review resumes of various types. But the explosive growth of internet recruiting
also means the HR professionals can be overwhelmed by the breadth and scope of internet
recruiting.

E-Recruiting Methods:

Job boards, Professional/Career, websites, Employer Websites.

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E-Selection:

Most employers seem to be embracing Internet recruitment with enthusiasm, the penetration
of on-line assessment tools such as personality assessments or ability tests, has so far been
limited. A survey has shown that although more than half respondents organizations already
use either psychometric or other assessment during the recruitment process, only few of these
companies use on-line assessments prior to interview. Fewer still include a core fit
questionnaire in the recruitment pages of their websites.

E-Learning:

E-Learning refers to any programmed of learning, training or education where electronic

devices, applications and processes are used for knowledge creation, management and
transfer. E-Learning is a term covering a wide-set of applications and processes, such as web-
based learning, computer-based learning, virtual class room, and digital collaboration. It
includes the delivery of content via Internet, intranet/extranet (LAN/WAN), audio-and
videotape, satellite broadcast, interactive TV, CD – Rom, and more. Training program
provides.

Classical and Virtual Learning:

This classical learning model especially from non-reversible flow of information. AT the
beginning is the pedagogue, which governs the course. For students, pedagogue offers
information, knowledge, and educational materials mostly in the representation of
educational lecture notes for lessons. For the most part the feedback is weak, inconsistent, or
even missing. Virtual education environment by its communications links collects the
feedback of participants, simplifies teaching and simplifies teamwork of students with
pedagogue. The virtual learning system enables horizontal and vertical communication. For
required information, participant can often gets much more information than in classical
model of education as here the other participant also share which is not a real happening in
the classical model.

The Level of HRM in an Organization

E-HRM is a way of implementing HR strategies, policies, and practices in organizations

through a conscious and directed support of and/or with the full use of web-based channels.
E-HRM is a concept a way of doing HRM. This is not to ignore the fact that E-HRM can
transform the nature of HRM strategies, policies and practices. Researchers are searching for
relevant and adequate theory that can fully grasp the concept of E-HRM, and frequently
present fragmented empirical evidence, particularly on E-HRM sub-fields such as e-

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recruitment and e-learning, these-called early bird areas where web technology was first
adopted.

Implementation of E-HRM

There are five main phases in the implementation of the E-HRM business solution.

1. Analysis (Infrastructure)

Analyzing the existing infrastructure with regard to quantity of data and classification of
business activities.

2. Business processes in the company

After the existing processes have been analyzed, the options for automating these processes
in the client’s environment are proposed. Finally a project plan is developed based on the
model of the processes identified.

3. Implementation

After the fundamental analysis of the processes in the work team, individual modules are
deployed in the client’s environment. With modular design a gradual implementation is
possible. Company-specific functionalities are discussed with the client and built upon
request.

4. Implementation and Training

A complete knowledge of the components of the solution is a key factor for successful
implementation. The entire team of project managers, information technology professionals
and human resources specialist are thus involved in user training and implementation.

5. Maintenance

Fast technological development and development of new modules make cooperation after the
implementation indispensable. A maintenance contract typically includes:

 Technical support experts available by phone, through e-mail or on-site

 Adaptation of existing modules or development of new ones
 Application software adjustment to changes in the system environment or
 Operating system

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  Functionality improvement and software upgrades in the form of new versions
 Consultation about further development of the system.

The advantages of e – HRM

1. E-HRM has the potential to influence both efficiency and effectiveness.

2. Effectiveness can be affected by improving the competence of both managers and
employees to make better, quicker decisions.
3. A higher internal profile for HR leading to better work culture and a more forceful
workflow in the business process, productivity and employee Satisfaction
4. It leads to a more transparent system and considerable reduction of administrative
burden
5. Provides Integral support for the management of human resources and all other basic
and support processes within the company
6. E-HRM can save costs while maintaining the quality of data,decentralization of HR
tasks and standardization.

The disadvantages of e – HRM

1. Not apt for employees who need personal support, reduces face to face interaction
between the management and the employees and risk to losing data to hackers.

Conclusion

E- HRM is a web-based tool to automate and support HR processes. The implementation of

e-HRM is an opportunity to delegate the data entry to the employee. e- HRM facilitates the
usages of HR marketplace and offers more self-service to the employees. e- HRM (Electronic
Human Resource Management) is advance business solution which provides a complete on-
line support in the management of all processes, activities, data and information required to
manage human resources in a modern company. It is an efficient, reliable, and easy – to use
tool, accessible to a broad group of different users. e- HRM is a way of implementing HR
strategies, policies, and practices in organizations through a conscious and directed support of
and/or with the full use of web-technology-based channels. It covers all aspects of human
resource management like personnel administration, education and training, career
development, corporate organization, job descriptions, hiring process, employee’s personal
pages, and annual interviews with employees. Therefore e-HRM is way of doing HRM.

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