Technology for future of Human Resource Management, the e-HRM

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Today the Information technology made widespread effects on almost every aspect of our society. It has changed the way we live our lives and do our jobs. It also make a profound impact on organisational processes, including those in Human Resource Management and transformed the way that organisations recruit, select, motivate and retain employees (Parry & Tyson, 2011).

Continuous innovations in technology will fundamentally change the way HR work is accomplished (SHRM, 2002). The growing use of information technology in human resource has significantly increased the efficiency of HR management activities and processes, increased their speediness and reduced cost. It has created an effective and efficient communication system, employee engagement, talent management, employee development, performance management, learning and development. In addition, the use of HR IT provides value to the organization and raise HR professionals’ status in the organization (Ulrich, 1997).

Several new software have been developed for strategic planning, manpower forecasts, managing L&D, manpower budget, compensation system management, bettering employer-employee relations etc.

Figure 01


e-HRM

The role of IT in HRM can be traced back in the last decade of 20th century. Ruel et al (2008) have explored that the term e-HRM was first used in the late 1990’s when e-commerce was sweeping the business world and e-HRM is internal application of e-business techniques. It helps the management in more effective and efficient flow of information and method of doing HRM.
Organisations could manage an increasing number of e-HRM processes in an effective manner with the improved information technology, thereby contributing to the availability of information and knowledge. This in turn helped HRM professionals to play a strategic role in attaining improved competitive advantage.

Adewoye (2012) in his paper “The Impact of Information Technology on Human Resource Management: Empirical evidence from Nigeria Banking Sector - Case Study of Selected Banks from Lagos State and Oyo State in South-West Nigeria” has mentioned that the interaction and intersection between IT and HRM lead to the emergence of HRMS. It merged all HRM activities and processes with the information technology field while the programming of data processing systems evolved into standardized routines and packages of Enterprise Resource Planning software.

So the e-HRM system has made a great impact on the increasing the effectiveness and widening the role of HR function.

References:

Adewoye, J (2012) The Impact of Information Technology on Human Resource Management: Empirical evidence from Nigeria Banking Sector - Case Study of Selected Banks from Lagos State and Oyo State in South-West Nigeria, European Journal of Business and Management, Vol 4

 Parry, E and Tyson, S (2011) Desired goals and actual outcomes of e-HRM, Human Resource Management Journal, Volume 21

 Ruel, H and Bondarouk, T (2008) Exploring the relationship between e-HRM and HRM effectiveness: lessons learned from three companies, Butterworth Heinemann, Oxford.

 Ulrich, D (1997) Human Resource Champions: The Next Agenda for Adding Value and delivery Results. Harvard Business School Press, Boston

Figure 01: http://www.hrzone.nl/technologie/technologie-artikelen/entry/e-hrm-technologie-rem-of-boost accessed on 2018-07-01 3:12AM


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