Essays on Positive and Negative Impacts of e-HRM Assignment

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The paper “ Positive and Negative Impacts of e-HRM” is a dramatic example of a business assignment. E-HRM is the general application of information technology in planning and implementing human resource duties. It is the process of decentralizing the human resource roles to the management and also to the employees. All these functions can be accessed through the internet or through other technologically developed web services. This decentralization through the internet allows all other departments within an organization to access and attend some of the human resource management roles hence relieving the human resource manager of some of the duties.

This will also lower the human resource staffing hence cutting the costs in the organization. E-HRM includes e-recruitment, e-selection, e-learning, e-performance management, and e-compensation. The main goal of e-HRM is to improve the services offered by the human resource management department, improve the efficiency in the department, and reduce costs. Impacts of e-HRM in an organizationWhen a Chief Executive Officer of an organization wants to adopt the e-HRM in the organization, it would be better that he or she first informs the employees to know how they perceive the idea.

It would also be better if the employees are made to clearly understand the concepts of e-HRM and how they will affect them. E-HRM has both positive and negative impacts on an organization. The negative impacts it has may however affect its reception and the willingness of the employees to embrace it when introduced in an organization. With information technology in an organization, the human resource manager by the use of computers can plan and conduct evaluations, arrange for training and development and estimate the costs.

Employees can also use the concepts of e-HRM to plan for their own activities, apply for promotion to the top and new posts and also reach for information about the human resource management policies (Ulrich 1996). Positive impacts of e-HRMThose organizations that have been practicing e-HRM enjoy the benefits of the easy process of managing and implementing the human resource strategies, policies, and practices.  

Bibliography

Legge, K., 2004, Human Resource Management: Rhetorics and Realities, Basingstoke, Palgrave Macmillan.

Ulrich, D., 1996, Human Resource Champions: The next agenda for adding value and delivering results, Boston, Harvard Business School Press.

Ruel, H., et al., 2004, E-HRM- innovation or irritation? An exploration of web-based human resource management in large companies, Leiden, Uitgeverij Boom publishers.

Coronas, T., & Oliva, M., 2005, e-Human resources management: managing knowledge people, New York, Idea Group Inc.

Coronas, T., & Oliva, M., 2008, Encyclopedia of Human Resources Information Systems: Challenges in E-HRM, New York, Idea Group Inc.

Noe, R., 2004, Fundamentals of human resource management, London, SAGE.

Jackson, P. et al., 2003, E-business fundamentals, New York, Routledge.

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