@2010 IntroductionE-HRM is the general application of information technology in planning and implementing of the 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 to reduce the 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 hoe 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 in on 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 evaluation, 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 top and new posts and also to 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 easy process of managing and implementing the human resource strategies, policies and practices.
When the e-HRM is adopted in an organization, it is easy to process information concerning operational roles such as employees’ administration, registration and distribution of information to all departments in an organization. This wills create less demand for human resource management staff especially if all the employees are able to use the human resource services through the internet.
E-HRM also improves clients’ satisfaction in an organization since less time will be spent in attending to them. This is because information is easily processed and accessed. There will be quality of communication will also improve in an organization with information technology. However, to achieve al these benefits of e-HRM, there will be need for installation of new instruments that will enable internet use. This will also require human resource management expertise to formulate and install what is required for use of e-HRM.
Information and technology in human resource management also leads to increase in output. This is because there will be faster management of employees as will be indicated in e-learning and e-performance management (Legge 2004). E-learning will ensure that all the knowledge and skills that the employees need are delivered to them while. They are still on duty. There will be on line learning programs that will ensure that the employees do not leave their places of work to go and attend training classes.
Training will be accessed by the employees through the internet at their own time and they will be able to exchange ideas, share problems and express concerns.