E-HRM: Definition, Advantages, Practices
Processing and transmission of digitized HR information are called E-
HRM or electronic human resource management.
E-HRM is the application of IT for HR practices which enables easy
interactions within the employee and employers. It stores
information regarding payroll, employee personal data, performance
management, training, recruitment, and strategic orientation.
Definition of E-HRM
E-HRM has been defined as “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” or more recently, and more broadly, as “the planning,
implementation, and application of information systems for both
networking and supporting actors in their shared performing of HR
activities”.
Human Resource Management (HRM) departments using
information and communication technologies (ICTs) are becoming an
increasingly important phenomenon commonly referred to as e-
HRM. Automated HR tasks and practices are transforming the
traditional paper-and-pencil, labor-intensive HR tasks, into efficient,
fast-response activities that enable companies to anticipate and
profit from environmental shifts to create a much needed
competitive advantage.
. In the view of Michael Armstrong, e-HR provides the information
required to manage HR processes.
In other words, E-HRM is a way of implementing HRM strategies,
policies and practices in an organization through directed support of
web technology-based channels.
,E-HRM is the relatively new term for this IT-supported HRM,
especially through the use of web technology. E-HRM has the
potential to change the way traditional HRM functions are
performed.
For example in the analysis and design of work, employees in
geographically dispersed locations can work together in virtual teams
using videos, email, etc. Under recruitment function, job openings
can be posted online, and candidates can apply for jobs online.
On compensation and benefits issues, e-HRM will make it easy for
employees to review salary and bonus information and seek
information about bonus plans.
‘E-HRM is the planning, implementation, and application of
information technology for both networking and supporting at least
two individual or collective actors in their shared performing of HR
activities. E-HRM is not the same as HRIS, which refers to ICT systems
used within HR departments. It is different from that of Virtual HRM.
VHRM is defined by Lepak and Snell (1998) as “… a network-based
structure built on partnerships and typically mediated by information
technologies to help the organization acquire, develop, and deploy
intellectual capital. E-HRM is, in essence, the devolution of HR
functions to management and employees.
They access these functions typically via intranet or other web-
technology channels.
Kavanagh and Thite (2008) define as “the system used to acquire,
store, manipulate, analyze, retrieve, and distribute information
regarding an organization’s human resources.
According to Nrupa Rajhans (2012), “E- HRM costs lower and
improves efficiency by reducing paperwork and streamlining
workflow, automating redundant HRM tasks, empowering
employees to embrace a self- service HRM delivery system, keeping
, the company workflow fully informed about all important HR
compliance issues and corporate events, speeding up the response
time of HRM systems, ensuring that more informed decisions are
made, and improving time management.”
Elements of E-HRM
From the above discussion, it is evident that e-HRM has several
crucial elements. It utilizes information technology in a twofold
manner.
First, technology is necessary to connect usually spatially segregated
actors and enable interactions between them irrespective of their
working in the same room or on different continents, i.e. technology
serves as a medium with the aim of connecting and integration.
Second, technology supports actors by partially – and sometimes
even completely – substituting for them in executing HR activities.
Hence, information technology serves additionally as a tool for task
fulfillment.
The consideration of individual and collective actors takes into
account that e-HRM is a multilevel phenomenon; besides individual
actors, there are collective actors like groups, organizational units,
and even whole organizations that interact in order to perform HR
activities.
Besides, e-HRM, there are some further concepts which obviously
refer to the same phenomenon. Widely accepted are such terms as
virtual HRM, web-based HRM, or business-to-employee.
“Virtual HRM” refers to technological mediated networks of different
internal and external actors providing the firm with the HR services
needed without the further existence of a conventional HR
department which therefore becomes virtual.
Processing and transmission of digitized HR information are called E-
HRM or electronic human resource management.
E-HRM is the application of IT for HR practices which enables easy
interactions within the employee and employers. It stores
information regarding payroll, employee personal data, performance
management, training, recruitment, and strategic orientation.
Definition of E-HRM
E-HRM has been defined as “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” or more recently, and more broadly, as “the planning,
implementation, and application of information systems for both
networking and supporting actors in their shared performing of HR
activities”.
Human Resource Management (HRM) departments using
information and communication technologies (ICTs) are becoming an
increasingly important phenomenon commonly referred to as e-
HRM. Automated HR tasks and practices are transforming the
traditional paper-and-pencil, labor-intensive HR tasks, into efficient,
fast-response activities that enable companies to anticipate and
profit from environmental shifts to create a much needed
competitive advantage.
. In the view of Michael Armstrong, e-HR provides the information
required to manage HR processes.
In other words, E-HRM is a way of implementing HRM strategies,
policies and practices in an organization through directed support of
web technology-based channels.
,E-HRM is the relatively new term for this IT-supported HRM,
especially through the use of web technology. E-HRM has the
potential to change the way traditional HRM functions are
performed.
For example in the analysis and design of work, employees in
geographically dispersed locations can work together in virtual teams
using videos, email, etc. Under recruitment function, job openings
can be posted online, and candidates can apply for jobs online.
On compensation and benefits issues, e-HRM will make it easy for
employees to review salary and bonus information and seek
information about bonus plans.
‘E-HRM is the planning, implementation, and application of
information technology for both networking and supporting at least
two individual or collective actors in their shared performing of HR
activities. E-HRM is not the same as HRIS, which refers to ICT systems
used within HR departments. It is different from that of Virtual HRM.
VHRM is defined by Lepak and Snell (1998) as “… a network-based
structure built on partnerships and typically mediated by information
technologies to help the organization acquire, develop, and deploy
intellectual capital. E-HRM is, in essence, the devolution of HR
functions to management and employees.
They access these functions typically via intranet or other web-
technology channels.
Kavanagh and Thite (2008) define as “the system used to acquire,
store, manipulate, analyze, retrieve, and distribute information
regarding an organization’s human resources.
According to Nrupa Rajhans (2012), “E- HRM costs lower and
improves efficiency by reducing paperwork and streamlining
workflow, automating redundant HRM tasks, empowering
employees to embrace a self- service HRM delivery system, keeping
, the company workflow fully informed about all important HR
compliance issues and corporate events, speeding up the response
time of HRM systems, ensuring that more informed decisions are
made, and improving time management.”
Elements of E-HRM
From the above discussion, it is evident that e-HRM has several
crucial elements. It utilizes information technology in a twofold
manner.
First, technology is necessary to connect usually spatially segregated
actors and enable interactions between them irrespective of their
working in the same room or on different continents, i.e. technology
serves as a medium with the aim of connecting and integration.
Second, technology supports actors by partially – and sometimes
even completely – substituting for them in executing HR activities.
Hence, information technology serves additionally as a tool for task
fulfillment.
The consideration of individual and collective actors takes into
account that e-HRM is a multilevel phenomenon; besides individual
actors, there are collective actors like groups, organizational units,
and even whole organizations that interact in order to perform HR
activities.
Besides, e-HRM, there are some further concepts which obviously
refer to the same phenomenon. Widely accepted are such terms as
virtual HRM, web-based HRM, or business-to-employee.
“Virtual HRM” refers to technological mediated networks of different
internal and external actors providing the firm with the HR services
needed without the further existence of a conventional HR
department which therefore becomes virtual.
