E-HR Literature Review Summary
It is important for organizations to choose appropriate E-HR and customize it to meet their needs since it is software that uses the internet in data entry and data tracking as well as data information requirements in an organization such as human resources, payroll, accounting functions, and management. E-HR gives an organization the capacity to enhance communications between employees and the administration as well as harmonizing the compensation programs. Various organizations have adopted the use of E-HR despite its benefits and limitations.
Hopkins and Markham (2003) define E-HR as the provision of HR information through an internet-aided device in order to improve activities in the department of human resources for the benefit of both the workers and the bosses. The information provides them with wider chances than the commonly used HR methods. Electronic means assist departments of human resources to preserve important data related to employees, especially when checking the workforce.
Spencer (2004) points out that IBM is among the top organizations that have adopted the E-HR process. The company uses it to control the department of human resources. IBM developed a software program known as the Web Sphere portal in order to enhance the company’s communication with the outside world. On the other hand State Bank in Pakistan has also benefited by using the process to reduce the level of employees especially those who play an active role in administrative issues. The bank has managed to increase competition levels in the organizational roles by using E-HR because the policy gives understandable and sustainable objectives, giving specifications on how to realize set targets.
E-performance management process is used by many organizations so as to help them evaluate and monitoring employee’s movement. The software also enhances a follow up on how employees conduct themselves in a manner that enables the organization to realize its organizational business objectives and goals (Stone et al, 2006). For example, when Lee Enterprises used e-appraisal solution, it was able to improve arrangements between corporate values and worker’s objective. It also improved the status of the organization to the 4th largest newspaper firm in the United States of America.
E-HR is not only important in monitoring employees, but it is also critical in making sure that a company’s future assets are attracted and used using e-recruitment policies (Robins 2003). Additionally, web-based routine management gives a response to job performance, identification, sections, or departments the need to improve the standard measure for subsequent periods. E-HR also provides flexibility during the process of training employees.
On the contrary, Stone, Stone-Romeo and Lukaszewski (2006) assert that the use of internet performance management to monitor employees and their work performance may lower the freedom of workers. Employees may also oppose and react negatively towards E-HR and finally lower its independence. E-applications may not always offer a chance for individuals to articulate their feelings or concerns regarding performance ratings.
Regardless of the disadvantages which were identified, it is clear that they cannot surpass the advantages of e-technology. It is therefore important to note that the effective use and control of the technology can be very useful in rising above the barriers involved during its implementation process (Organisation for Economic Co-operation and Development, 2004). It provides assurance in the field of self-service to workers who provide services that save time and money. The human resource department has also managed to be consistent with the implementation of an E-HR device that offers ease in numerous duties to eliminate unnecessary issues.
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