Strohmeier (2007) defined e-HRM
as a composite application of Information Systems using both networking and
supporting actors for planning, implementing and performing HR activities. e-HRM
is the system where the users are not only the HR personnel within the
organization, rather the line managers also use it for various activities of operational,
relational HRM. Furthermore job seekers, prospective clients or even accidental
web surfer may find it useful in a lot of sense. E-HRM, can be used as a tool
for HR branding for organization too. For instance, a job applicant may attract
to the organization if s/he find the career page nicely designed, user friendly
and full of insides with organizations HR
policy, career support etc.
In present era it may sound impetuous,
if anyone said that e-HRM or HRIS (Human Resources Information System) enables HR
personnel to complete basic HR tasks faster with its automated processes. Nothing
new by talking it saves time and cost or it generates compiled and needed
reports. Rather, e-HRM has been used for higher end analysis, making the HR
personnel more competent and enable the HR function as a strategic partner for
the organization.
My two cents with the reader is:
if your management or CEO/MD doesn’t feel interested about e-HRM or poised that
its just wastage of money, please download one of the free version of close to e-HRM
from any of the bellow company, install it and run. Then you may find it useful
and go for your own customized e-HRM. People Soft, SAP or something similar is
not advised in my write-up due to high expense related issue.
Use e-HRM and become a STAR. Cheers!!!
P.S: Any of my articles/write-ups can be shared, modified, used anytime for better Human Capital Management, with or without giving credentials. I do believe: Sharing is Caring :)
© Shaki, Ahmed R (2013), Candidate of PhD in HRM, UUM
