What is e-hr? An analysis

What is e-hr? An synopsisIntroductionThe civilize of the literature review on e-HR is to find out what e-HR is, to examine benefits, strengths, weaknesses, upshots, and barriers, and to go bad and focus the perceptions of importance of the study engineering in HR activities. What ar the importance of Internet to HR practiti 1rs and the Internet sign for human imagery management. How the Internet applications provide support for HRM. How atomic number 18 an expanded model of the factors bear upon the coin bankers acceptance and depressioniveness of e-HR systems. And to a fault analysed the factors of e-HRM gather inion. The analyses of strategy ar for enhancing the specialty and acceptance of e-HR systems.This review is organised by variant phases, mentioned about e-HR definition and utilisation in the first phase, e-HR strengths, weaknesses, and issues in second phase, e-HR gullion in the terce phase, and fin totallyy the discussion and conclusion in the fourth p hase. E-HR definitione-HR stands for electronic serviceman choice. The end up point e-HR refers to deal Human Resource Management proceeding utilize an meshing. E-HR aims to keep information avail competent to employees and managers at allwhere at any quantify. E-HR whitethorn include ecesiss HR portals and web applications, Enterprise Resource Planning, HR service centers and interactive voice response. There ar terce set directs of e-HR a good deal(prenominal) as publishing of information (delivered by intranet medium), mechanisation of transactions with integration of workf first-class honours degree (intranet or extranet intentiond) and break of the HR component (redirect HR thing towards a strategic one). (7, PR 36,2 278) E-HR is characterized in field of honor of HRM as having numerous innovations in Technology and it provides massiver potential in name of usages including employee self service, information share-out, functions administration and produ ct of reports. (Pass, 2002) (6, PR 37,1 66)e-HR is maturations in technology to create a real-time, information- base Self-service, interactive work environment. With e-HR, managers place access germane(predicate) information and selective information, contend analyses, decision qualification and communicate with others and employees are able to control their own personal information alike(p) update their records when it changes and wreak any decision on their own without consulting with any professionals suspensor. (4, PP 365-366)e-HR provide achievement both efficacy and usefulness of Human imaginations function in such a path that the efficiency of the human resource regale green goddess be effected by reducing cycle time for studywork, Improvements is info accuracy and reducing manpower requirement. In similar way the effectiveness of human resource process forget be effected by improving the capabilities of both employees and managers to make a better and accu rate decisions. (4, PP 365-366)e-HRM as an enterprise-wide strategy that apply scalable, flexible and integrated technology to link national processes and k promptlyledge workers directly to the business formation objectives of the organization. (5, PP 515)E-HR StrengthBenefits of e-HR and e-HR adoptionSharing of information with one way discourse from the organization to employees or managers through the companies intranet system (reduce the expensive printing approach, users privy get current information, Quick nonification of any changes).Automation of transactions with the combination of intranet with different application program. The paper work is totally replaced with electronic media. (4, PP 369)The adoption of E-HR arrives benefits in major areas in the HR processes such as HR planning, acquiring HR (recruitment and selection), HR evaluation (performance appraisal), chat, rewarding HR (performance appraisal, compensation and benefits) and developing HR ( facts of life and development, open life management). (7, PR 36,2 278) Users pile access database and able to update and search in formations and make decisions accordingly through e-profile. Allows managing of recruitment and hiring process (Job advertisement, Manage applications and interview) in a systematic manner through E-recruitment. Application and applause process of leave management and its review through e-leave. On- line submission and approval process of employees claim to Finance is possible through e-claims. Web-enabled appraisal, skills development and locomote mapping lot be performed through e-appraisal system. Managing of payroll processing provide be very systematic and fast way by e-HR system. which involves the computer science and reporting of taxes, gross or net pay and deductions, arranging or allotment of money to different toll centre. Computerized Job evaluation or performance rating system is some other strength of e-HR to determine the cost of eac h dividing line and to decide the correct pay rate. This is based on the points system rated against the each type of commerce and its nature. Computerized requital surveys end conduct among the companies to gain information about the current pay levels and pay structure. The sign of salary planning application can calculate the total salary and allocate it according to the merit or seniority of the great deal. (2, PP 245-247)Use and reasons for E-HR adoption ground on the research in the article, a couple of(prenominal) percent of organizations do non control a web page and closely of the organizations already comport web page to improve customer communication, product advertisement, public relations, recruitment process, cost effectiveness, services to internal customers, and staffing procedure and communication. Based on the respondents believe that the various HR functions allow for beat to a greater extent wide spread in the time to come and also appears that the u se of e-HR, the communication slip away be step-downd as well. (7, PR 36,2 282-290) The use of E-HR provides to a greater extent than(prenominal) gains in time management, company image, operating-cost reduction and downplays mis put one overs. However or so companies not employ e-HR cod to less usefulness, security issues, inconsistency with practices apply and other concrete problems. (7, PR 36,2 282)E-HR and the image of HRMBased on the study and HR experts, the graphic symbol of the HR function can be changed by e-HR adoption. The adoption of e-HR practices has a great impact on strategic goals of the organization image, alignment and cost reduction. Only few percentage of HR managers rich person doubtful in the relation to e-HR as no replacement for face to face communication and personal contact. Higher percentage believe that the HRM role go away be upgraded with e-HR in term of strategic improvement in speed, tint and achievements of services. (7, PR 36,2 290- 291)Importance of the internet to HR PractitionersIn the technology points of view the HRM can be characterized as human resource information system (HRIS), electronic human resources (E-HR) and virtual human resources (VHR). HRIS gather and maintain HR data, E-HR provides employee self-service, sharing information, reports and administrative functions. VHR creates network-based structure built with partner send outs through IT. Internet allows organizations to automate HR processes like various current existing HR-functions, services or applications can be transformed into web-based function. (6, PR 37,1 67) Internet support for human resource managementThe mothering number of internet users the HR professionals can be benefited as the internet provides reductions of communication cost, information management facilities, wide trim of communication through emails, information accessing from web sites searching. The intranet also helps to support HRM functions and enables activitie s like information search, communication and database access, and establishes company information system. (6, PR 37,1 66-67)Internet applications providing support for HRMThe internet revolution helps to shift HR activities to specialized online service providers. frequently cited useful Internet support HR applications are recruitment and selection, training and development, payroll, benefits and compensation management/administration, Performance appraisal, HR planning, internal and external communication, self-service including web-portal, and knowledge management. (6, PR 37,1 68-71)Hypotheses developmentIn the perceptions of the relative importance for adopting the internet for HRM, hypotheses test shows that the differences between the observations of importance of the internet to human resource practitioners is not associated either with the size of organization or with the internet connectivity. (6, PR 37,1 72)E-HR weaknessAn expanded model of the factors affecting the acce ptance and effectiveness of electronic HR systems Technology is racyly profound in the human resource management, around to the highest degree of the imageable organization use electronic human resource (eHR) systems to attract job seekers and provide training, manage employee performance, and admin benefits and compensation systems. The organizations values, goals and resources induce the development of organizational systems and processes to facilitate achievement. Most of the organizations implement systems and processes for convincing talented job applicant, encouraging employee to achieve organizational goals and sustaining employee with his role. This affects the organizations ability in the achievement. Similarly, individuals values, goals and skills involves the determination of intentions and behaviors. Based on the above, the combination of e-HR systems and individual factors affect the system acceptance. Organizations use e-HR systems to begin HR details, and induc e individuals attitudes and behaviors. This shows that e-HR systems vary the nature of the communication media and message characteristics. the communication easies the relations between message factors, media characteristics, and system acceptance and effectiveness. (8, PP 136)Factors of e-HRM adoptionE-HRM is as the application of IT to both network and support environment to perform HR tasks. The concept of e-HRM is like Virtual HRM and web-based HRM. The adoption of e-HRM takes in individual level and organizational level. The organizational level comprises of several(prenominal) phases such as initiation, and executing phases of adoption. The general and contextual factors are derived and tested using a big survey. (10,JMP 24,6 483) customary factorIn the influence of adoption, the general factor is identified as size, labor, demography, work organization, structure of employment and HRM configuration of organization. (10,JMP 24,6 486)In big organizations the HR tasks in la rge quantities that can be justifiable for large enthronisations in IT to clear out huge amount transactions using number of applications per week to save administration costs. provided small organizations with few applications pose difficult to justify for such a huge investment in IT. The size of an organization reveals an effect on the adoption of e-HRM since the big organization result more frequently adopt e-HRM. (10,JMP 24,6 486)Industries like bank have larger stationary and clerical work can proceedsously adopt. Industries like building construction have non-stationary and non-clerical tasks cannot adopt e-HRM. The persistence of an organization reveals an effect on the adoption of e-HRM since industries with mainly clerical and stationary tasks will more frequently adopt e-HRM. (10, JMP 24,6 486-487)Based on research, the acceptance of employees to adopt e-HRM is crucial as individual qualification and motivation vary with different demographical attri howeveres. A ge is considered in individual adoption. Many organizations may not consider older age than younger age. In gender, female has less IT father so many another(prenominal)(prenominal) female may not be considered in the adoption. The demography of an organization reveals an effect on the adoption of e-HRM since organizations with a high percentage of young, male, and educated employees will more frequently adopt e-HRM.The change magnitude of telecommunication organization that helps HR and employees and personal interaction is effectively and time consuming. Since the telecommunication employees have basic proficient qualifications and existence of basic technical equipment, e-HRM can be easily implemented. The work organization of an organization reveals an effective on the adoption of e-HRM since organizations with a high percentage of telecommuting employees will more frequently adopt e-HRM. (10, JMP 24,6 486-488)The relation of permanent and temporary employees should bring re levant influences. The temporary employees allow non-critical HR activities, compensation should provide to force and non-investment on training for temporary users. The employment structure of an organization reveals an effect on the adoption of e-HRM since organizations with a high percentage of temporary employees will more frequently adopt e-HRM. (10, JMP 24,6 486-488)The configuration of HRM of an organization approaches the institutionalization of HRM(formal HR department), voluminosity of HRM (extent of performed HR functions) and strategic orientation of HRM (Automation HR). The automation brings more beneficial to the HR department and gains from administrative burdens. HR department should handle like duodecimal and qualitative challenges of e-HRM. The extent of performed HR functions may influence the adoption. the configuration of HRM at heart an organization reveals an effect on the adoption of e-HRM, since organizations with an institutionalized, comprehensive, a nd strategic HRM will more frequently adopt e-HRM. (10, JMP 24,6 486-488)Contextual factorsThe identification of contextual factors can be classified as the institutional openness of contextual influences on e-HRM and the amity of contextual influences on e-HRM. The institutional openness refers the fact of open concerning the use HR methods, the covered HR functions, and the included HR actors. The uniformity of influences play from National political, legal, and educational system. The institutional openness contextual factors can be identified at present. The uniform influences focus towards the adoption of e-HRM. The political, legal, and educational influences be given for IT exploitation and provide nation-wide net infrastructures, basic IT education etceteraThe national business system reveals an effect on the adoption of e-HRM, since organizations rigid in frugalally developed nations will more frequently adopt e-HRM.(10, JMP 24,6 489-490)E-HR IssuesSome of the items which are very critical to be consider temporary hookup implementing e-HR in any organization are given below. (3, PP 54-55) The structure of Human resource process or master planning in a company should be properly formulated. If it is not done properly, HR systems become a difficult task or frustrating for users. Ensure the accessibility of enough resources like computer and centralized system for each and all(prenominal) employees to utilize the e-HR system on regular basis. Otherwise people strike to use their personal computers at workplaces and it can demoralize the users. Training of employees are an important criteria in making successful e-HR system especially when some users may be far less skilled with computer than others. The use of e-HR system had a direct impact on the bottom line and do it more competitive. So organization can get the prospect of reducing manpower in HR. It can runways to unhappiness over the staff. HR professionals must have a unsp covered working relation ship with their companies IT professional otherwise there will be a chances of counterpoint between them during implementation or integration of application. Employees with little knowledge in computer may resist a move towards computer based e-HR system. So the organization may need to take special fright in encouraging the users with an offer of incentives for using these programs. Security of e-HR system is another issue to be consider and make the system as non minatory as possible and keep confidence. Effective communication among employees is a inevitable part of the process . Communicate and educate them about the importance of the system. The recognition of Investment unavoidable for software and hardware is one of the main issue and also the communicate of investment or payback period will be unpredictable and based on the estimation it will take one to triad socio-economic class.Strategic of e-HRThere are two strategic perspectives way the HR can become more strategic .Both these can provide useful frameworks for connecting HR system to the business strategy. The first one takes an economic perspective of the organization to achieve more competitive advantage in an external market environment. The second one is based on the Resources based view and it focuses on the strategic resources and capabilities within the organization In companies perspective, more attention is always given to utilizeing an economic perspective towards the externally focused business strategy than the resource based view. So the primary feather role is cost reduction and it can be achieved by eliminating all HR transactional functions though e-HR system. (5, PP 516)The primary role of HR managers spend their most of time in administrative expert role, strategic partner role and capability builder (5, PP 517)The HR functional activities like tracking of job requisitions, processing and managing payroll of employees, benefits programs etc are under the role of administrative exportation role.The strategic business partner role consists of planning of business, workforce and succession, business management and compensation design to support the business strategies of the company.Building organization capabilities and human capital are primary deliverable in which most of the time spending in the development of human capital and organizational capability.Automating and streamlining of administrative transactions by implementing e-HRM system make the HR function more strategic because those in the HR role can now spend more time on strategic activities in a way of reduce the cost involvement, Lead time , Increase the efficiency of HR services and communication, improve the productivity and finally able to moderate at lower cost. (5, PP 518-519)Previously the cost factor was the strongest focus of e-HRM practice, but nowadays the focus is not only towards cost but also more towards the integrative consequences of deploying e-HRM in a Company. The cost reduction and transformation of all process of an HR department into a strategic social unit because of the introduction of e-HRM. (1, PP 508) Strategies for enhancing the effectiveness and acceptance of eHR systemsThe strategies can be used in several ways for enhancing the effectiveness and acceptance of her systems. For example, organizations may allow applicants to apply for their job through web, but use web based systems to give applicants to verify the requirements. The same way, the organizations may use e-HR systems to gather performance data and enter performance reviews, but managers may have face-to-face meeting with applicant to give rating. The control perception be improver by electronic selection systems (e.g., touch screen system, kiosks) that can also used by traditional users as well. These kind of systems may allow individuals who are not very efficient with computers access. The data subjects (eg. Incumbents) have the ability to even out invalid data in e-HR systems. This strategies decrease the extent to e-HR systems privacy. The organization should minimize the monitoring systems that could limit individuals freedom and control in organizations. The organization may compound both productivity and employee well beingness and merit the way employees performed tasks. This will decrease employees stress levels. The organizations would expand definitions of performance to include incumbents which are measurable in positively. The broader definition of performance consists quantity of work performed as well as increases the welfare of the individual, group and organization. The study proves that the e-HR systems are being used change magnitudely by organizations. (9,PP 14, 7)ConclusionThe research reviews the critical analysis of strengths, weakness and issues of electronic Human Resource Management (e-HRM) and also conducts a brief analysis of whether the e-HR can contribute towards HR to become more strategic. B ased on this, some of the major implication for current issues, benefits and future improvement required in e-HR as well as in HR could be derived. e-HR may improve the employee productivity, employee morale, decision making, information sharing, enhance innovation and speed up the product launching to market. However, the cost tough in an implementation of e-HR is too high especially for the software, hardware, training etc. It will be a big investment for an organization and the return on investment will not be immediate and it is unpredictable. Finally, the e-HR is grievous for an employer perspective but not good for an employee as it can end up in a less work force environment. How have aggregation lines helped develop economy?How have fable lines helped develop economy?How assembly line had helped the development economy of a country and a company? Model T sold for about $800 in 1908. But the assembly line lowered intersections cost so much that he could decrease the Mod el Ts price to as low as $290 in 1915. A car can be do in ninety minute by using assembly line technique. The production increased from 475 cars in a nine-hour day to over 1200 cars in an eight-hour day. That year he sold up to one million cars. This is the first time that intermediate Americans is able to afford get a car. Ford had found many ways to cut cost and offer cheaper price product. He instructed his supplier the way to assemble the wood crates that were used to ship the locomote split to him. The crates were then dismantled and used within the car. The scrapes that left over were made into charcoal and sold under the name of Kingsford. With the aid of assembly line, the cost of labor has also depreciated. This is because with the not as many labor were required as it is before the existence of the assembly line. Furthermore, the due to the faded term of untaught and skilled workers, there is no longer wage inequality needed to be done by the employer upon the work ers.During the 1920s, simple machine had allowed more people to leave the inner city and live somewhere else without changing their jobs. more than people purchased houses in cutting residential area as more roads were constructed to link the metropolitan centers. After one decade, these suburbs had grown and making cars to become a necessity goods than luxury goods. The other factor that has made cars no longer classified as a luxury good is due to the reduction in cost of production. The fall of cost of production has made the prices of cars to decrease as well and enabled many people to have the purchasing power. With the convenience of the car and road, people would have no issue getting to their respective destination and this had allowed them to live at places of their choice. There will be an increase in demand of automobile during that decade due to automobile as a necessity for most people to turn to work that period of time. In 1930 almost one out of three United Stat es citizens had a car in their house. The better and improved quality of road is built across America. Many states started to tax motor send away to help build and maintain the highways. New repair shops, roadside restaurants and motels were pioneered. The assembly line that was implemented has caused not only the automobile industriousness to grow but tire industry also experience prosperity.In this increasing demand for car had trickled down many other industries. One of the industries that vaunt is crude oil industry. As the number of cars on the road has rise, the demand of oil also will increase thoroughly. High demand of oil and low tot of oil will cause the oil price to rise. In order restore the economy setting up new swell in Texas and the Southwest is necessary to increase the supply of the oil. An increase of supply of oil will enable the price to spend back to public price, so that the economic in the oil production line can be restored. In 1918, oil price increas ed by 20 percent. After new well is discovered and dug, the oil price falls by 10 percent in 1922. The oil price continues to drop from year 1930 to year 1934 up to 10 percent. Many new gasoline service stations were established on the highways. At the outbreak of demesne War Two, many automobiles manufacturers shut down their assembly lines to build weapons or machines that vital to win the war. After World War Two happened, oil price struck up by 20 percent for several years due to the priority of oil consumption was for the machines or automobile on war. So, supply of oil in the market will decrease and increase in oil price level will occurs. This lead to the depression that occurs inInvention of cars and assembly line had lead to economic growth. With this new technological method, Fords companys profits increase from $30 million long horse in 1914 to $60 million dollar in 1916. Fords company profits had doubled from that period of time. The economy experienced growth of 7 to 10 percent for the first six years of 1920s. The United States total income rosiness from $74.3 million dollar in 1923 to $89 billion in 1929. Ford, General Motors and Chrysler, known as The Big Three, had reached their peaks in the 1950s, when they are together they controlled more than 90 percent of the United States market. In 1978 Ford profit for the year was $2.2billion dollar. By late 1990s the automotive industry had added $100 billion dollar in the gross domestic product to the United States economy. This can prove that the success of the idea of assembly line that created by atomic number 1 Ford.Besides that, assembly line work is extremely tedious. It leads workers to dollar volume and finds a new job. To reduce the amount of constant turnover of employees, Ford used a theory called efficiency fee. Efficiency wages are wages, which compensable by firms that are higher(prenominal) than the market in that time. Efficiency wages can motive workers to work at their be st effort, better pay(a) workers eat a better diet and thus are more productive, higher paid worker is less likely to look for another job and attract a better pool of workers to apply for jobs. Ford had increased the wages of its workers to five dollar a day. The automotive industry has developed a rising standard of living for its workers by paying wages that ranked at the top of the whole industrial sector. virtually forty seven-spot percent of Ford workers owned their own cars. From then, the working hours for every worker decrease from nine hours to eight hours every day. return in working hours can make worker happier as they have more time to spend time with their family. It also helps the company to increase the productivity of individual as the worker is happy to work for the company. proficient advancements in the late 1970s and early 1980s brought a new outlook to the automobile industry. New technology is bought into that period of year. The development of the zomb i for manufacturing had a remarkable change in the automobile industry. With Henry Fords idea, assembly line and these wonderful machines have boosted the production even more. The zombies could assemble cars and car parts at a much greater rate of precision and at a much faster speed than the average human. The succession of work for a robot compare to an average human is much longer. Robots also can work 24 hours a day and seven days a week. With the usage of robots in the assembly line, employer will not have to face trouble such as worker turnover or strikes by them. The use of robotics provided the perfect solution for large automobile producers. Robots can switch from one task to another task without any downtime. Robots have increased the supplies of car in the market since then. Since robots couldnt operate without the help of human. So, it requires some highly skilled technicians to monitor the process. New demand of higher paying jobs and higher skill level jobs in the automobile industry is created and filled up. These incentives led companies altering the standard method of production, which established in the Ford and Volkswagen plants.Robots has also brought along some of the negative effects that will influence the economy. Although there are new jobs created during this switch, but the downturn in demand of production. This will be the best opportunity and excuses for company to elan the entire unskilled worker, instead of retrain the workers because it cost more to retrain the workers than hire a new batch of workers. It left many unskilled workers in the manufacturing plants unemployed. This incidence leads the unemployment in the United States to rise. When most workers lose their jobs might have influenced their decision when purchasing a new car, as they dont have stable income to buy new cars. This could indirectly hurt the automobile industry because they could lose a very big market of potential buyers since robot are not human whi ch needs car to travel around.