Strength And Weakness Of Electronic Human Resource Commerce Essay

potence And Weakness Of Electronic forgiving mental imagery Commerce EssayIn our report discusses well-nigh strength and weaknesses of electronic adult male election and discusses some(prenominal) implications for future research. e-HRs software adopts a high degree of homogeneity and normalization plat normal for smooth lam in an brass instrument. It dish ups to bring the control and efficiency required by HR. An initial framework the review analyzes HR professionals at brass instrument introduced a technology based steering information establishment (MIS). This ashes changed the employees to be to a greater extent expeditiously administered (in theory) through an impersonal dust to bring into conformity with rules for payroll, attendance and punctuality. Hence, e-HR software interface in salary decisions and others linked to tribe. The e-HR systems are core applications who reduce the over cadence of gracious Resource forethought. It has achieved data from an administrative function, which responsible from payroll to help in strategicalalal decision making that tail end add value to an organization. Companies down now realized. The persona e-HR has developed as grow of organization the in the beginning administrative becomes channel partner. At same time e-HR provide the business possess much(prenominal) as stable, reliable which hazards high recognition at heart the organization.After implementation e-HR in any organization, fellowship tummy tardily save there cost. Beca expend e-HR use enterprise and internet, efficiently connect people such a way if gives entirely information they subscribe to. It to a fault manages relationship, streamlines processes and breaks the se of information to make strategic and operational decisions. e-HR about connecting people clients, suppliers, employees with information. Its about making organizations more efficient and more pro liveableINTRODUCTIONimputable to market victimisation , the manager roles has changed in recent years, and partly in addition out-of-pocket to revolutionary technologies being utilise by the organization that they are working in. As a result, organization needs to examine their own organizational humanityes Resource role. (Alleyne et al, 2007)In at once global markets, organizations and companies recognize that in order to compete, are based on the quality and effectiveness of their employees to succeed. homosexual Resource managers today need a world class humane Resource commission system to help them in daily strategic and operational decision.Over the last recent years, with the advance of Intranet and Internet technologies, homosexual Resource tools known as electronic Human Resource counsel (HRM) emerged. (Hooi, 2009)Recent Development in E HR or HRISIn the 1990s client/ server systems are the ideal configuration for approximately companies. barely in recent years, companies are beginning the t aims of migrating th eir legacy systems to new packages designed with more advance structure. And they are usually what we know today as Human Resource Information System (HRIS), which is part of the green light Resource Planning (ERP). ERP are able to offer companies the advantage in term of functionality, storage capacity, slaying and an opportunity to reengineer their HR processes.Due to the degraded rapid development of technologies and changes in the fundamental of business, the Human Resource incision today cannot operate like the old days. It is not enough to defy a congregation of people who only need to know all about the upbeats plans, salary program, and career opportunity within the organization. The demand for happy workers, especially knowledge workers, also helps to accelerate the need for HRIS to assist in strategic role of HR. (Stone et el, 2006)DEFINITIONE HRM According to a group of Researcher from Singapore Ministry of Manpower, Human Capital Development Division, E-HRM refe rs as restless use of electronic media and participation of employees with technology to helps to lower giving medication costs, and better the communication of their employee with quicker access to information, and reduce time needed in processing. (Hooi, 2009)Human Resource Information System (HRIS) basically is a human resource database system that allows you to keep track of all subjects of Human Resource information related to the organization and its human capital. However, not all companies that shit their system an HRIS Human Resource Information System are umbrella enough. If the human Resource system, are only able to peckles one or two functions, example such as benefits like administration or payroll, then we do not consider it as a ecumenical HRIS. (Bondarouk Ruel, 2009)Electronic Human Resource (EHR) it refers to conducting business transaction in human resource related go for the Internet. (LengnickHall Moritz 2003) Usually refer usually to Employee steer ing System that is normally refers to browser based Human Resource electronic network portal. Unlike HRIS, E-HR or Employee Management System can usually handles particular(a) functions or benefits, such as payroll and leave application. The growth of E-HR was overdue to the rapid development of Internet technologies in the 1990s. With point and click tranquility of use, E- HR are usually very user friendly and flaccid to use. Widely use by companies especially small and medium enterprise, who lingo afford a comprehensive Human Resource System such as HRIS.Human Resource Management (HRM) it refer to a form of support function that services its own internal customers, example employee. (Alleyne et al, 2007) scathing Analysis of Electronic Human Resources (e-HR)In recent years, with the advancement of intranet and internet, enable a new wave of human resource (HR) technology to emerge, with the organize to assist human resources administrative functions. With these e-HRM functi ons, HR service is expected to improve by two the management and employees. (Hooi, 2009)As more and more Human Resource Departments moving toward Internet or Web-based Technology, we need to evaluate and make comparison between the Online Human Resource Management and Traditional Human Resource Management System. (Payne et al, 2009)Background Strategic human resources and e-HRMStrengthThe major functional roles of E-HR are to support Human Resource processes such as are recruiting, training and slaying management. (Stone el, 2006)The growing trend in E-HR allows the development of tools such asEmployee Self- Service (ESS)Employee Self Service or ESS gives the employee of the organization the ability to access, maintaining his or her own personal HR Information online. The employee self-importance-service (ESS) capabilities allow and enable the employees to create, view, and modify data anytime and anywhere by themselves, using multiple technologies. With easy or ease of accessing to the information they need to do their ancestrys, the employees can also manage duties that were previously handled for them by personnel from HR department, with an employee centric portal. ESS also helps to expedite life, and work changes, freeing the HR professionals from routine HR related administrative tasks and allowing them to dedicate more of their time and resources to a something more strategic initiatives.Managerial Self-Service (MSS)Enable the managers to access a variety of HR-related tools and information online. Most manager HR-related tasks can be make via MSS applications example like payroll administration or compensation, staff performance management, hiring, and employee career or training development.Overall, the main strength that an Electronic Human Resource System allowsEmployees to improve or maintain job performanceSet standards for Human Resources work processGive recognition to job related accomplishmentsEnhance Communication and working relationsh ip between employee and departments recognise the performance of individual employeeOutline the responsibility of employee and supervisory.(Payne et el, 2009)Developing human resourcesWith the help of internet and intranet in development and training is the mostly examine cistron of e-HR and without any doubt the one with the most animate in disaster in terms of cost and benefits. The web-based software can be used for assessment training, and management career of all e- information activity. For the less paperwork and more benefit including getting more information on training, and assessment it provide e mail and electronic forms of intranet or the restricted web site. Lower administration cost, shorter distribution and response time, and higher(prenominal) response rate (McClelland, 1994).Changes in the role of the HR functionThey all agreed that the adoption of e-HR lead by all odds support HR functions. It will help making administrative tasks easier and more productive. A part from the administrative processes, other HR processes such as innovation, communication, and learningand career planning will be improved and supported with the use of e-HR. So the result, e-HR use can support not only the traditionalistic HR role but also the alignment of HR functions with the organizations strategic objectives. However, two of the participants commented that HR has a long way to go before results and benefits of e-HR adoption, especially for HR development, will be tangible The benefits as attest in figWeaknessesThe list below summarizes the reasons for adopting and not adopting e-HR for users and non-users respectively.Companies using e-HRfacilitation of the recruitment processbenefits for communication andCost effectiveness.Companies not using e-HRlimited public utilitysecurity concernsinconsistency with practices used andOther practical problems.Their only separate is to loss of confidentiality. E-learning includes the learning activity supported by information technologies. It can take local intranet computers, or full access to internet, drawing upon a full range of multimedia, links to other sites and resources, downloadable streaming videos and communication systems (Sambrook, 2003). E-learning offers a solution to training in remote.Issues available on www.emeraldinsight.com/0048-3486.htmNowadays, organization reaches efficiency of existing to run HR operations more efficiently. For more efficiently work we need to combined together in one hand for this gather the information and communication technology. The main issue is swift development of electronic HR systems (Stanton and Coovert, 2004 Fletcher, 2005).The E-HR provide the facilitate to more efficient and strategic way of working for HR. since e HR technology runs parallel to the accounting entry administrative support of the HR. it very difficult to map it. For example answer and assimilation by employees is considered to be an important factor when implementing E -HRM. The ability to make out with changes in the HR function and The current issue and full textbook archive of this journal is available at the support that is provided to employees during E-HRM implementation is also deemed essential (Haines and Petit, 1997 Fisher and Howell, 2004 Ruta, 2004 Ruelet al., 2004). However, there is little existential knowledge on concurrent employeeBrief Analysis of whether e-hr is contributing towards HR becoming more strategicMost of us, I believe will be convinced that using E-HR will significantly help the company to improve the delivery of the HR services to the organization. Higher efficiencies, and higher customer satisfaction, no doubt will help to lower costs, due to redesigned processes and consume manual work process.Definitely e-hr has the potential to be able kick in towards HR becoming more strategic. But for E-HR to be able to influence a more strategic role, there must be a strong business case. Emerging strategic e-HRM research tend to fit and focus on business strategy. (Marler, 2009)A business case can be mystifying. For the case of web-based or E-HR business can be used to address all types of questions, for exampleDo we really need a Web-Based solution?Do we need to implement employee or manager self services?Can we use our existing intranet for HR transaction? be we going to use the existing legacy human resource system as the underlying database for web solution, or a Enterprise Resource Planning (ERP) System?Can we plan and implement a shared out services group as part of the Web initiative?Should we go for one-vendor HR portal strategy, or should we go with a best-of-breed approach?A business case must always, built around objectives like type of business, financial, functional, operational, or some combination. Meaning we need to provide the business management with cost benefit and return on investment data in hard economic terms.How can E-HR help the organization in strategic role? To business , the core objective is to make more money. The concern and questions ask by management is how E-HR can help the business to reduce expenses or increase in their revenue strategically?Questions on the mind of the management like, what can we gain fromProductivity savingsImprove quality and trim back reworkSourcing SavingMake services more cheaply and higher qualityInformation System SavingReduce the maintenance of existing systemsOther Saving.Save the cost of material like paper, computer printout.But the most important aspect and core functions of E-HR strategic benefits can bring to a organization areRecruitment What talent do we need?Sourcing and attracting Who is the correct talent? Where is the right talent? How to attract the talent to joins us. sagaciousness and evaluation Identify, evaluate and select the right people we want.Hire What is the right offer that we can offer attracts the candidate to join the organization?Deployment move people into the right position i n the organization that can utilize their talent.Retention- How can we keep the talent invested, and engaged in the organization?In todays globalization competition, the strong demand for skilled workers, especially knowledge workers, also helps to accelerate the need for HRIS to assist in strategic role of HR. (Stone et al 2006)ConclusionThe HR plays a very important role in any Origination, as well as HR builds a bridge between top management and employers. Nowadays there is a double competitive market for any organization. So they want to expand their organization up to certain level to meet their requirements. Once the organization grows the work load for HR will increase and they will be futile to manage all the work manually. So for avoiding this kind of situation in the organization they need a integrated system in their company. That time e-HR comes in the picture, which suits their needs, Such asEmployee Self- Service (ESS)Managerial Self-Service (MSS)Management Informat ion system (MIS)Developing human resourcesChanges in the role of the HR functionThe future E-HR will become more sophisticated, and more severalise tools for both managers and employees. Improved decision making tools will benefit both the organizations and employee. (LengnickHall Moritz 2003)