The Role of Electronic Human Resource Management in Contemporary Human Resource Management

Abstract

More and more organizations have been replacing face-to-face human resource management activities with electronic human resource management, E-HRM for short. E-HRM facilitates the HR function to create dynamic and operational capabilities and contributes greatly on HRM effectiveness. This article elaborates on E-HRM in detail on the following aspects: Introduction of E-HRM, types of E-HRM, role of E-HRM, factors influencing utility, effectiveness of E-HRM, determinants of attitude towards E-HRM and the context for E-HRM in China, and it is expected to help people understand E-HRM more comprehensively and systematically.

From human resource management to intelligent human resource management: a conceptual perspective

“…Much time has elapsed since such premises first appeared, and in that period, computer technology has evolved. This evolution has given rise to the active employment of the Internet and IT in HR activities that were specifically defined as e-HRM (Zhang and Wang 2006;Ma and Ye 2015;Marler and Parry 2016). Parallel to such advancement, we have also seen the growing popularity of cognitive computing or AI systems in business and an initial entree of such systems into the HR field (Marr and Ward 2019;Strohmeier and Piazza 2015;Feinzig 2018).…”

“…For decades, organizations have been moving from conventional face-to-face HR practices to modern electronic ones parallel to the increasing popularity of IT-turning e-HRM into a significant theoretical and practical phenomenon (Ma and Ye 2015;Marler and Parry 2016;Panos and Bellou 2016). Many people have been anticipating that e-HRM would change the way that HRM is practiced in organizations, shifting it from being primarily administrative to being more strategically relevant (Marler and Parry 2016).…”

Human resource management systems for enterprise organizations: A review

“…Ma and Ye [13], studied the aspects of EHRM which are EHRM definition (managing HR using Internet), EHRM role (eliminates "HR middleman", provides strategic planning in the HR organization), EHRM types (operational, relational and transformational EHRM), effectiveness of E-HRM, factors impacting utility and determinants of attitude towards E-HRM (user satisfaction, clarify EHRM goals, ease of use system, social influence, user support, and perceived usefulness). The study aims to facilitate understanding EHRM more systematically and comprehensively, so it can be a reference for HRM researchers.…”

“…E-HRM is defined as 'the application of computers and telecommunication devices to collect, store, retrieve, and disseminate [HR] data for business purposes' [12]. Another definition of E-HRM is "adopting activities of HRM with the help of Intranet or Internet" [13]. The purpose of E-HRM is to provide information to employees and managers at any time and anywhere [9].…”

“…It has a positive influence on HRM services by enhancing the perceptions of managers and employees of HRM services, simplifying HRM processes, and providing accurate data [17]. Applying E-HRM systems make HR more flexible, strategic, and cost-effective, it also enhances decision-making, speed response time, reduces the efforts of administrators, increases productivity, and enhance client services [13]. Therefore this review paper focuses on Human Resource Management, HRM systems using the Internet and other technologies in order to clarify the benefits of applying such systems in organizations also demonstrates factors motivating the organizations to adopt E-HRM, factors which lead to the underutilized use of E-HRM and shows HRM practices in some countries.…”