ELECTRONIC HUMAN RESOURCE MANAGEMENT SYSTEM (e-HRM)

What is an Electronic Human Resource Management System (e-HRM)

Electronic human resource management (e-HRM) is the use of web-based technologies to provide human resource management services to an organization. E-HRM is all of the HR tasks that use computers and the internet to make businesses more valuable. It can take care of basic HRM tasks automatically and improve processes that make things better. E-HRM includes e-learning and e-recruitment, which were the first areas of human resource management to use the web for a lot of their work.

e-HRM can help businesses keep track of new ideas and feedback loops. It can also automatically sort through information about employees, which can help HR and employee services get things done faster. E-HRM can also help the HR department be more efficient and save money, and it can even turn HR into a strategic partner.

OBJECTIVES E-HRM is designed to achieve the following objectives:

What is the advantage of eHRM?

Using e-HRM for performance management has many benefits for businesses, such as making decisions based on data, streamlining processes, lowering administrative work, and saving money.

Disadvantages of e-HRM: Here are some disadvantages of e-HRM:

Data security: E-HRM can cause data to be lost, changed, or hacked. Most of the time, the data is safe, but if there is a leak, private data could get into the wrong hands.

 
Cost: For e-HRM to work, you may need to buy software licenses, upgrade your hardware, and train your workers. Some tech solutions may also need help and maintenance over time.

 
Loss of face-to-face interaction: E-HRM can make it harder for managers and employees to talk to each other in person, which might not be good for workers who need personal support.

 
Break between HR professionals and employees: relying too much on technology could cause a break between HR professionals and employees, which would take away from the human side of HR.

 
Loss of subjectivity: HR management systems can make a list of all the things an employee has done, certified, and graduated with. This may make managers want to promote based on the facts.

 
Problems with analysis: The system may have a lot of data, making it hard to study.

 
Limited usefulness: E-HRM may not be useful for some companies. 

Reference

http://www.ijstm.com/images/short_pdf/265.pdf

https://core.ac.uk/download/pdf/287192844.pdf

http://journalglobal.in/uploads/paper/21.pdf

Kumar, N. (2023, October 15). E-HRM: An Emerging Trend in IT Sector. https://www.linkedin.com/pulse/e-hrm-emerging-trend-sector-nitish-kumar-49mxf

[online] [Accessed 02 April 2024]