What is e-hr? An analysis

What is e-hr? An analysisIntroductionThe aim of the literature f en hold outly eachwhere on e-HR is to find out what e-HR is, to visualize benefits, strengths, weaknesses, issues, and barriers, and to analyse and cerebrate the perceptual experiences of importance of the tuition technology in HR activities. What are the importance of internet to HR practitioners and the mesh bailiwick support for pitying resourcefulness circumspection. How the Internet applications provide support for HRM. How are an expanded employment model of the factors affecting the acceptance and workiveness of e-HR clays. And also analysed the factors of e-HRM acceptation. The analyses of strategy are for enhancing the effectiveness and acceptance of e-HR systems.This review is organised by unalike phases, mentioned about e-HR definition and use in the first phase, e-HR strengths, weaknesses, and issues in second phase, e-HR bankers acceptance in the third phase, and finally the reciprocation and conclusion in the fourth phase. E-HR definitione-HR stands for Electronic Human Resource. The term e-HR refers to deal Human Resource Management transactions exploitation an internet. E-HR aims to keep information available to employees and managers at eachwhere at any quantify. E-HR whitethorn include cheeks HR portals and weave applications, Enterprise Resource Planning, HR dish centers and interactive give tongue to response. There are trine identified aims of e-HR such as publishing of information (delivered by intranet medium), automation of transactions with integration of workflow (intranet or extranet hold in) and mutation of the HR function (redirect HR function towards a strategic one). (7, PR 36,2 278) E-HR is characterized in field of HRM as having numerous innovations in Technology and it provides wider potential in term of usages including employee self service, information sharing, functions administration and production of reports. (Pass, 2002) (6, P R 37,1 66)e-HR is schoolings in technology to create a real- clock time, information- ground Self-service, interactive work environment. With e-HR, managers cease access applicable information and data, conduct analyses, decision making and communicate with others and employees are able to control their own in the flesh(predicate) information like update their records when it changes and make any decision on their own without consulting with any professionals overhaul. (4, PP 365-366)e-HR will effect both efficiency and effectiveness of Human resources function in such a stylus that the efficiency of the human resource process can be effected by reducing cycle time for paperwork, Improvements is data accuracy and reducing manpower requirement. In similar modality the effectiveness of human resource process will be effected by improving the capabilities of both employees and managers to make a better and accurate decisions. (4, PP 365-366)e-HRM as an enterprise-wide strategy that used scalable, flexible and integrated technology to link internal processes and familiarity workers directly to the business objectives of the establishment. (5, PP 515)E-HR StrengthBenefits of e-HR and e-HR acceptationSharing of information with one way communication from the geological formation to employees or managers through the companies intranet system (reduce the expensive printing be, users can get current information, bustling 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 brings benefits in major areas in the HR processes such as HR planning, acquiring HR (recruitment and selection), HR evaluation (performance appraisal), communication, rewarding HR (performance appraisal, compensation and benefits) and developing HR ( culture and development, superintender management). (7, PR 36,2 278) Users can access database and able to update and search in formations and make decisions accordingly through e-profile. Allows managing of recruitment and hiring process ( chisel advertisement, Manage applications and interview) in a dictatorial manner through E-recruitment. Application and approval process of leave management and its review through e-leave. On- path submission and approval process of employees claim to finance is possible through e-claims. Web-enabled appraisal, skills development and career mapping can be performed through e-appraisal system. Managing of payroll department processing will be very systematic and tight way by e-HR system. which involves the calculation and reporting of taxes, gross or net pay and deductions, arranging or allotment of money to different personify centre. Computerized Job evaluation or performance rating system is another strength of e-HR to determine the worth of each job and to decide the correct pay rate. This is base on the poin ts system rated against the each type of job and its nature. Computerized salary surveys can conduct among the companies to gain information about the current pay levels and pay structure. The take in of salary planning application can calculate the total salary and allocate it according to the merit or seniority of the people. (2, PP 245-247)Use and reasons for E-HR adoptionestablish on the research in the article, few percent of brass sections do not imbibe a web page and most of the fundamental laws already dedicate web page to modify 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 will conk more than wide spread in the future and also appears that the use of e-HR, the communication will be decreased as substantially. (7, PR 36,2 282-290) The use of E-HR provides more gains in ti me management, lodge image, operating-cost reduction and minimizes mistakes. However nigh companies not using e-HR due to less usefulness, security issues, inconsistency with practices used and other practical problems. (7, PR 36,2 282)E-HR and the role of HRMBased on the study and HR experts, the role 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 have 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 will be upgraded with e-HR in term of strategic improvement in speed, quality 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 virtua l 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 build with partnerships 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 gro put ong matter of internet users the HR professionals can be benefited as the internet provides reductions of communication cost, information management facilities, wide range of communication through emails, information accessing from web sites searching. The intranet also helps to support HRM functions and enables activities 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 try on 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 acceptance and effectiveness of electronic HR systems Technology is loftyly profound in the human resource management, almost most of the large organization use electronic human resource (eHR) systems to a ttract 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 use 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 convey HR details, and induce 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 s ystem 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 phases such as initiation, and implementation phases of adoption. The general and contextual factors are derived and tested using a large-scale survey. (10,JMP 24,6 483) widely distri scarcelyed factorIn the influence of adoption, the general factor is identified as size, persistence, demography, work organization, structure of employment and HRM configuration of organization. (10,JMP 24,6 486)In larger organizations the HR tasks in large quantities that can be justifiable for large investments in IT to clear out huge tote up transactions using number of applications per week to keep open administration costs. But small organizations with few applications have 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 larger organization will more frequently adopt e-HRM. (10,JMP 24,6 486)Industries like bank have larger unmoving and clerical work can easily adopt. Industries like building construction have non-stationary and non-clerical tasks cannot adopt e-HRM. The industry 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 attributes. Age is get hold ofed in individual adoption. Many organizations whitethorn not consider older age than younger age. In gender, female has less IT experience so many female may not be considered in the adoption. The demography of an org anization reveals an effect on the adoption of e-HRM since organizations with a high percentage of young, male, and better employees will more frequently adopt e-HRM.The increasing of telecommunication organization that helps HR and employees and personal interaction is effectively and time consuming. Since the telecommunication employees have canonic technical 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 fleeting employees should bring relevant influences. The temporary employees allow non-critical HR activities, compensation should provide to agency 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), comprehensiveness 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 quantitative and qualitative challenges of e-HRM. The extent of performed HR functions may influence the adoption. the configuration of HRM within an organization reveals an effect on the adoption of e-HRM, since organizations with an institutionalized, comprehensive, and 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 uniformity of contextual influences o n e-HRM. The institutional openness refers the fact of open concerning the employed HR methods, the covered HR functions, and the included HR actors. The uniformity of influences exemplify 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 etc.The national business system reveals an effect on the adoption of e-HRM, since organizations located in economically 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 while 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 sys tems become a difficult task or frustrating for users. Ensure the availability of lavish resources like computer and centralized system for each and every employees to utilize the e-HR system on regular basis. Otherwise people need to use their personal computers at workplaces and it can demoralize the users. Training of employees are an important criteria in making masteryful e-HR system peculiarly when some users may be removed less skilled with computer than others. The use of e-HR system had a direct impact on the bottom line and made it more competitive. So organization can get the opportunity of reducing manpower in HR. It can leads to unhappiness over the staff. HR professionals must have a good works relation ship with their companies IT professional otherwise there will be a chances of conflict 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 organi zation may need to take special care 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 threatening as possible and keep confidence. Effective communication among employees is a necessary part of the process . Communicate and educate them about the importance of the system. The Identification of Investment requisite for software and hardware is one of the main issue and also the return of investment or payback period will be unpredictable and based on the estimation it will take one to three year.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 foodstuff 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 al shipway given to applying an economic perspective towards the externally focused business strategy than the resource based view. So the principal(a) 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 export role.The strategic business partner role consists of planning of business, workforce and succession, business management and compensation aspiration 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 be own those in the HR role can now spend more time on strategic activities in a way of reduce the cost involvement, Lead time , improver the efficiency of HR services and communication, improve the productivity and finally able to operate 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 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 accep tance 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 increased 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 rectify 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 enhance both productivity and employee well being 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 increasingly 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. Based on this, some of the major implication for current issues, benefits and future improvement demand 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 involved 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 speedy and it is unpredictable. Finally, the e-HR is good for an employer perspective but not good for an employee as it can end up in a less work force environment. How have assembly lines helped develop economy?How have assembly lines helped develop economy?How assembly line had helped the development economy of a country and a company? fashion model T sold for about $800 in 1908. But the assembly line lowered Fords cost so much that he could decrease the Model Ts scathe to as low as $290 in 1915. A car can be made 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 jillion cars. This is the first time that ordinary Americans is able to afford get a car. Ford had found many wa ys to cut cost and offer cheaper toll product. He instructed his supplier the way to assemble the wood crates that were used to ship the automobile parts 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 unskilled and skilled workers, there is no longer wage discrimination required to be done by the employer upon the workers.During the 1920s, automobile had allowed more people to leave the inner city and live somewhere else without changing their jobs. More people purchased houses in new-sprung(prenominal) residential area as more roads were constructed to link the metropolitan centers. After one go, these suburbs had grown and making cars to become a compul sion 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 trouble 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 travel to work that period of time. In 1930 almost one out of three United States citizens had a car in their house. The better and improved quality of road is built across America. Many states started to tax motor fuel 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 industry to grow bu t tire industry also experience prosperity.In this increasing demand for car had trickled down many other industries. One of the industries that flourish is 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 try of oil will cause the oil price to rise. In order restore the economy setting up new wells 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 drop back to normal price, so that the economic in the oil production line can be restored. In 1918, oil price increased by 20 percent. After new well is discovered and dug, the oil price travel by 10 percent in 1922. The oil price continues to drop from year 1930 to year 1934 up to 10 percent. Many new gas service stations were established on the highways. At the outbreak of World War Two, many automobiles manufacturers shut down their assembly lines to build weapons or mach ines that vital to win the war. After World War Two happened, oil price struck up by 20 percent for several years due to the precedence 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 dollar 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 rose from $74.3 billion dollar in 1923 to $89 billion in 1929. Ford, ordinary 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 $2.2bi llion 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 Henry Ford.Besides that, assembly line work is extremely tedious. It leads workers to turnover and finds a new job. To reduce the amount of constant turnover of employees, Ford used a theory called efficiency wages. Efficiency wages are wages, which paid by firms that are higher than the market in that time. Efficiency wages can motive workers to work at their best effort, better paid workers eat a better diet and therefrom 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 stipendiary wages that ranked at the top of the whole industri al sector. About forty seven 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. Decrease 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.Technological advancements in the late mid-seventies and early 1980s brought a new outlook to the automobile industry. New technology is bought into that period of year. The development of the robot 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 robots could assemble cars and car parts at a much great rate of precision and at a much faster speed than the average human. The duration 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 fix 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 com pany to fire 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 fall asleep 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 which needs car to travel around.