Hrm: Contribution
The contribution of e-HRM to the business organizations in the HR area
Introduction: In today’s, with the develop of the information technology, information systems and the internet are become more and more important and revolutionizing the Human Resource Management in the organization, increasing the efficiency of the operation and supporting the HR professionals in those HR functions. Therefore, the e-HRM systems was derived which is use of web- based technologies for human resources management practices. It is obviously that the e-HRM can benefit the organization in the HRM area. For example, it is a more efficiency way to recruiting worker, motivating employee to work so that it can achieve the company object, etc. However, there are someone still not clear or query about the advantage or importance of the e-HRM. Therefore, in this article, we will fully explain how the e-HRM systems contributes to HRM effectiveness in a two major HR process:(1) employee recruitment and selection (2)Performance appraisal. In order to support the article, in the following part, we will mention some real case. The article is structured as follows: first explaining the contribution of e-HRM to the HR recruitment part, second we will focus on the performance appraisal. The article will finishes with conclusion and the discussion part.
Contribution of e-HRM to the Recruitment
Recruitment is the process of attracting the potential applicants who meet the organization requirements. The e-HRM systems can automate the recruitment process, let it more efficiency, cost and time effectiveness,
There are two type of e-recruitment system. First, the applicant tracking system which can screen out the qualified resumes based on certain predefined criteria, resulting in huge timesaving for HR. Also, under this system, the letter or e-mail can be automatically send to the unqualified applicants.[8]
The second system is (HMS) which called hiring management system. In
Introduction: In today’s, with the develop of the information technology, information systems and the internet are become more and more important and revolutionizing the Human Resource Management in the organization, increasing the efficiency of the operation and supporting the HR professionals in those HR functions. Therefore, the e-HRM systems was derived which is use of web- based technologies for human resources management practices. It is obviously that the e-HRM can benefit the organization in the HRM area. For example, it is a more efficiency way to recruiting worker, motivating employee to work so that it can achieve the company object, etc. However, there are someone still not clear or query about the advantage or importance of the e-HRM. Therefore, in this article, we will fully explain how the e-HRM systems contributes to HRM effectiveness in a two major HR process:(1) employee recruitment and selection (2)Performance appraisal. In order to support the article, in the following part, we will mention some real case. The article is structured as follows: first explaining the contribution of e-HRM to the HR recruitment part, second we will focus on the performance appraisal. The article will finishes with conclusion and the discussion part.
Contribution of e-HRM to the Recruitment
Recruitment is the process of attracting the potential applicants who meet the organization requirements. The e-HRM systems can automate the recruitment process, let it more efficiency, cost and time effectiveness,
There are two type of e-recruitment system. First, the applicant tracking system which can screen out the qualified resumes based on certain predefined criteria, resulting in huge timesaving for HR. Also, under this system, the letter or e-mail can be automatically send to the unqualified applicants.[8]
The second system is (HMS) which called hiring management system. In
References: [1] Cedar 2002 human resources self services/ portal survey, 2005 [2] Meade, J, “Where Did They Go?” HR Magazine, p81, 2000 [3]Source effect in internet- based screening procedures. International Journal of Selection and Assessment, 11,137-140 [4]Road to eHRM- Case study of the hong kong Jockey Club [5]Running business – DBS Kwong On Bank [6]” An Analysis of E-Human Resource Management Practices”, Junaid Zafar & Muhammad Shaukat & Norazuwa Mat, 2010 [7]Factors affecting the acceptance and the effectiveness of electronic human resource system, Dianna L, Stone, 2006 [8] Information system: the quiet revolution in HRM, Lori Bussler & Elaine davis