Electronic HRM in Theory and Practice

Question: Discuss about the Electronic HRM in Theory and Practice. Answer: Introduction: Recently, companies around the world have recognized the evolving significance of applying Information Technology (IT) in enhancing Human Resource (HR) roles. This aspect according to Bondarouk, Rue?L, Looise, (2011) assumes the scheme of Electronic Human Resource Management (e-HRM) which depends entirely on IT systems, such as Internet-enabled Human Resources Information Systems (HRIS), company portals, and internal intranets. Human Resource is no longer taken as a solitary business function. As Torres-Coronas, Arias-Oliva, (2005) support, it is an assortment of exceptionally specialized proficiencies - each one with diverse purposes, responsibilities, and requirements. The immense implementation of IT systems has enabled human resource practitioners to carry out their activities with ease. This essay will explain in detail three of these HRM activities, and the role played by information systems within each them. Role of information technology in the Recruiting, Screening, and Selection Procedures for Occupation Applicants Screening and selection of job candidates form an integral fragment of the primary HR functions. Recently, there has an augmented interested in the employment of informational technologies in this human resource practice. For instance, Nike Inc. applies Interactive Voice Response (IVR) technological tool to pre-interview occupation candidates over the telephone handset, and then after, conduct computer-facilitated interviews, followed by face-to-face discussions with the applicants selected in the first stage. In addition, other companies based in the US such as US Department of Defense and Home Depot employ a broad array of technologies such as phones, Computer Adaptive Testing (CAT) and IVR to select suitable candidates for their job positions. These organizations also use commercial applications planned to aid in screening keywords in curriculum vitae (CVs) submitted by the potential employees (Noe, 2006, p. 123-423). Human resource managers are now realizing the benefits they anticipated when purchasing these technologies because they have provided solutions to some of the HR problems. Globalization in the labor market and the economy has been reported to have increased, and organizations all over the world are looking for the best and most suitable employees, irrespective of their geographical locations. Searching for the exceptionally qualified staff members in the international labor market is now neither risky nor costly. As Cook, (2009) points out the application of IT in selecting and screening job applicants has not only reduced the recruitment expenses, but it has also aided in expanding the applicant pools. Besides, increased employment of IT in this process has diminished adverse influences for protected groups. Traditionally, there existed rater biases which could discriminate applicants based on their personal attributes such sex, age, weight, and race but with the increased use of technology such cases are unheard of. Human raters were also vulnerable to decision-making errors. By way of eliminating or decreasing the human element from the employees recruitment process, and bringing on board a standardized, independent, technology solution, human resource decisions on screening and selection procedures for job candidates are now more reliable and impartial (Martin Whiting, 2013). The use of information technology in training and development human resources Since 1980s, companies all over the world have been increasingly using technology-based techniques to train and develop their employees. Technology supported learning commonly referred to as E-learning can be a useful knowledge enhancement tool especially if its content is designed in line with instructional design principles. Moreover, online training is not constrained to a definite locality or time, and as such staff members can fill training materials anywhere and at any time provided they have the Internet connection. Many online human resource training platforms require them to register first, and they have the ability to monitor their individual performances by use of learning management software. Increasingly, majority of the USA companies are leveraging technology facilitated instructional methods such as automated learning via web-based training as well as mobile handset gadgets such as I-pads (Pynes Lombardi, 2011). Analyses of organization training approaches point out that even though nearly all corporations utilize face-to-face seminar room coaching, technology grounded training methods are acquiring popularity. Web-supported employee tutoring is carried out through the Internet or via an in-house organizational intranet.Web-enabled courses assist businesses in modifying trainings to suit individual desires and partialities, and offer the capability to measure or quantify performance.Computer-generated veracity provides effective training which mimics member occupation responsibilities thus augmenting their job knowledge and skills (Greenberger, Heneman, 2002). Use of IT in performance review and appraisal Information technology systems such as Workforce Performance Management Systems (WPMS) and Talent Management Software (TMS) assist in measuring and managing performance of employees. These platforms help HRM in automating their work procedures and in the process aid in saving time and costs. Swan Wilson, (2007) adds to this concept by arguing that application of WPMS and TMS not only help to reduce expenditures but they also minimize efforts required as well as paperwork. As a result, more than 30 percent of organizations in the US are already utilizing or planning to purchase software to manage their employees performances. WPMS and TMS enable human resource managers to record all information about an individuals performance, pre-set targets and the actual results, succession planning, remuneration, and other concomitant HR schemes. Various forms for example appraisal forms are filled online and submitted to the relevant departments for further decision-making procedures. The data is scientifically stowed in metrics where the present worker productivity can be easily matched with the pre-determined objectives and standards. Such IT systems correspondingly assist in analyzing the training requirements of staff members since they analytically screen their advancement and evaluate their performances in different dimensions. Conclusion Companies should look for techniques to manage their in-house processes effectively while at the same time conserving the veracity of every practice. In human resource, for instance, there are so many dealings impacting on individuals including the benefits which accrue to them and the manner in which they are treated. Following human resource goings-on via HR information systems is an efficient business practice which results in various benefits as depicted in different sections of this paper. It is evident that IT systems in HR help in solving various problems while at the same time assisting in accomplishing its primary goal of existence that is increasing profitability margin. References Bondarouk, T., Rue?L, H., Looise, J. C. (2011).Electronic HRM in Theory And Practice. Bingley, Emerald Group Pub. Cook, M. (2009).Personnel Selection. Hoboken, N.J., Wiley. Greenberger, D. B., Heneman, R. L. (2002).Human Resource Management In Virtual Organizations. Greenwich, Conn, Iap, Information Age Publ. Martin, M., Whiting, F. (2013).Human Resource Practice. London, Chartered Institute Of Personnel And Development. Noe, R. A. (2006).Fundamentals Of Human Resource Management. Whitby, Ont, Mcgraw-Hill Ryerson. Pynes, J., Lombardi, D. N. (2011).Human Resources Management for Health Care Organizations: A Strategic Approach. San Francisco, Jossey-Bass. Swan, W. S., Wilson, L. E. (2007).Ready-To-Use Performance Appraisals: Downloadable, Customizable Tools For Better, Faster Reviews!Hoboken, N.J., John Wiley. Http://Www.Books24x7.Com/Marc.Asp?Bookid=16793. Torres-Coronas, T., Arias-Oliva, M. (2005).E-Human Resources Management: Managing Knowledge People. Hershey, Penns, Idea Group Pub.