Web Based HR Systems

Dr. Mohammed Abou El Nasser

Individual Assignment 2
Lecture 4 - 28 / 11 / 2015
Represented by: Nada Samir Omar

Effect of E-HR and human factor in business

As information technology emerges as a key delivery vehicle for HR services, it becomes increasingly
important for HR professionals to demonstrate technology expertise. HR professionals need to be able to use
HR technology and web-based channels to deliver serve ices to employees. They must be proficient with HR
information systems (HRIS) and must be able to teach others how to use such systems, where technology
expertise also is important for enabling HR professionals to manage technology vendors and ensure seamless
delivery of excellent services. Whether supporting internal technology systems, or dealing with technology
provides who provide the service externally, excelling in technology applications is emerging as a vital
competency area for HR professionals.
E-HRM as the application of information technology for networking and supporting at least two
individual or collective actors in their shared performing of HRM activities. The introduction of E-HRM is
expected to facilitate a more efficient and strategic way of working for HR professionals, for the reason that
electronic human resource management (E-HRM) provides human resource (HR) functions with the
opportunity to create new avenues for contributing to organizational success. Operational E-HRM is related
with administrative functions-payroll and employee personal data for instance. Operational type of HRM
provides the choice between asking employees to keep their own personal data up to date through an HR
website or to have an administrative force in place to do this. Relational E-HRM is related with supporting
business processes by ways of training, recruitment, performance management and so forth. As to relational
HRM, there is the choice between supporting recruitment and selection through a web-based application or
using a paper-based approach (through advertisements, paper- based application forms and letters.
Transformational E-HRM is related with strategic HR activities known as knowledge management, strategic
re-orientation. As to transformational HRM, it is possible to create a change-ready workforce through an
integrated set of web-based tools that enables the workforce to develop in line with the companys strategic
choices or to have paper-based materials.
Advantages of E-HRM lies into improved quality services and efficient services at the amazing speed.
Since HRM can focus there attention on soul objectives and others critical aspects of organization. As a results,
it deliver improved services to employees and customers at a faster pace.Good for routine task like record
keeping, maintaining portfolio, collection and store of relevant information regarding work force. Since it helps
in the reductions of cost, time and labor. Improves accuracy and reduces human bias. Prompt insight into
reporting and analysis. A more dynamic workflow in the business process, productivity and employee
satisfaction. Everything is standardized and automated so that everyone can be benefited. E-HRM facilitate
globalization. As organizations operates in dynamic environment, the growth in organizational structure makes
it difficult to handle bundles of employee data from multiple locations. Thus , E-HRM act as a means to dealt
with such environment fairly, quickly and continually. Crucial functions of HRM such as recruitment, selection,
training, and development could be carried out using web-based technologies. E-HRM plays decisive steps
towards a paperless office. However there are still limitations as Sometimes E-HRM could turn out to be costly
because it has to be abreast with changes and moreover organization should properly trained people handling
these software. Guaranteeing the security and confidentiality of input data is always an important issue in EHRM. It can alienate staff members that need personal support. Reduces the needs of managers to interact with
staff (i.e. less face-time and increased risk of losing touch with staff.)

References:
- http://cougarcommunications.wikispaces.com/file/view/The+Impact+of+E-HR+on+the+Human+Resource+Management+Function.pdf
- http://digitalcommons.ilr.cornell.edu/cgi/viewcontent.cgi?article=1402&context=cahrswp
-http://ijbssnet.com/journals/Vol_5_No_2_February_2014/17.pdf
- http://www.ekonomie-management.cz/download/1331826738_3ec7/04_alwis.pdf
https://www.google.com.eg/url?sa=t&rct=j&q=&esrc=s&source=web&cd=5&cad=rja&uact=8&ved=0ahUKEwjy_PeQi8PJAhWD2xoKHXPd
BX0QFgg_MAQ&url=http%3A%2F%2Fwww.scirp.org%2Fjournal%2FPaperDownload.aspx%3FpaperID%3D55377&usg=AFQjCNFsVzegX
do_twxdLPwlUFzo1DE-gg&bvm=bv.108538919,d.d2