e-HRM: A Strategic Reveiw

2012 ◽  
Vol 2 (3) ◽  
pp. 119 ◽  
Author(s):  
Puja Sareen ◽  
K. Venkat Subramanian
Keyword(s):  
Information Technology ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Driving Forces ◽  
Research Work ◽  
Cost Savings ◽  
Future Research ◽  
Resource Information ◽  
The Impact

Today, HR is not treated as a single function. It’s a collection of highly specialized capabilities — each with distinct objectives, tasks and needs. There is an ever-increasing pressure on Human Resource (HR) function to support strategic goals and to focus on value adding activities. Organizations have realized the growing importance of using Information Technology (IT) in leveraging their Human Resource (HR) functions. This takes the form of e-HRM (Electronic Human Resource Management). The e-HRM revolution relies on cutting-edge information technology, ranging from Internet-enabled human resources information systems (HRIS) to corporate intranets and portals. The driving forces are intensifying competition, need to manage workforce on a global level, to improve HR service delivery and to bring cost savings. e-HRM enables HR leaders to become architects in the development of competitive organizational social systems.This paper reviews the research work done in the field of e-HRM. It provides insights into a framework of e-HRM, along with benefits and limitations. It discusses the impact of e-HRM on HR professionals. It seeks to identify implications for future research in this field.Key words: Human Resource(HR), Electronic Human Resource Management (e-HRM), Human Resource Information System(HRIS), Information Technolo

scholarly journals The Impact of Human Resource Information System on Human Resource Management: A Case Study of Bank of Baroda Dharwad City

2021 ◽  
Vol 9 (VI) ◽  
pp. 5022-5028
Author(s):  
Mr. Vijay N Budihal
Keyword(s):  
Information System ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
New Thought ◽  
Human Resource Information System ◽  
Resource Information ◽  
Human Resource System ◽  
The Impact

Human Resource system isn't a brand-new thought currently. it's gained large quality among companies round the world. It plays a significant role in Human Resource management with in a bank. Human Resource management with plays a big role in managing the manpower of any banks. Ineffective Human Resource management with might cause insignificant variety of workers. Thus, HR planning permits cheap management with of human resource in a bank. the key aim of this paper is to focus the impact of Human Resource information system on Human Resource management activities. The results of paper recommend that Human resource Information system play a really important role in effectiveness of HR managementfunctions in abank.

IT Impact Analysis of Human Resource Management Model

2014 ◽  
Vol 1044-1045 ◽  
pp. 1764-1767
Author(s):  
Wei Zeng
Keyword(s):  
Information Technology ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Work Experience ◽  
Impact Analysis ◽  
Rapid Development ◽  
Management Model ◽  
The Impact

With the rapid development of modern science and technology, Information technology has been widely applied in human resource management, human resource management which also had a significant impact model. Combined with practical work experience, the first of human resources and information technology a brief introduction, and then change the information on human resources management model were brought forth, and finally the impact of information technology on human resource management brings to detail analysis, I hope this study can provide some help for the relevant personnel.

scholarly journals The Influence of Green Human Resource Management on Employee Green Behavior—A Study on the Mediating Effect of Environmental Belief and Green Organizational Identity

2021 ◽  
Vol 13 (8) ◽  
pp. 4544
Author(s):  
Jian Zhu ◽  
Weihang Tang ◽  
Hui Wang ◽  
Yuye Chen
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Identity ◽  
Positive Relationship ◽  
Mediating Effect ◽  
Future Research ◽  
Green Behavior ◽  
Green Human Resource Management ◽  
The Impact

Ecological environment issues put forward higher requirements for enterprises to assume environmental responsibilities, and stimulating employee green behavior (EGB) to practice the concept of green development is of great significance. EGB has become the focus of academic attention. EGB is divided into voluntary green behavior (VGB) and task-related green behavior (TGB). However, existing studies have not distinguished the impact mechanism of green human resource management (GHRM) on employee VGB and TGB. Based on self-determination theory and social identity theory, this study discusses how GHRM affects VGB and TGB. This study used a questionnaire survey and collected valid data of 228 employees from manufacturing enterprises in China for empirical analysis. Results show that GHRM positively affects VGB and TGB, environmental belief (EB) mediates the positive relationship between GHRM and VGB, and green organizational identity (GOI) mediates the positive relationship between GHRM and TGB. Theoretical contributions, practical implications, and future research are also discussed.

scholarly journals Application of information technologies in LR ministeries Personnel management departments

2014 ◽  
Vol 36 (4) ◽  
pp. 746-754
Author(s):  
Alvydas Baležentis ◽  
Gintarė Paražinskaitė
Keyword(s):  
Information Technology ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Personnel Management ◽  
Information Technologies ◽  
Driving Forces ◽  
New Technology ◽  
Ease Of Use ◽  
Research Application

Public welfare, power, and knowledge is determined by ability to organize society, and make benefit from new technology solutions, mainly – digital communication. Therefore, there is a demand for holistic analysis of human resource management and information technology, to know the needs of users, possibilities of information technology and results of their application. The goal of this study – to research application of information technologies in the LR Ministries‘ Personnel Management Departments. The study was conducted using methods of scientific literature analysis and experts evaluation. The study provides an overview of the evaluations of experts from thirteen LR ministries. According to the latter was discovered demand for further technologization of human resource management activities. But the quality is rather guaranteed by matching the needs, reduction of duplication of functions and activities, ease of use, and similar issues. That is mainly determined by balance of restraining and driving forces, increased number of the latter.

scholarly journals Pathology or Inconvenience? A Meta-Analysis of the Impact of Red Tape on People and Organizations

2020 ◽  
pp. 0734371X2092411
Author(s):  
Rutger Blom ◽  
Rick T. Borst ◽  
Bart Voorn
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Public Administration ◽  
Human Resource ◽  
Intervention Studies ◽  
Meta Analysis ◽  
Future Research ◽  
Red Tape ◽  
Study Context ◽  
The Impact

Red tape has been viewed as a key concept in public administration for decades and one that can significantly impact the human resource management (HRM) process. Theoretically, red tape is argued to (a) constrain organizational practices, (b) alienate employees from their organization and, ultimately, (c) lower performance. However, there is some debate about how detrimental red tape is, and empirical evidence is mixed. Using a meta-analytic approach, we aggregated findings from previous studies to test the impact of red tape and to assess sources of heterogeneity across studies. The results provide support for the constraining and alienating effects of red tape, although red tape’s impact on performance seems negligible. Furthermore, operationalizations of red tape and study context moderate some meta-analytic correlations. The lack of longitudinal and intervention studies and the use of single respondents remain the key limitations of current research, and therefore, future research is still needed.

e- Human Resource Management (e-HRM)

2018 ◽  
Vol 6 (6) ◽  
pp. 184 ◽  
Author(s):  
Raashidah Gani ◽  
Darakhshan Anjum
Keyword(s):  
Information Technology ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Research Paper ◽  
Resource Information ◽  
A Company ◽  
Policies And Practices

e- HRM is a wide term which integrates Information Technology (IT) with Human Resource Management (HRM). It mainly focuses on the goals of the managers and employees of a company. e- HRM is the process of transmission of digitalized Human Resource information. e- HRM is a technique of executing Human Resource (HR) plans, policies, and practices in an organization. In the present times, a number of organizations have replaced Human Resource Management activities with e- HRM in their business. The process of e- HRM has played an efficient role in increasing the overall Human Resource capabilities of management.  This research paper elaborates on e-HRM in detail on the following aspects: Introduction of e-HRM, Scope of e-HRM, functions of e-HRM, objectives of e- HRM, outcomes of e- HRM. This paper is an attempt to study the e-HRM and its various aspects.

Putting the “Management” Back in Human Resource Management: A Review and Agenda for Future Research

2019 ◽  
Vol 45 (6) ◽  
pp. 2387-2418 ◽  
Author(s):  
David S. Steffensen ◽  
B. Parker Ellen ◽  
Gang Wang ◽  
Gerald R. Ferris
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Boards Of Directors ◽  
Top Management Teams ◽  
Empirical Literature ◽  
Future Research ◽  
Human Resource Managers ◽  
Resource Managers ◽  
The Impact

Although much research has examined human resource management (HRM), managers’ roles in HRM seem to have been ancillary to this area of research. That is, HRM theory and research largely has advanced with a focus on policies, practices, systems, and their implementation and effectiveness, with less attention focused on the managers responsible for the design, adoption, enactment, and implementation of HRM strategy and practice. The purpose of this review is to examine extant research to determine the state of knowledge of the role of managers across organizational hierarchy in HRM. Thus, we review empirical literature for studies that include aspects of the impact lower-to-middle managers, human resource managers, top management teams, CEOs, and boards of directors have on HRM content, process, and outcomes. On the basis of the findings of this systematic, multilevel review, we discuss avenues for future research at each specific manager’s level, as well as general opportunities and challenges for research on managers’ roles in HRM across all hierarchical levels.

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