Governing the Commons

Information technology is changing the way HR departments handle record keeping and information sharing. It decreases the paperwork substantially and allows easy access to voluminous data. The processing and transmission of digitalized HR information is called Electronic Human Resource Management (E-HRM). E-HRM is the relatively new term for this IT supported HRM, especially through the use of web technology. E-HRM technology is a way of aligning and coping up with organization HR strategies, policies and practices. The main objective of the study is to measure the effectiveness of E-HRM for Sustainable Development of the organization in this fast competitive world. This study further shows that E-HRM aims at transforming the HR functions into paperless, more flexible and resource efficient and also helps the organization to improve employee competences, which resulted in cost reduction and reduction of the administrative burden as well.

https://www.allresearchjournal.com/archives/2015/vol1issue12/PartI/1-12-77.pdf

Role of E- HRM in Organizational Effectiveness and Sustainability

Nowadays, technology has a huge impact on helping human working activities. E-HRM practices such as e-recruiting, e-learning, workforce planning, e-income tax, e-salary, mobile absent, etc, can be seen as activities that help the organization to meet their objectives. This study will explain factors HRM effectiveness through UTAUT analysis of E-HRM in the organization. Using a quantitative method, we collect data with a questionnaire at eight companies in Indonesia, Structural Equations Modelling (SEM) being used in this research. We assume that E-HRM will help the organization by increasing its effectiveness.

E-hrm: pain or gain for hrm effectiveness

E-HRM is the relatively new term for this IT supported HRM, especially through the use of web technology. E-HRM technology is a way of aligning and coping up with organization HR strategies, policies and practices.  The e-HRM technology supports the HR function through web-technology based channels. The main objective of the study is focus on attitude of employees towards using E-HRM and to identify the challenges for the implementation. The challenges ,advantage, goal and satisfaction of employees with E-HRM,We conclude that the goals of e-HRM are mainly to improve HR’s administrative efficiency and to achieve cost reduction. Most of employees attitude towards e-HRM were satisfied .Finally, e-HRM hardly helped to improve employee competences, but resulted in cost reduction and a reduction of the administrative burden.

The role of e-hrm in increasing positive work attitudes among it employees: with special reference to pune city

SUMMARY In this moment in the world there are several scientific works concerning the globalization of society and the future of the people, living on Earth [0-3]. To outlining a new vision for the socio-economic growth in 21th century great importance have formulated fundamental regularities of the dy-namics of the self-destruction of the modern world, considered in the book of Arkadiy Fedotov "Globalistic – beginning science about recent world", Mos-cow, 2002 [1]. According to the said author in the modern level of development of the science, it appears possible that the dynamics of the world to be expressed with the help of mathematical formulas to predict his immediate future. The authors of the article have developed a Fedotov’s model in reliability - risk aspect.

Reliability of technical-economic and social systems of the society against the background of world disharmony

The use of technology in HR (e-HRM) is well established for the purposes of improving HR operational processes and allowing distributed access to employees and managers. The objective of this paper is to identify the challenges associated with the implementation and some recommendations for enhancing the effectiveness of e-HRM systems in IT organizations. The paper presents a broad framework of an approach to incorporate aspects pertaining to the possibility for introducing e-technology to the HR systems and usage of e-technology for HR functions in IT organizations.

E-hrm in software organizations

In organizational studies, resource management is the efficient and effective deployment of an organization’s resources when they are needed. Such resources may include financial resources, inventory, human skills, production resources, or information technology. As is the case with the larger discipline of project management, there are resource management software tools available that automate and assist the process of resource allocation to projects and portfolio resource transparency including supply and demand of resources. The goal of these tools typically is to ensure that: (i) there are employees within our organization with required specific skill set and desired profile required for a project, (ii) decide the number and skill sets of new employees to hire, and (iii) allocate the workforce to various projects.

V. Antony

Papers

E-hrm in software organizations

A study on resource management, economic approach, leadership quality in variouse organisation in the world