Friday, March 29, 2019

Strength And Weaknesses Of Electronic Human Resource Commerce Essay

loudness And Weaknesses Of electronic homo election Commerce EssayIn our report discusses more or less strength and weaknesses of electronic adult male option and discusses some proximo implications. E-HRs softw argon lowlife helps to supply a high degree of standardization platform for smooth running(a) in an presidency. It lay offs the control and efficiency as required by HR. An sign frame conk out and the review analyzes by HR professionals deep down the fundamental law, that brings in a debatement entropy outline (MIS), based on new lucre technology. This brass tout ensembleows the employees to be more(prenominal) than efficiently in their administration (in theory) through and through an im in the flesh(predicate) clay to bring into conformity with rules for payroll, attendance and punctuality. Hence, e-HR package that, drug user interface with in salary decisions and others linked to merciful beingkind resource issue. The e-HR dusts are cons equence practises which would helps to sicken the over term of benevolent choice Management. It has achieved data from an administrative function, which responsible from payroll to help in strategic decision reservation that outhouse add value to an disposal. Companies concord now veritableized. The voice e-HR has unquestioncap up to(p) as grow of organization the primarily administrative becomes byplay partner. At same time e-HR put up the affair possess such(prenominal) as stable, reliable which put one overs high recognition within the organization.INTRODUCTION pitying alternative Information System (HRIS) base in ally is a clement resource database system that allows you to keep track of all kind of Human resource training within the organization and its human capital.HRIS whitethorn or may not be part of an ERP capital punishment. Not all companies coffin nail afford an ERP, in that locationfrom some organization, especially those smooth organization , may own a potent HRIS system, but not ERP. Human imagery Information System without ERP may not be comprehensive overflowing. For some instances, human Resource system may only able to handles one or two basic functions, causa such as benefits corresponding administration or payroll, because we do not consider it as a comprehensive HRIS. (Bondarouk Ruel, 2009) delinquent to market increment, the manager roles has changed in recent years, and partly in any case callable to new technologies being used by the organization that they are works in. As a result, organization asks to examine their own organisational Human Resource role. (Alleyne et al, 2007)In at once global markets, organizations and companies recognize that in order to compete, they need to reply on the bore and effectiveness of the employees within their organization to succeed. Human Resource managers today need a field class Human Resource management system to help them in unremarkable strategic and ope rational decision.Over the last decades, with the fast advance of the technologies in Intranet and network, Human Resource tools distinguishn as electronic Human Resource management (HRM) emerged. (Hooi, 2009)Recent Development in E HR or HRISBack in the old 1990s client/ waiter systems are the most ideal con somauration for most companies. But in recent years, companies are beginning the tasks of trying to migrate, their old legacy systems to more advance structure packages. And they are usually what we know today as Human Resource Information System (HRIS), which is part of the try Resource Planning (ERP). ERP are able to offer companies the advantage in stipulation of functionality, storage capacity, motion and an opportunity to reengineer their HR processes.Due to the fast fast growth in the development of technologies and changes in the fundamental of business, the Human Resource Department today piece of assnot operate like the old days. It is not enough to lay down a group of great deal who only need to know all about the benefits plans, salary program, and career opportunity within the organization. The beseech for skilled workers, especially knowledge workers, also helps to accelerate the need for HRIS to assistant in strategic role of HR. (Stone et el, 2006)DEFINITIONE HRM According to a group of Researcher from Singapore Ministry of Manpower, Human Capital Development Division, E-HRM are known as a usage of electronic media and allow the confederation of employees with technology to helps to save cost or degrade administration costs, and reform the communication of their employee with quicker access to work related information, and reduce the time needed in processing. (Hooi, 2009)Electronic Human Resource (EHR) it notes to conducting business exploit in human resource related using the Internet. (LengnickHall Moritz 2003) Usually refer usually to Employee Management System that is normally refers to browser based Human Resource w eb portal. Unlike HRIS, E-HR or Employee Management System mint usually handles limited functions or benefits, such as payroll and come forth application. The growth of E-HR was due to the quick development of Internet technologies in the 1990s. With blockage and click ease of use, E- HR are usually in truth user friendly and escaped to use. Widely used by companys especially small and medium enterprise, who cant afford a comprehensive Human Resource System such as HRIS.Human Resource Management (HRM) it refers to a form of support function that services its own internal customers, example employee. (Alleyne et al, 2007)Critical Analysis of Electronic Human Resources (e-HR)In recent years, with the promotional material or growth of intranet and Internet, enable a series of new human resource (HR) technology to emerge, with the aim to assist human resources routine administrative functions. With these e-HRM functions, HR service is expected to improve by both the management and employees. (Hooi, 2009)As more and more Human Resource Departments moving toward Internet or Web-based Technology, we need to evaluate and make comparison between the Online Human Resource Management and Traditional Human Resource Management System. (Payne et al, 2009)Strength of E-HRThe major functional roles of E-HR are to support Human Resource processes such as are recruiting, training and performance management. (Stone el, 2006)Modern HR system or e-HR, which we commonly know today, allows their employees to control, accessing and updating their very own personal profile information or records. Allowing managers to make decision using the information and data, which they can access, to make analyses and decision without the need to go through Human Resource department. (Panayotopoulo et al, 2007)E-HR can bring impact and benefits on each realm of HRM. The six key HR process that benefit from the effects of technology are (Panayotopoulo et al, 2007)PlanningRecruitmentEvaluati on (Employee performance appraisal) conversation recognize (Reward Employee)Development and training (Career management)The growing trend in E-HR allows the development of tools such asEmployee Self- Service (ESS)Employee Self Service or ESS gives the employee of the organization the aptitude to access, principal(prenominal)taining his or her own personal HR Information online. The employee self-service (ESS) has the capabilities to allow and enable the end user employees of the organization, to create, view, and modify data anytime and anywhere all by themselves, using multiple technologies.Managerial Self-Service (MSS)Enable the managers of the organization to access a variety of HR-related tools and HR-related information online. Most managers can fire HR-related tasks via MSS applications example like payroll, daily administration, work jury compensation, staff performance appraisal management system, hiring, and employee job related training and career development.Overall, t he main strength that an Electronic Human Resource System allowsHelps employees to improve or maintain their job performanceSet proper standards for Human Resources work processGive recognition to job related accomplishmentsEnhance Communication and working relationship between employee and departmentsIdentify the performance of individual employee sketch the responsibility of employee and supervisory.(Payne et el, 2009)Developing human resourcesWith the help of Internet and intranet in development and training, Human Resource Professional with the assistance of E-HR or HRIS, are able to play a frequently more active roles in human resource development. The return that comes along, are immeasurable, in term cost and benefits. Web-based application or software, usually part of the E-HR or HRIS, is often used today for in house assessment, job training and career management. For the less paperwork and more benefit including getting more information on training, and assessment it prov ide e-mail and electronic forms of intranet or the restricted web site.Changes in the role of the HR functionThe adoption of e-HR has help to support in the daily Human Resources functions. It helps to make daily Human Resource administrative tasks a great deal easier and more productive. Apart from the daily administrative processes, E-HR or HRIS are able to assist redbrick day Human Resource professional in other daily Human Resources work processes or tasks such as communication with employees within the organization, and career planning. With the implementation of e-HR, organization will be expecting a great improvement of the daily human resource activities with the back up and assistance of the e-HR. As the result, e-HR not only supports the traditional Human Resource role but also the helps the organizations in the planning of its strategic objectives. However, on the real, Return on investment (ROI) or benefits for investing on the Electronic Human Resource, it still has a long way to go before, we can see any actual results and benefits of e-HR adoption, especially, in term of the Human Resources development, the real benefits will be tangible The benefits as show in figWeaknesses of E HRLimited usefulnessThese usually apply to companies that are very small in scale and do not have a lot of headcount within their organizationSecurity ConcernsSince every transaction is difference to goes online, there will be security apprehension like unauthorized access, and virus.Inconsistency with practices used.The application or the design of the software does not fit into organization structure.Practical problemsCompanies might not have the necessary dear infrastructure to support the application. And sometimes it is much easier and economical to do the manual way if the company or organization got very low number of headcount.Social InteractionDue to the reason that all the transaction goes online, they decrease the take on of social interaction. (Stone El, 2006)The pitfalls of moving to E HR are it is not always easy. The HR technology that does the processes, and the capability of the employee going to work on the system. And organization should not pay too much attention on technology, but instead focus how to prepare the employee for it. And of course, how can it very fit into the business. (Pollitt 2006)Example of companies implementing E HRPhilipsE-HRM offers Philips a chance to make their HR specialists to concentrate on the strategic aspect of their daily jobs. Senior Human Resource strengthen their claim for implementing E-HR, by declaring that their people are their most important asset.The employee at Philip also responds positively to e-HRM, which is easy to use and backed up by good IT support. (Phillips, 2008)KPNThe new Human Resource system helps the organization to monitor various Human Resource program such as absence management, as well as training and development. The new system allows the manager to review the skills and competencies of their employee. (Pollitt 2006)OverviewNowadays, organization supplement on the capability of existing technology to run HR trading operations more efficiently. For more efficiently work we need to combined in concert in one hand for this gather the information and communication technology. The rapid fast development in the technology of the electronic HR systems, allows the modern Human Resources professional to work in a far more efficient and strategic roles.Is e-hr becoming more strategic?Most of us, I believe will be convinced that using E-HR will significantly help the company to improve the delivery of the HR services to the organization. higher(prenominal) efficiencies, and higher customer satisfaction, no doubt will help to lower costs, due to redesigned processes and eliminate manual work process.Definitely e-hr has the potential to be able contribute towards HR becoming more strategic. But for E-HR to be able to play a more strategic role, th ere must(prenominal) be a strong business case. Emerging strategic e-HRM seek tend to fit and focus on business strategy. (Marler, 2009)A business case can be mystifying. For the case of web-based or E-HR business can be used to address all types of questions, for exampleDo we really need a Web-Based solution?Do we need to implement employee or manager self services?Can we use our existing intranet for HR transaction?Are we going to use the existing legacy human resource system as the underlying database for web solution, or an Enterprise Resource Planning (ERP) System?Can we plan and implement a shared services group as part of the Web first step?Should we go for one-vendor HR portal strategy, or should we go with a best-of-breed move up?A business case must always, built around objectives like type of business, financial, functional, operational, or some combination. Meaning we need to provide the business management with cost benefit and return on investment data in hard econ omic terms.How can E-HR help the organization in strategic role? To business, the core objective is to make more money. The partake and questions ask by management is how E-HR can help the business to reduce expenses or increase in their revenue strategically? (Marler, 2009)Questions on the discernment of the management like, what can we gain fromProductivity savingsImprove quality and reduced reworkSourcing SavingMake services more tattily and higher qualityInformation System SavingReduce the living of existing systemsOther Saving.Save the cost of material like paper, data processor printout.But the most important aspect and core functions of E-HR strategic benefits can bring to an organization areRecruitment What talent do we need?Sourcing and attracting Who is the right talent? Where is the right talent? How to attract the talent to joins us. sound judgment and evaluation Identify, evaluate and select the right people we want.Hire What is the right offer that we can offe r attracts the candidate to join the organization?Deployment bm people into the right position in the organization that can use their talent.Retention- how can we keep the talent invested, and engaged in the organization?In todays globalization competition, the strong demand for skilled workers, especially knowledge workers, also helps to accelerate the need for HRIS to assist in strategic role of HR. (Stone et al 2006)ConclusionThe HR plays a very important role in any Origination, as well as HR builds a dyad between top management and employers. Nowadays there is a monolithic competitive market for any organization. So they want to expand their organization up to certain level to meet their requirements. Once the organization grows the work load for HR will increase and they will be unable to manage all the work manually. So for avoiding this kind of situation in the organization they need an integrated system in their company. That time e-HR comes in the picture, which suit s their needs, such asEmployee Self- Service (ESS)Managerial Self-Service (MSS)Management Information system (MIS)Developing human resourcesChanges in the role of the HR functionThe future of E-HR will become more sophisticated, and more individualized tools for both managers and employees. amend decision making tools will benefit both the organizations and employee. (LengnickHall Moritz 2003)After implementation e-HR in any organization, company can easily save there cost. Because e-HR use enterprise and Internet, efficiently connect people such a way if gives all information they need. It also manages relationship, streamlines processes and improves the se of information to make strategic and operational decisions. E-HR or HRIS is all about connecting people customers, suppliers, employees with information. Its about making organizations more efficient and more profitableWord add up 2550

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