What is an Electronic HR Human Resource (e-HR)? It is a function of HR that is concerned with the use, management, and regulation of electronic information and processes within an organization.
Here is the article to explain, What is an Electronic HR Human Resource (e-HR)?
Electronic HR is different from E-HRM (Electronic Human Resource Management) and HRIS (Human Resource Information System) which are uses of technology. More specifically, E-HRM is a system that allows management and employees access to human resource-related information and services through an organization’s intranet or web-based portal. HRIS refers to enterprise resource planning software that streamlines human resource functions such as payroll.
In contrast, It is a function of human resources that requires cross-functional knowledge. And collaboration between multiple hr departments, most notably human resources and information technology. The Spoken Word does not Come Back.
e-HR stands for Electronic Human Resource. The term e-HR refers to deal Human Resource Management transactions using the internet. E-HR aims to keep information available to employees and managers at anywhere at any time. Electronic HR may include organizations HR portals and web applications, Enterprise Resource Planning, HR service centers and interactive voice response.
There are three identified levels of e-HR as publishing of information (delivered by intranet medium). Automation of transactions with the integration of workflow (intranet or extranet used). And the transformation of the hr professionals function (redirect HR function towards a strategic one).
Characterize Electronic HR (E-HR);
E-HR characterize in the field of HRM as having numerous innovations in Technology and it provides wider potential in terms of usage including employee self-service, information sharing, functions administration, and production of reports.
They make use of technology to create a real-time, information-based Self-service, interactive work environment. With e-HR, managers can access relevant information and data, conduct analyses, and decisions making, and communicate with others employees can control their personal information by updating their records when it changes and make any decision on their own without consulting with any professional help.
Efficiency and Effectiveness;
e-HR will affect both efficiency and effectiveness of the Human resources function in such a way that the efficiency of the human resource process can affect by reducing cycle time for paperwork, improvements in data accuracy, and reducing manpower requirements. Similarly, the effectiveness of the human resource process will affect by improving the capabilities of both employees and managers to make better and more accurate decisions.
e-HRM is an enterprise-wide strategy that used scalable, flexible, and integrated technology to link internal processes. And knowledge workers directly to the business objectives of the organization. About Organizational Behavior, The adoption of e-HR practices has a great impact on the strategic goals of the organization’s image, alignment, and cost reduction.
Management Aspect;
The Management aspect of E-HR involves drafting policies and controlling both the traffic and collection of electronic information. Nature and Characteristics of Management. As new technology comes out that is more portable and capable of creating and storing more information. It is the responsibility of HR to define how employees interact with the data, hr documents for electronic document management. According to a Deloitte study in August 2008, 90% of employer data electronically stores information (ESI). And 40% of executives say that data volumes are becoming unmanageable.
Unmanageable data makes locating relevant data more challenging. Which can manifest in significant losses through wasted storage space and reductions in productivity. Excessive data volumes are especially troublesome during litigation that requires electronic discovery. Their policies strive to control and organize data within an organization. To accomplish this, effective records management systems policies must create to facilitate lean data storage. Which involves maintaining pertinent information while removing data as it becomes irrelevant.
