A Conceptual Study on: E- HRM and its Applications

Asian Resonance (P: ISSN No. 0976-8602 RNI No.UPENG/2012/42622 VOL.-8, ISSUE-3, July 2019 E: ISSN No. 2349-9443)

Abstract




 Amee Agrawal

 Assistant Professor, Deptt.of Commerce and Business Management, The Maharaja Sayajirao University of Baroda, Vadodara, Gujrat, India

HRM (human resource management) is especially important in a knowledge-based economy, where ideas and expertise are greatly valued, and a creative and innovative workforce is necessary to meet the challenges of this new economy.HR professionals need to turn individual talent into stronger organizations. Talent is not enough. The whole organization should be greater than the separate parts. Teams outperform individuals. Individuals are champions, but teams win championships. People matter; organizations matter more. Today, the goal is the same, but a greater utilization of technology is required to “fend off competitors, reinforce an existing competitive advantage, leapfrog competitors, or just make money in new markets” (Afuah & Tucci, 2003). Any company that isn’t constantly developing, or adapting new technology is likely to be out of business in a few years (Daft, 2001). e-HRM is an umbrella term covering the integration of HRM and IT, aimed at creating value for targeted employees and managers. E-HRM makes the HR function more strategic. HRM which is a primarily administrative HR function is likely to become more strategic with the addition of e-HRM. This paper explores the relationship between E-HRM and HRM Effectiveness along with the key issues and challenges in e-HRM research.

for full paper please visit below link : 

http://www.socialresearchfoundation.com/upoadreserchpapers/1/309/1910240805051st%20amee%20agarwal.pdf


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