eHRM

India is on the verge of an Internet boom with a projected user base of 330 million to 370 million by 2015, which will be the second largest in the world, and the largest in terms of incremental growth (McKinsey & Company, 2012). The Internet has changed the way we consume products and our means of satisfying our demands for our comfort. The new buzz of online shopping is witnessing lot of changes and gaining people trust day by day. The major advantage that India enjoys is a significantly skewed online population of which 75% is younger and below 35 years of age as compared to any BRIC countries. The online retail market is less developed and requires deeper penetration and consumer engagement strategies . This research paper is an attempt to examine the online shopping habits of consumers in India as it is evident that the shopping industry has been revolutionized with the advent of e commerce.

Associated with the emergence of internet-based human resource management technology is rhetoric predicting that such technological advances (electronic human resource management technology or e-HRM) will make HRM in organizations more strategic. Yet such a prediction is contested in the literature on the role of technology in organizations. Using a large survey dataset consisting of 5,665 companies that are located in 32 different countries, we use non-recursive simultaneous equation models with instrumental variables to empirically evaluate competing theoretical perspectives in this literature. We find and show that strategic HR involvement and greater e-HRM capability are both directly and reciprocally related supporting both theoretical perspectives but also showing each is not mutually exclusive. We discuss the implication of these results for human resource management theory, practice and future research.

Abstract:     
Electronic Human Resource Management has brought about a paradigm shift in the way operational, relational and transformational functions of HRM are performed. Most of the companies across the globe have digitized their HR practices of recruitment, selection, training, performance management, compensation management, leave and attendance management, time management and other operative and strategic functions either through adoption of integrated software applications like SAP or Oracle People soft, or through adoption of standalone applications like Applicant Tracking System, Recrumax, Learning Management System, Payroll, Performance Management Suite and so on. Through this study an effort was made to analyze the effectiveness of e-HRM in auto-component industry from multi- dimensional perspective. e-recruitment, e-selection, e-learning, e-performance management and e-compensation management are the five core dimensions of e-HRM considered for the study. A research premise was developed and tested based on the opinion survey of around 110 HR practitioners at Senior and middle levels of management from 44 select auto-component firms. The findings explicate that technology integration with HR practices in auto-component industry is yielding significant benefits to the firms in the form of reduced cost per hire, increased applicant volume, and enhanced quality, simplified processes, reduced cycle-time of HR and many others which are discussed in detail in this paper.

Number of Pages in PDF File: 29

Keywords: e-HRM, Technology integration, multi-dimensions of e-HRM, Efficiency gains.

Background: Compared with the eHealth literature as a whole, there has been relatively little published research on the use and impact of information and communication technologies (ICTs) designed to support business functions within health organizations. Human resource information systems (HRISs) have the potential to improve organizational efficiency and effectiveness by facilitating workforce planning, financial and operational administration, staff training, and management analytics. However, the evidence base regarding HRIS in health care is widely distributed across disciplinary boundaries and previous reviews have been somewhat limited in scope. This rigorous systematic review will identify, appraise, and synthesize existing international research on the implementation and impacts of HRIS in health organizations, to provide insights and recommendations that may guide future purchasers, commissioners, implementers, evaluators, and users of such systems. Objective: The objectives of this review are threefold: (1) to determine the prevalence and scope of existing research and evaluation pertaining to HRIS in health organizations; (2) to analyze, classify, and synthesize existing evidence on the processes and impacts of HRIS development, implementation, and adoption; and (3) to generate recommendations for HRIS research, practice, and policy, with reference to the needs of different stakeholders and communities of practice. A high-level scoping review was first undertaken to inform a draft search strategy, which was refined through several cycles of piloting and iteration to optimize its sensitivity and specificity. This was used by the first author, with the help of a medical librarian, to search international electronic databases indexing medical, business, ICT, and multi-disciplinary research. Sources of gray literature and reference lists of included studies were also searched. There were no restrictions on language or publication year. Two reviewers are now screening and coding titles and abstracts for potentially eligible studies, for which full text articles will be retrieved. Reasons for exclusion will be noted for the remaining articles. A structured form will be used to summarize and classify the articles. Any disagreements between reviewers will be resolved through consensus or arbitration by a third reviewer. A PRISMA flow diagram will illustrate the study selection process and ensure transparency of the review. Finally, content experts will be consulted to ensure that important articles have not been missed. The initial searches have now been completed and the results are being analyzed. The review is expected to be completed and published by the end of 2015. Conclusions: By synthesizing the existing evidence base, identifying areas in which knowledge is currently lacking, and generating recommendations for research and practice, this review will be a useful resource for decision makers and managers considering or implementing HRIS, as well as encouraging new research in this area.

Competition in the business environment is becoming rigorous over the years. As a result, concern over gaining and retention of the competitive position within the market place become the major concern by the organizations. In order to achieve this objective, employee performance is vital for any organization and ultimately it will generate core competencies within the organization which are hard to imitate by the rival in short term. This study primarily intends to study the effect of electronic human resource management on employee job performance in special reference with Multi National Entities in Colombo District, Sri Lanka. The research is carried out as an exploratory cross sectional study and self-completion questionnaire is administrated to gather relevant data from the participants. Size of the sample is 152 and the simple random sampling method was employed to create the sample from the population. Factor analysis, frequency distribution analysis, correlation analysis and regression analysis were employed to achieve the objectives of the study. Through this study it was found that, electronic human resource management plays a vital role to influence the job performance of the employees in multinational entities. Moreover, it was found that there is a positive relationship between the electronic human resource management with employee job performance. As a conclusion, in order to be competitive within the market place and to achieve organizational productivity it is recommended that organization must have a sound electronic human resource management practices and also it will permit to attract best breed towards the particular employer.

Background: Compared with the eHealth literature as a whole, there has been relatively little published research on the use and impact of information and communication technologies (ICTs) designed to support business functions within health organizations. Human resource information systems (HRISs) have the potential to improve organizational efficiency and effectiveness by facilitating workforce planning, financial and operational administration, staff training, and management analytics. However, the evidence base regarding HRIS in health care is widely distributed across disciplinary boundaries and previous reviews have been somewhat limited in scope. This rigorous systematic review will identify, appraise, and synthesize existing international research on the implementation and impacts of HRIS in health organizations, to provide insights and recommendations that may guide future purchasers, commissioners, implementers, evaluators, and users of such systems. Objective: The objectives of this review are threefold: (1) to determine the prevalence and scope of existing research and evaluation pertaining to HRIS in health organizations; (2) to analyze, classify, and synthesize existing evidence on the processes and impacts of HRIS development, implementation, and adoption; and (3) to generate recommendations for HRIS research, practice, and policy, with reference to the needs of different stakeholders and communities of practice. A high-level scoping review was first undertaken to inform a draft search strategy, which was refined through several cycles of piloting and iteration to optimize its sensitivity and specificity. This was used by the first author, with the help of a medical librarian, to search international electronic databases indexing medical, business, ICT, and multi-disciplinary research. Sources of gray literature and reference lists of included studies were also searched. There were no restrictions on language or publication year. Two reviewers are now screening and coding titles and abstracts for potentially eligible studies, for which full text articles will be retrieved. Reasons for exclusion will be noted for the remaining articles. A structured form will be used to summarize and classify the articles. Any disagreements between reviewers will be resolved through consensus or arbitration by a third reviewer. A PRISMA flow diagram will illustrate the study selection process and ensure transparency of the review. Finally, content experts will be consulted to ensure that important articles have not been missed. The initial searches have now been completed and the results are being analyzed. The review is expected to be completed and published by the end of 2015. Conclusions: By synthesizing the existing evidence base, identifying areas in which knowledge is currently lacking, and generating recommendations for research and practice, this review will be a useful resource for decision makers and managers considering or implementing HRIS, as well as encouraging new research in this area.

The evolution of Industry 4.0 has called for digital transformation in all the organizations. This has pushed the organizations to change rapidly to adapt to the situation. At this point of time digital natives have entered employment. For digital natives who have grown with technology, adapting and utilizing technology is a trait they are born with. Agility is required for organizations to quickly respond to the changes. With this combination, implementation of Industry 4.0 and digital transformation becomes comparatively easier.