Organisations are greatly influenced by changes taking place in internal as well as external environment. Organisations of the 21st century cannot expect to be successful without an understanding of and response to these constant, if not continuous trends and changes in who organisations employ and what these employees do require HR practices and systems that are well conceived and effectively implemented to ensure high performance and continued success.
E-HRM is the application of information technology for human resource management. The information technology helps in networking of personnel while discharging their HR activities. E-HRM can be seen as delegating HR functions to management and employees. They access these functions typically via intranet or other web-technology channels. E-HRM is supposed to attain certain objectives, such as reducing costs, speeding up processes, improving quality, and even gaining a more strategic role for HR within the organisation. E-HRM is practised to relieve HR department by making other employees capable of doing HR functions themselves. This spares time for HR department for concentrating more on strategical aspects. It also reduces the manpower in HR department. It is anticipated that, as E-HRM develops and becomes more entrenched in the business
culture, these changes will become more apparent, but they have yet to be manifested to a significant degree. But it is yet to catch up its goal.
Levels of E-HRM
E-HRM works on three levels. These are Operational, Relational and Transformational. At the operational level, with the help of E-HRM administrative functions are discharged e.g. payroll and employee personal data. Relational E-HRM is concerned with supporting business processes by means of training, recruitment, performance management and so forth. Transformational E-HRM is concerned with strategic HR activities.
Objectives of E-HRM
Nowadays organisations are quite large. These are multi -centred and complex. I such type of organisation networking through technology is of great help. E-HRM is introduced for achieving some objectives. These may be improving services to HR department. It can be done through delegation of certain HR functions to an appropriate level, geographical dispersal of HR functions across units in different areas, fewer layers of organisational levels and bureaucratisation of formal procedures. It makes the system cost effective and helps in achieving organisational goals.
Recent Trends in HRM
There are a number of critical trends affecting the employment relationship that further affect how organisations need to manage their employees. Some of these trends pertain to changes taking place in the external environment of the organisation; others pertain to some of the ways organisations are responding internally to such trends. The term ‘environment of business’ refers to the aggregate of conditions, events and influences that surround and affect it. The prevailing trends have significantly change the way HRM works. The recent trends in HRM can be identified under technological impact, economic challenges and workforce diversity.
Impact of Technology in HRM
In the present competitive world, technological breakthroughs can dramatically influence an organisation’s service markets, suppliers, distributors, competitors, customers, manufacturing processes, marketing practices and competitive position. Technological advances can open up new markets, result in a proliferation of new and improved products, change the relative cost position in an industry and render existing products and services obsolete. Technological advancements can create new competitive advantages that are more powerful than existing ones. Recent technological advances, as we all know, in computers, lasers, robots, satellite networks, fibre optics, biometrics, cloning and other related areas have paved the way for significant operational improvements in an organisation. It shows changing trends in HRM.
1. New skills required: As new technologies are developed and implemented, there is an urgent need to upgrade existing employee skills and knowledge. It requires continuous modernization and Upgradation in the skill sets of employees as well as hiring employees with required skills and qualifications. Thus, giving thrust to ongoing recruitment and training
process from HR department.