Chapter 29

e-HR

Human Resource Management, 5E

Learning Objectives
Nature of e-HRM Different dimensions of e-HR

Human Resource Management, 5E

Implication of e-HRM
HRM Practices
Analysis and designs of work

Implication of e-HRM
Employees in geographically dispersed locations can work together in virtual teams using video, email and the internet.

Recruiting

Post job openings online, candidates can apply for jobs online.
Online simulations, including tests, videos and email, can measure candidates abilities to deal with real-life business challenges. Online learning can bring training to employees anywhere, anytime. Employees can review salary and bonus details and seek information about and enrol in benefits plans.

Selection

Training

Compensation and benefits

Source: Raymond Noe, et al., op. cit., p.52

Human Resource Management, 5E

Cautions in e-Recruiting
E-recruiting needs to be aligned with organisations strategic goals. For example, if an firm has an innovation strategy that focuses on developing new information technologies, e-recruiting shall identify individuals with skills that can help meet these goals. Organisations that have reputation can benefit from e-recruiting. Firms need to use e-recruiting as one of the sources but not the only source of attracting talents. May attract frequent job hoppers. The websites should be designed for easy use, simply to navigate and attract candidates rather than simply screening them. Organisations should develop online screening systems based on job analysis and ensure that inferences made from the systems are reliable and valid. The system should give adequate information about the company and the positions to the candidates.

Human Resource Management, 5E

Cautions in e-Recruiting
Organisations should use websites to promote values that will be attractive to most employees rather than just select those that fit with traditional culture. E-recruiting should not be used as far but should be measured in terms of successful placements made. Collect feedback from job applicants on the direct and indirect messages conveyed by the website regarding the climate of the organisation. Companies should use appropriate languages in the website for people with diverse background can use the website. They system should be simple and should not cause anxiety in the minds of job applicants while navigating the site. Should meet all legal requirements and without any bias based on caste or religion. Should attract disadvantaged sections of the society. Protect the privacy of individual. The web should have limited access to data and the data collected are relevant to the job.
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Employment Process Flowchart

Candidate (C) visits company website and enters a resume. C reads instructions, takes first computerised batter of tests. TA gives C feedback form with FAIL disqualified results. Hiring Manager conducts interview.

PASS C takes second computerised battery of test (if any). PASS FAIL Recruiter informs C that C did not qualify.

Recruiter (R) screens resumes for potential job fit.

PASS TA gives C feedback form with qualified results, next step. R receives result by emails, calls C for follow up interview. PASS Test Administrator (TA) greets candidates, connects to website for testing.

R emails/calls candidates and schedules onsite testing. R alerts test administrator.

FAIL

Recruiter informs C that C did not qualify

Recruiter extends job offer to candidate.

R schedule interview by Hiring Manager

Human Resource Management, 5E

Merits and Demerits of e-Learning

Advantages
It is self-paced. Trainees can proceed on their own time. It is interactive, tapping multiple trainee senses Allows for consistency in the delivery of training Enables scoring of services/ assessments and the appropriate feedback Incorporates built-in guidance and help for trainees to use when needed It is relatively easy for trainers to update content Can be used to enhance instructor-led training

Disadvantages
May cause trainees anxiety Not all trainees may be ready for elearning Not all trainees may have easy and uninterrupted access to computers Not appropriate for all training content (e.g. leadership, cultural change) Requires significant upfront cost and investment No significantly greater learning evidenced in research studies Requires significant top management support to be successful
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Human Resource Management, 5E

Key Terms
e-HRM HRM portals e-Recruitment e-Selection e-Learning e-Compensation e-Performance Management

Human Resource Management, 5E

Reality Check
e-HRM may result in dehumanisation of HR function and irrelevance of the HR department itself. Give your point of view.

Human Resource Management, 5E