Author - Amit S Jadhav
ELECTRONIC HUMAN RESOURCE
MANAGEMENT most famously known as E-HRM way
of implementing HR strategies, policies, and practices in organizations through
a conscious and directed support of and/or with the full use of web-technology-based
channels.
When
we say ‘implementing’ in this context it has a broad meaning, such as making
something work, putting something into practice, or having something realized.
E-HRM, therefore, is a concept; a way of ‘doing’ HRM.
There are five phases in the
implementation of the e-HRM business solution.
» Analysis (Infrastructure) - In the
first phase, a company analyses the existing infrastructure with regard to
quantity of data and classification of business activities.
» Business processes in the company - After
the existing processes have been analysed, the options for automating these
processes in the client's environment are proposed. Finally a project plan is
developed based on the model of the processes identified.
» Implementation - After a fundamental
analysis of the processes in the work team, individual modules is deployed in
the client's environment. With modular design a gradual implementation is
possible, and company specific functionalities are discussed with the
client and build upon request.
» Implementation and training- A complete knowledge of the components of the
solution is a key factor for successful implementation. The entire team of project managers, information technology
professionals and human resource specialist are involved in user training
and implementation.
» Maintenance- A maintenance contract
typically includes:
a) Technical support experts
available by phone, through e-mail
or onsite
b) Adaption of existing modules
or development of new ones
c) Application of software adjustment
to changes in the
system environment or operating system
d) Functionality improvement and
software upgrades in the
form of new versions
e) Consultation about further
development of the system
ISSUES IN IMPLEMENTING E-HRM-
» Employees related
o Fear of the new technology developments in
organization
o Acceptance of the new technology
o Acquired knowledge and skills
o Training required
»Unions - In PSUs and government
organizations, unions play an active role, from taking decisions, forming
strategies, and to implementing some technology; union’s decisions are taken
into account on behalf of the employees. In case of e-HRM since it’s a new
web-based technology, employees may not be comfortable in using this new
technology. So the union may oppose in implementing of this new technology
» Privacy - It is one of the growing
concerns about information privacy in organizations nowadays. Organization may
use e-HRM to collect, store, and disseminate data about job applicants and
employees. These data are used to enhance HR decisions, maintain employee
records, and streamline HR processes, including recruitment, selection,
training, performance management, compensation, etc.
Thus, the HR professionals need to work with the technical staff and help the employees cope up with the change. Another issue is that employees are scared of new developments and they may oppose to the new technology, as they think their performance evaluation and assessment depend on the successful implementation of such technology.
Therefore, the superiors need to groom their subordinates to get comfortable with the imminent technological advances. The managers must take care as to train the employees in the art of conducting business over the net.
Very good effort in systematically arranging the process of e-HRM Amit! Also the issues which you have elaborated about implementation of a somewhat new technology like eHRM are all relevant to the concern.The blog talks very effectively about few of the issues like unions and privacy yet I believe it covers an overall general orientation about any new technology. I also believe that if you could have make it supple by connecting the implementation phases to different divisions like operational, relational and transformational eHRM, it would have been really enriching ! Yet a Nice read !! Thanks to share !!
ReplyDeleteRgds
Surabhi
Nice blog, You demonstrate the qualities of a great manager Amit.. :)
ReplyDeleteThe blog provides a holistic view of implementing eHRM and identifies the issues before hand so that they can be proactively taken care of.
Thanks for the useful insights!
Since we are talking about issues during implementation, is there a possible comparative study on how to choose the most appropriate technology/software for managing certain activities. As getting a software with a good brand name and later finding its incompatibility to manage/record/analyse some of organizations specific activities can be a expensive deal.
Another upcoming issue as you mentioned is Privacy. That is certainly the most important factor in the entire process.
Well written!!
Rashmi
@Surabhi: Thank you for the compliments, I agree that there should have been further elaboration with regards to implementation phases with different divisions, but that is a broad topic to cover on so may be will do it in due course of time.
ReplyDeleteAmit S Jadhav
@Rashmi: Thank you very much Rashmi, though there is no comparative study while choosing the appropriate software, choosing such tech requires certain amt of research through vendor coordination, many of these vendors do provide a trail or a demo period of duration from 1 week to 1 month, so this helps in understanding the advantages and disadvantages of the software and also how compatible would these software be beneficial for the organisation. Many of these companies, who have used certain eHRM software and actually utilized it, prepare a case study for the same, which can be probably used as a research method.
ReplyDeleteAmit S Jadhav
informative post! I really like and appreciate your work, thank you for sharing such a useful facts and information about E-hrm strategies, keep updating the blog, hear i prefer some more information about jobs for your career hr jobs in hyderabad .
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