Chapter 29

e-HR

Human Resource Management, 5E 1

Learning Objectives

• Nature of e-HRM
• Different dimensions of e-HR

Human Resource Management, 5E 2

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.

Post job openings online, candidates can apply for

Recruiting
jobs online.

Online simulations, including tests, videos and email,

Selection can measure candidates’ abilities to deal with real-life
business challenges.

Online learning can bring training to employees

Training
anywhere, anytime.

Employees can review salary and bonus details and

Compensation and benefits
seek information about and enrol in benefits plans.

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

Human Resource Management, 5E 3

Cautions in e-Recruiting
• E-recruiting needs to be aligned with organisation’s 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 4

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.

Human Resource Management, 5E 5

 Employment Process Flowchart

Candidate (C) visits company C reads instructions, takes TA gives C

Hiring Manager
website and enters a first computerised batter of feedback form with
conducts interview.
resume. tests. FAIL disqualified results.

PASS

PASS
C takes second Recruiter informs
Recruiter (R) screens
computerised battery of test C that C did not
resumes for potential job fit.
(if any). qualify.
FAIL

PASS

TA gives C feedback form

R emails/calls candidates with qualified results, next Recruiter informs Recruiter extends
and schedules onsite testing. step. R receives result by C that C did not job offer to
R alerts test administrator. emails, calls C for follow up FAIL qualify candidate.
interview.

PASS

Test Administrator (TA)

R schedule interview by
greets candidates, connects
Hiring Manager
to website for testing.

Human Resource Management, 5E 6

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
Human Resource Management, 5E
Disadvantages
• May cause trainees anxiety
• Not all trainees may be ready for e-
learning
• 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
7
Key Terms

• e-HRM
• HRM portals
• e-Recruitment
• e-Selection
• e-Learning
• e-Compensation
• e-Performance Management

Human Resource Management, 5E 8

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 9