E-HRM is an approach to improving the quality, efficiency and effectiveness of human resources management. It encompasses three main components:
- Improvement of HRIS technology
- Use of advanced information systems for HR functions
- Development and adoption of best practices for strategic HR management
This article provides some useful advice on how to streamline your e-HRM processes and make them more efficient:
- Create an e-portfolio for each employee
- Use cloud storage for document management
- Conduct an annual performance review using online employee management software
- Create a ‘to do’ list for each employee
E-HRM has changed the way we manage people, processes and activities because it enables us to access information more quickly and efficiently than with paper files. It also helps employees to work more productively as they can access their information at any time and from anywhere.
It is important to recognize that there are different levels of e-HRM depending on what you want to achieve with it. For example: if you want to improve efficiency within your organization then you may want to focus on saving money by using some kind of budgeting software such as Microsoft Excel or Sage One – these are usually fairly easy for most people to learn how to use and can save you money over time through increased productivity from staff members who know how these programs work. E-HRM is changing the way HR functions, allowing them to focus on more strategic activities. E-HRM can reduce time and effort required for HR functions and improve HR’s ability to manage the workforce. Managers are finding that they must adapt their own roles in order to be effective in this new environment.
Benefits of E-HRM
- Cost effectiveness
- E-HRM increases efficiency
- Allows for more accurate record keeping
- Allows employees to access information from anywhere at any time.
E-HRM challenges
You’d think that technology would be the answer to all of your HR problems, but it’s not. In fact, you’ll find that technology can actually cause new challenges for the department and its employees. How? Let’s look at some of the ways this happens: Technology may not be a good fit for every organization. If your company has been around for a while, chances are you have an extensive paper trail—or “legacy” system of files and documents—that covers everything from employee handbooks and timecards to benefits documentation. You probably even have paper copies of training materials or other information your HR department uses regularly. No matter how efficient it is on its own, if you’re trying to work with this information in conjunction with digital records stored in another system (like payroll or benefits), then there could be some pain points along the way as well as confusion about which files belong where and how they should be accessed when needed later on down the road when a question arises about something like vacation days earned back three years ago during someone else’s tenure at the company before anyone knew about them needing access.
Overcoming challenges in current HRM
Some of the most important challenges facing today’s HR managers are: The need to keep up with the modern business environment. It is not enough to just follow trends and make sure that you’re keeping up with what’s happening in the market. You have to also understand how to leverage your employees’ skills in order to meet the needs of your business.
The need for transparency and accountability. As an HR manager, you need to be able to clearly explain why certain decisions were made, which ones weren’t, and what results they generated (or didn’t generate). It’s also important for you to demonstrate the value of these decisions by implementing them yourself or by sharing them with others who can implement them.
The need for agility and change management. You don’t want your employees to feel like they’re stuck in a rut or that they’re doing things just because they’ve always been done that way before — especially if those things aren’t working anymore or aren’t aligned with the needs of your business anymore. The need for collaboration between departments within a company. When employees don’t know what their colleagues are doing on a day-to-day basis, it can create confusion and frustrations.
The modern business environment is characterized by extreme change. The pace of change has increased drastically over the last few decades and businesses are struggling to keep up with the demand for growth and efficiency. To manage effectively in such an environment, HR managers need to be able to adapt quickly and make use of emerging technologies.
As well as being a necessity, e-HRM is also an opportunity for companies to increase productivity and improve efficiency. However, it can be difficult for HR managers to implement e-HRM successfully if they do not understand what changes are needed or how best to implement them. To help you navigate this new territory, here are some tips on how to develop your own strategy:
- Understand your organization’s needs
- Identify where your organization is weak and how e-HRM can help
- Become familiar with new technologies and tools that can help you meet your goals.
