e-HRM must be helping your organization by now.
Human resource management (HRM) plays an important role in addressing the “human factors” in the organization. Since human capital is responsible for economic growth, it is reasonable to prioritize an efficient and effective approach to dealing with matters involving human resources.
In the past, business organizations have experienced hiccups in implementing business strategies that would have been advantageous for the company. Many have tried different tactics but failed miserably.
Guess what they did next?
They capitalize on human capital for competitive advantage. The best way to achieve them is by embracing a strategic human resource management approach. The competitive advantage that human capital brings to organizations can arise from combining business and HR strategy solutions.
Business strategies will only work with the competence and distinctive capabilities of its human resources. Similarly, human resources will only work with a robust business strategy. Several studies supported this theory, and we do too.
Since business operations (and everything else in life nowadays) breathe and feed on the Internet, it is high time for companies to utilize technological advancements and be in sync with the flow. They must adopt the latest professional trends to gain a competitive edge, such as e-HRM or electronic human resource management.
What is e-HRM?
e-HRM is a set of configurations involving computers, computer applications (or software solutions), and networking resources that enable HR practices, functions, and policies. It saves the organization and its employees the hassle of commutes, in-person meetings, and waiting periods. It simultaneously and instantaneously controls and coordinates different individuals from various levels and locations to obtain information and organizational progress.
But don’t get the wrong idea, IT alone cannot solve the HR issues, it remains dependent on the strength of HR strategies, policies, and practices before online processes become dominant.
In short, employee performance is evergreen. Collective employee productivity is essential to elevate organizational performance and promote growth.
Let’s check if e-HRM is helping your organization then.
Advantages of e-HRM
- Automation of routine tasks speeds up processes
- Increases the strategic role of the HR functions
- Cost-efficient (reduces the cost of operation on a large scale)
- Improves employee performance
- Increases work efficiency and balance
- Online and real-time coordination reduces redundancy and procedural errors
The advantages and benefits of e-HRM are undeniable. However, it is only as strong as the vertical and horizontal alignment of the HR strategy with the organizational goals.
As the employees meet the job expectations, they are likely to increase their effort and work efficiency. In turn, contributes to organizational performance, productivity gain, and growth.
The industry has gone a long way since the initial launch of e-HRM. Employees are now accustomed to the process and the convenience it brings. Still, HR executives must remain vigilant in monitoring the commitment and motivation of their employees amidst e-HRM implementation to ensure compliance and efficiency.
So, is e-HRM helping your organization so far?
