This study aims at connecting the usefulness of EHRM in solving HR predicaments. In doing so, the study made use of exploratory research while also considering two countries - Malaysia and Kuwait. It tried to explore the level of usage of EHRM and its significance in those countries.
Since the discovery of Moore’s law on the development of computers and the electronic world, technology has grown to become more and more useful in daily applications. The famous Gordon Moore showed that the power of computing will increase exponentially with time; an idea that has been proven since he first mentioned it. This has resulted in an increased application of computer and electronic related activities not only in daily normal life but also in businesses as well.
Human resource management as a field has faced multiple phases of development. From the ages it was referred to as personnel management, the area has evolved to the today’s widely known Human resource management. More recent development has extended to include electronic-way-of-life into human resource management giving the world the ever glorious Electronic Human Resource Management. Deshwal (2015) in his powerful research work showed that record keeping and information sharing has been changed so much by the way HR department has involved information technology in its practices. Notably, paperwork has decreased in volumes and the access to data has become excellent.
Table of Contents
1. Introduction
2. View of Literature
2.1 The philosophy of EHRM
3. The nature of HRM
4. Materials and methods
5. Results
6. Discussion
Objectives and Topics
This study explores the role and effectiveness of Electronic Human Resource Management (EHRM) in addressing contemporary workplace challenges. It aims to bridge the gap between technological application and human resource problem-solving by evaluating the impact of EHRM on organizational efficiency and employee autonomy across different regions.
- Evolution of Human Resource Management from personnel management to digital-driven EHRM.
- The strategic philosophy and practical benefits of EHRM in an organization.
- The influence of EHRM on managerial and operative HR functions.
- Comparative insights into EHRM implementation readiness in Kuwait and Malaysia.
- Analysis of EHRM's contribution to improved data accuracy, communication, and decision-making.
Excerpt from the Book
The philosophy of EHRM
The integration of EHRM with HRM had many purposes amongst which included to make HRM more strategic (Marler & Fisher 2013). On its own, HRM would not be sufficient in making an organization competitive. New methods must be introduced. With the ever changing business world, new challenges are met, new struggles arise, new scenarios need solutions and even new practices need new styles. In a bid to solve the realm of new challenges EHRM seems to pave the way by providing tangible resolutions to common encounters. Since it involves information based materials, it tries to handle organizations problems, and especially in HR from both a proactive to a reactive manner.
Maatman (2006) explains that he met problems_ as do many scholars, in explaining the scope of EHRM. Taking into account that E-HRM is considerably new, most users are so much ambiguous and even often vague in reference to what is EHRM. Many of those who speak about it rarely meet a common point on where exactly its boundaries lay. However, the source went ahead to discuss some of the common and acceptable philosophy about the capacity of EHRM and also its nature.
Summary of Chapters
Introduction: Provides the background of technological evolution in business and the emergence of EHRM as a critical tool for modern HR functions.
View of Literature: Explores the conceptual foundations of EHRM, its strategic importance, and the recognized benefits regarding cost, efficiency, and employee autonomy.
The nature of HRM: Examines the distinction between managerial and operative HR functions and how EHRM acts as a catalyst for solving recurring workplace predicaments.
Materials and methods: Details the exploratory research approach, emphasizing the reliance on secondary data to investigate EHRM readiness and application.
Results: Presents empirical findings on how EHRM impacts organizational practices, including the shift toward e-recruitment, e-learning, and digitized performance management.
Discussion: Analyzes the dual role of EHRM in facilitating easier HR practices while simultaneously enhancing employee motivation and managerial oversight.
Keywords
EHRM, Human Resource Management, Information Technology, Organizational Effectiveness, Digitalization, Employee Autonomy, E-recruitment, E-learning, Performance Management, Strategic HRM, Workplace Challenges, Data Management.
Frequently Asked Questions
What is the core focus of this research paper?
The paper primarily focuses on evaluating the usefulness of Electronic Human Resource Management (EHRM) in solving various HR-related challenges within modern organizations.
What are the central themes discussed in the study?
The central themes include the evolution of HR, the strategic philosophy of EHRM, its impact on managerial vs. operative functions, and its effectiveness in diverse organizational contexts.
What is the primary research objective?
The primary objective is to connect the usefulness of EHRM to the resolution of HR predicaments and to explore how digital systems support organizational decision-making and problem-solving.
Which research methodology does the author employ?
The study utilizes an exploratory research methodology that relies heavily on qualitative secondary data to analyze the impact and readiness of EHRM.
What content is covered in the main body of the work?
The main body covers the theoretical background of EHRM, a review of existing literature, the intersection of EHRM with traditional HR functions, and comparative findings from case studies in Kuwait and Malaysia.
Which keywords best characterize this publication?
Key terms include EHRM, Strategic HRM, Organizational Effectiveness, Digitalization, Employee Autonomy, and E-recruitment.
How does EHRM influence the daily work of HR professionals?
EHRM shifts HR practices toward digital platforms, enabling more efficient data management, automated communication, and improved accuracy in tasks like payroll and performance monitoring.
What does the research suggest about EHRM implementation in Kuwait and Malaysia?
The findings indicate that while implementation is growing, success is often dictated by firm size, available expertise, and the organization's focus on technical practices for communication.
In what way does EHRM contribute to employee autonomy?
EHRM provides employees with platforms to update their own information and make scenario-based decisions, reducing the need for constant intervention by HR professionals.
- Citar trabajo
- Eric Mwaura (Autor), 2017, Level of usage of ERHM and its significance in Malaysia and Kuwait and its correlations to HRM, Múnich, GRIN Verlag, https://www.grin.com/document/359024
