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什么是电子人力资源管理？

简介

为了找出哪些电子人力资源管理是检查的好处，优势，劣势，问题和障碍，我们对于电子资源管理进行了回顾，并分析认识人力资源活动重点信息技术的重要性。例如互联网人力资源从业者的重要性和人力资源管理的网络支持是什么。如何在互联网的应用提供人力资源支持。什么是影响电子人力资源管理系统的接受度和有效性的因素扩展模型。同时也分析了电子商务人力资源管理采用的因素。战略分析是为了提高电子人力资源系统的有效性和接受度。
这项审查是由四个不同的阶段组成，第一阶段是电子人力资源管理的定义和作用，第二阶段是电子人力资源管理的优势、劣势和存在的问题，第三阶段是电子人力资源管理的运用，最后第四阶段是对其的讨论和总结阶段。
电子人力资源管理的定义

What e-hr?

Introduction

The aim of the literature review on e-HR is to find out what e-HR is, to examine benefits, strengths, weaknesses, issues, and barriers, and to analyse and focus the perceptions of importance of the information technology in HR activities. What are the importance of Internet to HR practitioners and the Internet support for human resource management. How the Internet applications provide support for HRM. How are an expanded model of the factors affecting the acceptance and effectiveness of e-HR systems. And also analysed the factors of e-HRM adoption. The analyses of strategy are for enhancing the effectiveness and acceptance of e-HR systems.

This review is organised by different phases, mentioned about e-HR definition and use in the first phase, e-HR strengths, weaknesses, and issues in second phase, e-HR adoption in the third phase, and finally the discussion and conclusion in the fourth phase.

E-HR definition

e-HR stands for Electronic Human Resource. The term e-HR refers to deal Human Resource Management transactions using an internet. E-HR aims to keep information available to employees and managers at anywhere at any time. E-HR may include organizations HR portals and web applications, Enterprise Resource Planning, HR service centers and interactive voice response. There are three identified levels of e-HR such as publishing of information (delivered by intranet medium), automation of transactions with integration of workflow (intranet or extranet used) and transformation of the HR function (redirect HR function towards a strategic one). (7, PR 36,2 278) E-HR is characterized in field of HRM as having numerous innovations in Technology and it provides wider potential in term of usages including employee self service, information sharing, functions administration and production of reports. (Pass, 2002) (6, PR 37,1 66)

e-HR is developments in technology to create a real-time, information-based Self-service, interactive work environment. With e-HR, managers can access relevant information and data, conduct analyses, decision making and communicate with others and employees are able to control their own personal information like update their records when it changes and make any decision on their own without consulting with any professionals help. (4, PP 365-366)

e-HR will effect both efficiency and effectiveness of Human resources function in such a way that the efficiency of the human resource process can be effected by reducing cycle time for paperwork, Improvements is data accuracy and reducing manpower requirement. In similar way the effectiveness of human resource process will be effected by improving the capabilities of both employees and managers to make a better and accurate decisions. (4, PP 365-366)

e-HRM as an enterprise-wide strategy that used scalable, flexible and integrated technology to link internal processes and knowledge workers directly to the business objectives of the organizati本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。