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percentage of HR managers have doubtful in the relation to e-HR as no replacement for face to face communication and personal contact. Higher percentage believe that the HRM role will be upgraded with e-HR in term of strategic improvement in speed, quality and achievements of services. (7, PR 36,2 290-291)

Importance of the internet to HR Practitioners

In the technology points of view the HRM can be characterized as human resource information system (HRIS), electronic human resources (E-HR) and virtual human resources (VHR). HRIS gather and maintain HR data, E-HR provides employee self-service, sharing information, reports and administrative functions. VHR creates network-based structure built with partnerships through IT. Internet allows organizations to automate HR processes like various current existing HR-functions, services or applications can be transformed into web-based function. (6, PR 37,1 67)

Internet support for human resource management

The growing number of internet users the HR professionals can be benefited as the internet provides reductions of communication cost, information management facilities, wide range of communication through emails, information accessing from web sites searching. The intranet also helps to support HRM functions and enables activities like information search, communication and database access, and establishes company information system. (6, PR 37,1 66-67)

Internet applications providing support for HRM

The internet revolution helps to shift HR activities to specialized online service providers. Frequently cited useful Internet support HR applications are recruitment and selection, training and development, payroll, benefits and compensation management/administration, Performance appraisal, HR planning, internal and external communication, self-service including web-portal, and knowledge management. (6, PR 37,1 68-71)

Hypotheses development

In the perceptions of the relative importance for adopting the internet for HRM, hypotheses test shows that the differences between the observations of importance of the internet to human resource practitioners is not associated either with the size of organization or with the internet connectivity. (6, PR 37,1 72)

E-HR Weakness

An expanded model of the factors affecting the acceptance and effectiveness of electronic HR systems

Technology is highly profound in the human resource management, almost most of the large organization use electronic human resource (eHR) systems to attract job seekers and provide training, manage employee performance, and admin benefits and compensation systems.

The organization's values, goals and resources induce the development of organizational systems and processes to facilitate achievement. Most of the organizations implement systems and processes for convincing talented job applicant, encouraging employee to achieve organizational goals and sustaining employee with his role. This affects the organization's ability in the achievement. Similarly, individuals' values, goals and skills involves the determination of intentions and behaviors. Based on the above, the combination of e-HR systems and individual factors affect the system acceptance. Organizations use e-HR systems to convey HR details, and induce individuals' attitudes and behaviors. This shows