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that e-HR systems vary the nature of the communication media and message characteristics. the communication easies the relations between message factors, media characteristics, and system acceptance and effectiveness. (8, PP 136)

Factors of e-HRM adoption

E-HRM is as the application of IT to both network and support environment to perform HR tasks. The concept of e-HRM is like Virtual HRM and web-based HRM. The adoption of e-HRM takes in individual level and organizational level. The organizational level comprises of several phases such as initiation, and implementation phases of adoption. The general and contextual factors are derived and tested using a large-scale survey. (10,JMP 24,6 483)

General factor

In the influence of adoption, the general factor is identified as size, industry, demography, work organization, structure of employment and HRM configuration of organization. (10,JMP 24,6 486)

In larger organizations the HR tasks in large quantities that can be justifiable for large investments in IT to clear out huge amount transactions using number of applications per week to save administration costs. But small organizations with few applications have difficult to justify for such a huge investment in IT. “The size of an organization reveals an effect on the adoption of e-HRM since the larger organization will more frequently adopt e-HRM.” (10,JMP 24,6 486)

Industries like bank have larger stationary and clerical work can easily adopt. Industries like building construction have non-stationary and non-clerical tasks cannot adopt e-HRM. “The industry of an organization reveals an effect on the adoption of e-HRM since industries with mainly clerical and stationary tasks will more frequently adopt e-HRM.” (10, JMP 24,6 486-487)

Based on research, the acceptance of employees to adopt e-HRM is crucial as individual qualification and motivation vary with different demographical attributes. Age is considered in individual adoption. Many organizations may not consider older age than younger age. In gender, female has less IT experience so many female may not be considered in the adoption. “The demography of an organization reveals an effect on the adoption of e-HRM since organizations with a high percentage of young, male, and educated employees will more frequently adopt e-HRM.”

The increasing of telecommunication organization that helps HR and employees and personal interaction is effectively and time consuming. Since the telecommunication employees have basic technical qualifications and existence of basic technical equipment, e-HRM can be easily implemented. “The work organization of an organization reveals an effective on the adoption of e-HRM since organizations with a high percentage of telecommuting employees will more frequently adopt e-HRM. (10, JMP 24,6 486-488)

The relation of permanent and temporary employees should bring relevant influences. The temporary employees allow non-critical HR activities, compensation should provide to agency and non-investment on training for temporary users. “ The employment structure of an organization reveals an effect on the adoption of e-HRM since organizations with a high percentage of temporary employees will more frequently adopt e-HRM. (10, JMP 24,6 486-488)

The configuration of HRM of an organization approaches the institutionalization of H