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RM(formal HR department), comprehensiveness of HRM (extent of performed HR functions) and strategic orientation of HRM (Automation HR). The automation brings more beneficial to the HR department and gains from administrative burdens. HR department should handle like quantitative and qualitative challenges of e-HRM. The extent of performed HR functions may influence the adoption. “ the configuration of HRM within an organization reveals an effect on the adoption of e-HRM, since organizations with an institutionalized, comprehensive, and strategic HRM will more frequently adopt e-HRM. (10, JMP 24,6 486-488)

Contextual factors

The identification of contextual factors can be classified as the institutional openness of contextual influences on e-HRM and the uniformity of contextual influences on e-HRM. The institutional openness refers the fact of open concerning the employed HR methods, the covered HR functions, and the included HR actors. The uniformity of influences exemplify from National political, legal, and educational system. The institutional openness contextual factors can be identified at present. The uniform influences focus towards the adoption of e-HRM. The political, legal, and educational influences be given for IT exploitation and provide nation-wide net infrastructures, basic IT education etc.

“The national business system reveals an effect on the adoption of e-HRM, since organizations located in economically developed nations will more frequently adopt e-HRM.”

(10, JMP 24,6 489-490)

E-HR Issues

Some of the items which are very critical to be consider while implementing e-HR in any organization are given below. (3, PP 54-55)

The structure of Human resource process or master planning in a company should be properly formulated. If it is not done properly, HR systems become a difficult task or frustrating for users.

Ensure the availability of enough resources like computer and centralized system for each and every employees to utilize the e-HR system on regular basis. Otherwise people need to use their personal computers at workplaces and it can demoralize the users.

Training of employees are an important criteria in making successful e-HR system especially when some users may be far less skilled with computer than others.

The use of e-HR system had a direct impact on the bottom line and made it more competitive. So organization can get the opportunity of reducing manpower in HR. It can leads to unhappiness over the staff.

HR professionals must have a good working relation ship with their companies IT professional otherwise there will be a chances of conflict between them during implementation or integration of application.

Employees with little knowledge in computer may resist a move towards computer based e-HR system. So the organization may need to take special care in encouraging the users with an offer of incentives for using these programs.

Security of e-HR system is another issue to be consider and make the system as non threatening as possible and keep confidence.

Effective communication among employees is a necessary part of the process . Communicate and educate them about the importance of the system.

The Identification of Investment required for software and hardware is one of the main iss