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ue and also the return of investment or payback period will be unpredictable and based on the estimation it will take one to three year.

Strategic of e-HR

There are two strategic perspectives way the HR can become more strategic .Both these can provide useful frameworks for connecting HR system to the business strategy. The first one takes an economic perspective of the organization to achieve more competitive advantage in an external market environment. The second one is based on the Resources based view and it focuses on the strategic resources and capabilities within the organization In companies perspective, more attention is always given to applying an economic perspective towards the externally focused business strategy than the resource based view. So the primary role is cost reduction and it can be achieved by eliminating all HR transactional functions though e-HR system. (5, PP 516)

The primary role of HR managers spend their most of time in administrative expert role, strategic partner role and capability builder (5, PP 517)

The HR functional activities like tracking of job requisitions, processing and managing payroll of employees, benefits programs etc are under the role of administrative export role.

The strategic business partner role consists of planning of business, workforce and succession, business management and compensation design to support the business strategies of the company.

Building organization capabilities and human capital are primary deliverable in which most of the time spending in the development of human capital and organizational capability.

Automating and streamlining of administrative transactions by implementing e-HRM system make the HR function more strategic because those in the HR role can now spend more time on strategic activities in a way of reduce the cost involvement, Lead time , Increase the efficiency of HR services and communication, improve the productivity and finally able to operate at lower cost. (5, PP 518-519)

Previously the cost factor was the strongest focus of e-HRM practice, but nowadays the focus is not only towards cost but also more towards the integrative consequences of deploying e-HRM in a Company. The cost reduction and transformation of all process of an HR department into a strategic unit because of the introduction of e-HRM. (1, PP 508)

Strategies for enhancing the effectiveness and acceptance of eHR systems

The strategies can be used in several ways for enhancing the effectiveness and acceptance of her systems. For example, organizations may allow applicants to apply for their job through web, but use web based systems to give applicants to verify the requirements. The same way, the organizations may use e-HR systems to gather performance data and enter performance reviews, but managers may have face-to-face meeting with applicant to give rating.

The control perception be increased by electronic selection systems (e.g., touch screen system, kiosks) that can also used by traditional users as well. These kind of systems may allow individuals who are not very efficient with computers access.

The data subjects (eg. Incumbents) have the ability to rectify invalid data in e-HR systems. This strategies decrease the extent to e-HR systems privacy. The organization should minimize the monitoring syst