I have been reading a lot of papers on theory and research for assignment one. On the weekend I made a discovery about an area that could be an interesting area for my research project specifically e-HRM systems. e-HRM systems are basically ERP (enterprise resource planning) systems or part of, that allow Human Resources teams to carry out their functions using online internet or intranet systems.
e-HRM is the (planning, implementation and) application of information technology for both networking and supporting at least two individual or collective actors in their shared performing of HR activities. This concept highlights several crucial aspects of e-HRM. At the outset, e-HRM utilizes information technology in a twofold manner: First, technology is necessary to connect usually spatially segregated actors and enable interactions between them irrespective of their working in the same room or on different continents, i.e. technology serves as a medium with the aim of connection and integration. Second, technology supports actors by partially – and sometimes even completely – substituting for them in executing HR activities.
Hence, information technology serves additionally as a tool for task fulfillment. The planning aspect accentuates the systematic and anticipated way of applying information technology. The shared performing of tasks through at least two actors’ points out that the sharing of HR activities is an additional feature and underlines the aspect of interaction and networking. The consideration of individual and collective actors takes into account that e-HRM is a multilevel phenomenon; besides individual actors, there are
collective actors like groups, organizational units and even whole organizations that interact in order to perform HR activities.
Stefan Strohmeier, 2007.
e-HRM: HR functional applications, integrated HR suite applications, interactive voice responses (IVR), HR Intranet applications, Employee Self-Service (ESS) and Manager Self-Service (MSS) portals, HR extranet applications, or HR portals (Florkowski & Olivas-Luja´ n, 2006). Reflecting the breadth and rapid development of these technologies, the concept of e-HRM has been defined in several ways. In line with Martin, Reddington, and Alexander (2008), we distinguish between the use of IT in HRIS and e-HRM. Whilst HRIS refers to the automation of systems for the sole benefit of the HR function, e-HRM is defined as the application of Internet and web-based systems to change the nature of interactions between HR professionals, line managers and employees from face-to-face relationships to ones that are increasingly mediated by technology.
Jukka-Pekka Heikkila, Adam Smale, 2011.
One area that has had some investigation is online staff training systems. These are often not used to the extent that that they are designed for. There are many reasons for this and there are many related theories. Some of these include, motivation theories, IT systems theories, performance theories, Unified Theory of Acceptance and Use of Technology (UTAUT), Diffusion of Innovation Theory and to some extent Actor-Network Theory.
I will be looking at eLearning for staff at work over the next few weeks and reporting the findings here.