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Comparing two university websites in terms of their e-HRM - Research Paper Example

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e-HRM practice: Comparing two university websites Name of the Author Author’s affiliation Author’s note with information about affiliation, research grants, how to contact.Abstract The electronic human resource management (e-HRM) main goal is to improve the strategic human resource management…
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Comparing two university websites in terms of their e-HRM
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Comparing two university websites in terms of their e-HRM

Download file to see previous pages... Specifically both universities web sites were examined. Based on a scientific framework several aspects were analyzed: contextual factors, website architecture, e-HRM activities, actors, goals, e-HRM strategy and possible outcomes. The organization type is similar in both cases. But the results reveal that the type of e-HRM practice is different. Therefore the e-HRM practice on each organization has different consequences. It happens because the contextual environment is not the same and the the e-HRM application and the web sites main activities are very different. This paper emphasizes the importance of the controlling and monitoring task in order to prove the effectiveness of the e-HRM practice. It provides also instructions for future researches. e-HRM practice: Comparing two university websites e-HRM is a new research theme. As a new application is important to identify the research needs and define a research framework in order to achieve a proper result. e-HRM appears as the use of the information technology in order to support the human resources functions. The questions are: How can the IT technology coexists with the HR functions and improve its efficiency? “With e-HRM, managers can access relevant information and data, conduct analyses, make decisions, and communicate with others - and they can do this without consulting an HR professional unless they choose to do so. For example, a manager who wants to make a merit pay decision may access files containing text, audio, and video describing how best to make the decision. Then, the manager can access the data file containing information on his/her employees. With a click of the mouse, the decision is recorded and other departments (such as finance) are notified. Hours of processing are reduced to minutes, and much paperwork is avoided by the use of this technology (Lengnick-Hall & Moritz; 2003, p. 366).” The first studies appears in 1995 ( Strohmeier, S. 2007). Strohmeier presents a research framework. Ruel and the colleges developed “An explorative empirical study in five large companies on web-based HRM”. With this experience were identified four type of goals in e-HRM practice, and crucial research point were defined. The purpose of this paper is to compare the actual practice of e-HRM on two different Universities' websites and determine the similarities and differences between e-HRM practices on both websites. The Universities are Zayed and Texas. Based on previous studies, as the Ruel and Strohmeier experiences, is possible to identify critical points to analyses in both e-HRM practice. Applying this knowledge to the current case study, this paper aims to identify and to describe the e-HRM practices and policies in both cases. After presenting the theoretical concepts on chapter 3, the methodology and the results will be presented in sections 4 and 5. In the conclusion ( section 6), the themes will be synthesized and the lessons learned presented. HRM and e-HRM Strategic Human Resources Management Martin-Alcazar, Romero-Fernandez and Sanchez-Gardy ‘s literature review define Strategic Human Resources Management “ as the integrated set of practices, policies and strategies through which organizations manage their human capital, that in?uences and is in?uenced by the business strategy, the organizational context and the socioeconomic context.” ( Alcazar, Fernandez & Gadey, 2005). Built on an intensive research work on strategic HRM models as the contingent, ...Download file to see next pagesRead More
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