e-HRM goals

Building on the study of Lepak and Snell (1998) and based on the case study of five large international organizations, R^l et al. (2004) identified three types of goals for organizations as a result of e-HRM usage. These steps improve the strategic orientation of e-HRM, cost reduction/ efficiency gains, and client service improvement/facilitating management and employees. Moreover, Bondarouk and her colleagues added a fourth objective, which allows for the integration of HR functions (of different organizational units or entire organizations). On the other hand, Nenwani and Raj (2013) put forward a new e-HRM objective by also reemphasizing the objectives in previous studies. According to them (Nenwani and Raj, 2013: 424), the following applies:

  • • Improving the series to HR department clients including employees and management.
  • • Increasing efficiency and reducing costs while accelerating different processes and making HR become a strategic partner in achieving organizational goals.
  • • Providing access to HR information and connecting all parts of the company and external organizations that eventually help share information and build teams.
  • • Allowing standardization that ensures that an organization remains compliant with HR requirements while warranting a more precise decision making.
  • • Assisting HR with transactional and transformational goals. While the former helps to reduce costs, the latter helps the allocation of time improvement for HR professionals so that they may address more strategic issues.

Last, it appears that Kaur (2013: 37) has identified six objectives of e-HRM.

In light of this information, with the use of technological tools and application, it can be argued that e-HRM activities are not only a strategic partner of the top management but also the agents of change due to their ability to (1) cultivate an organizational culture open to continuous learning, innovation, and development; (2) maintain transparency in knowledge, learning, evolution, career, and rewarding policies; (3) ensure a multidimensional organizational communication; and (4) reduce the costs in business processes and support the decision-making process by facilitating the access to information.

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