e-HRM: A Catalyst for Changing the HR Function?

Emma Parry ()
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Emma Parry: Cranfield University School of Management

A chapter in Handbook of Strategic e-Business Management, 2014, pp 589-604 from Springer

Abstract: Abstract Past research has suggested that e-HRM may have benefits for organisations by allowing the HR function to be more efficient, improving service delivery and facilitating its transformation into a more strategic role. This chapter draws upon the results from a large-scale survey across 12 countries and also on 10 qualitative case studies in order to examine if, and how, organisations can realise these benefits of e-HRM. The results confirmed that that e-HRM is most commonly introduced in order to improve efficiency, service delivery and to allow HR to become more strategic. Efficiency and service delivery improvements were most commonly realised, but some evidence was also found that e-HRM may help HR to increase its value by becoming more strategic. This is due to the fact that HR staff had more time and information to support the organisation in achieving its business strategy. The results also demonstrated that the relationship between e-HRM and efficiency, effectiveness and strategic outcomes was not clear cut but rather was dependent on the careful planning and implementation of e-HRM, including the engagement of multiple stakeholders and the development of a number of skills in the HR team.

Keywords: e-HRM; HR role; HR efficiency; HR effectiveness (search for similar items in EconPapers)
Date: 2014
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Persistent link: https://EconPapers.repec.org/RePEc:spr:prochp:978-3-642-39747-9_24

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DOI: 10.1007/978-3-642-39747-9_24

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