Marketing For The Future November 2016 - Page 36

That economic opportunities for Curaçao in the oceans exist is a fact. Quantified, it represents millions of dollars in economic activity and 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 (Marler & Fisher, 2013). Why should a company implement e-HRM? According to Lengnick-Hall & Moritz (2003) there may be many reasons for implementing e-HRM. It could be to reduce process or administration costs, to speed up transaction processes, to reduce information error and to improve the tracking and control of HR actions (Lengnick-Hall & Moritz, 2003). Furthermore, by implementing e-HRM employee satisfaction and the strategic orientation of HRM will be improved. On the other hand the barriers for implementing e-HRM are the expenses. These expenses are related to installation and implementation of the e-HRM or Enterprise Resource Planni ng (ERP) (Pant, Chatterjee, & Jaroliya, 2012). According to Ngai & Wat (2006) ERP systems fail 36 Marketing For The Future due to poor organizational fit for the processes in the system and unwillingness of employees to change organizational processes. Other problems discussed are lack of staff, lack of funds, issues with time management, the need to work with other departments and lack of information technology reports (Ngai & Wat, 2006). Furthermore Ziff Davis B2B (2013) indicates, that setting unrealistic expectations, failure to manage organizational change, not involving key stakeholders, poor project management and failure to manage business benefits are barriers for implementing ERP –e-HRM (Ziff Davis B2B, 2013) Amidst all of the above, this sector faces a colossal barrier in terms of infrastructure, which also forces operators to deny a significant number of business requests. Besides the acute need for more mooring ports, the industry also has