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
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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