Marketing For The Future November 2016 - Page 37

issues In 2016 a research study was conducted (Ayala, 2016) to determine the characteristics of HRM in a Company X and to determine to what extent this company is ready for e-HRM. To achieve this Ayala (2016) investigated which HRM method(s) are being used by company, how an e-HRM system could contribute to a positive outcome, the possible barriers to progress in the e-HRM journey and whether or not the company is 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 To answer the research questions Ayala (2016) conducted an exploratory study consisting of in-depth interviews. The participants, a total of nine, for this study consisted of the line management team, the managing director and the human resource manager. Based on the results Ayala (2016) concluded that: A. E-HRM will become an inseparable part of the functioning of the organization B. E-HRM will help in integrating the activities of the organization, by enabling connectivity. between different organizational functions and providing accurate and timely personnel information round the clock and on-line. C. E-HRM is substantial in elimination and reducing redundant activities and a boost to the profit margins of the organizations. D. E-HRM reduces dependence on the time – consuming and error – prone Human Resource paper trail. E. The company acknowledges the importance and benefits of e-HRM and wants to start with the process after other priorities have been dealt with. According to Ayala (2016) caution is required when introducing e-HRM. Introduction of Information technology comes with its inherent risks – among which are huge set up costs, overkill and loss of the “human touch.” For this reason, first and foremost it is very important for organizations to become comfortable with the processes and technology before they make other people see the value of such tools. 37