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.
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