| Organizational
management in recent times has become more complex
than it ever was. Owing to the fact that there
have been several changes taking place globally,
managerial practices have also adjusted to accommodate
these changes. Contemporarily, since man has also
developed significantly, there has also been a
need to conform management theory and practice.
This conformity clearly refers to e-based side
of business, because of which even human resource
management now embraces electronic provisions.
Amid all the management practices that have been
modified and augmented human resource management
is a core area of management that has not been
ignored. This is obviously because of the importance
it has in contemporary organizations. Quite naturally,
the first and foremost advantage of making human
resource management e-based is that time is saved,
which means that expenses are cut, and an organization
would stand to gain in terms of time and money.
In view of applying e-based solutions to human
resource management, it must be considered first
of all that human resource managers today are
responsible for a great many things in the functions
of an organization; this management is crucial,
and so, adding the electronic effect to ameliorate
management is welcomed.
Roles of Human Resource managers are crucial,
as there are several individuals working under
their strategies. Environments that are promoted
by such managers are also crucial to the progress
of an organization. Hence, leadership in this
regard is also important, and so, providing e-human
resource means that there has to be appropriate
leadership skills to go along with the process
so that the maximum is achieved.
Indeed there are several methods through which
human resource managers choose to ameliorate an
organization, and some of these methods include
motivating the employees through profit-sharing
strategies, gain-sharing, commissions, etc. Though
these can be catered to electronically, the basics
are first of all important to deal with. This
refers to the everyday activities such as sign-ins,
overtime calculations, etc. that would save human
resource management considerable time. If these
are automatically calculated, then the same management
can have more time to focus on other areas concern.
From this, one can observe that electronic human
resource is a form of automated management that
reduces excessive worry regarding smaller tasks
and allows the management to focus on other more
important areas where their immediate attention
has to be applied. Certainly, one can observe
the immense advantage of electronic human resource
management.
In view of the leadership that is required with
electronic human resource management, it must
be realized that managers are in charge of ensuring
the smooth running of an organization, and so,
by allowing the smaller tasks to be taken care
of automatically, they can communicate, convey
messages, discuss issues and come up with solutions
with more time on their side. Hence, making decisions
hastily would also be reduced. In this regard,
if there is good management on hand that is already
doing a satisfactory job, there is every chance
that they would do even better should electronic
human resource management be integrated. Employease
Inc. is an example of an organization that has
adopted e-human resource. They explain their experiences
as well in this regard, which leans towards a
CEO view (Resource Value Exponentially: A CEO
View of e-HR, 2002).
Considering the issue of smart management, which
is something that ‘Employease Inc.’
would refer to it as, it must be realized that
human resource management should be able to resolve
issues rather than pursuing an employees exit
from an organization. With greater time on their
hands, they would be able to do a lot to prevent
issues of employee turnover. It must be realized
that in practical situations when the management
has the smaller every-day activities automated,
they can prevent losses to the organization. Since
replacing an employee costs a great deal, it is
something that an organization would rather not
do. In view of this, it has been said that customers
have been largely dissatisfied every time new
front desk employees replace the older and more
experienced ones.
In addition to handling an issue such as employee
retention, electronic human resource can also
allow managers the time to focus on issues that
may be of greater magnitude, such as workforce
diversity. With globalization having taken place,
this is an issue that chain organizations would
be concerned with.
Managing workforce diversity effectively through
strategies aids in increasing an organization’s
output and this is because these strategies are
ones that curtail illnesses of diverse workforces,
thereby favoring greater working conditions. With
electronic human resource on an organization’s
side, it might be asserted that maintaining better
working conditions can become possible. This is
because of the fact the human resource management
would be able to render more time and consideration
towards diversity issues that they ordinarily
would. The greater time that they are allowed
would help them resolve issues.
In view of solving issues according to Senge,
human beings are born learners, and the environment
that each human being is brought up in defines
the formation of a personality; the process of
socialization is the key to changing the natural
generative learning abilities into adaptive learning
skills. If the management is given more time to
work on areas such as creating better work environments,
workers will be satisfied and produce better results
that would benefit the organization.
In view of the possible obstacles involved with
applying electronic human resource, one might
consider the possibility of electronic mishaps.
In case of any electronic failure, data could
be lost and result in financial loss for an organization.
In addition to this, another obstacle could be
the misuse of data; if employee records are electronically
stored in servers or any other accessible device,
confidential information could be leaked out and
misused. Of course, depending on the software
as well as the hardware developed for electronic
human resource, one could estimate the risk or
the security a company would have. However, failure
of such a system is unlikely, and it is hoped
that these systems would ease human resource management.
As opposed to having an electronic human resource
in place, an organization without the aid of such
equipment would not have the advantages that it
does provide. An organization would not be able
to spend time working out strategies on how to
control issues within the organization, and hence,
they would stand to lose financially. This is
because they would be wasting time by not making
use of the electronic features available, and
since wasting time against competitors means financial
losses, one can say that an organization without
electronic human resource management would lose
financially in the market.
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