Types of e-HRM (2024)

FAQs

Types of e-HRM? ›

There are three types of E-HRM. These are described respectively as Operational, Relational and Transformational. Operational E-HRM is related with administrative functions-payroll and employee personal data for instance.

The e-HRM consists of 9 important systems (Choochote & Chochiang, 2015) described as recruitment system, employee system, basic organizational information management system, salary management system, learning and training system, idea and creativity exchange system, assessment system, welfare system, career development ...

All HR information systems fall into five main types based on function or scope: Operational HRIS. Strategic HRIS. Tactical HRIS.

The four HRM models are the Fombrun, Harvard, Guest and Warwick models.

There are three tiers of E-HRM. These are described respectively as Operational, Relational and Transformational. Operational E-HRM is concerned with administrative functions - payroll and employee personal data for example.

Operational E-HRM aims to focus on the administrative field in HRM to improve efficiency or automate the administrative tasks of the human resources department to reduce the costs (Galanaki et al., 2019), relational E-HRM aims at empowering employees at work through managing their relationships with the managers and ...

Another way of looking at the differences between eHRM and HRIS is that eHRM tends to focus on how HR functionality is delivered, and an HRIS focuses on the systems and technology underlying the design and acquisition of systems supporting the move to eHRM.

A human resource information system comes with three major applications – talent acquisition, talent management, and talent optimization – all this with the effective backing of data.

It has a much broader scope and reach within a company than an HRIS. An HRMS is a total solution for managing HR and, in most cases, includes all of the features of an HRIS and many more. Usually, this addition includes time, labor, payroll, and other features different kinds of companies may need.

What are the 5 P models of HRM? ›

The 5 Ps Model consists of five key elements: People, Purpose, Process, Performance, and Pay. It helps HR professionals align these elements to achieve organizational success. This model is instrumental in creating a cohesive HR strategy that drives both individual and collective performance.

As its name suggests, The 5P's Model is based on five constitutional aspects: purpose, principles, processes, people, and performance.

Electronic Human Resource Management (e-HRM) is a rapidly evolving field that leverages technology for efficient and effective HR practices. It involves the use of information technologies for human resources applications, enabling easy interaction between employees and employers.

e-HRM essentially transfers HRM functions to employees and managers. They access these functions over a web interface, typically over a corporate intranet. e-HRM can range widely in scope; at the low end it can be a simple web-based system to access Human Resource (HR) related documents.

E-performance management is the planning, implementation, and application of information technology in managing the PMS. E-performance management is a part of e-HRM or HR information system (HRIS).

HR manages five main duties: talent management, compensation and benefits, training and development, compliance, and workplace safety.

What are the five components of an HRM system? Recruitment and selection, training and development, labor relations, pay and benefits, and performance appraisal and feedback.

HRIS consists of Absence Management, Self-Service Portal, Recruiting, Training and Development, Compensation Management, Personnel Tracking, Workflows, and Benefits Administration.

Specifically, perceived simplicity of usage, perceived usefulness, self-efficacy, compatibility and facilitating conditions showed significant positive effects on e-HRM implementation intentions. Furthermore, compatibility and perceived ease of use significantly predicted perceived usefulness of e-HRM.