E-HRM: Innovation or Irritation. An Explorative Empirical Study in Five Large Companies on Web-based HRM

Huub Ruël; Tanya Bondarouk; Jan Kees Looise

doi:10.5771/0935-9915-2004-3-364

Contents
- Chapter Expand | CollapseAuthorsPage
- 273–276 Titelei/Inhaltsverzeichnis 273–276
- 277–287 Innovating Organisations and HRM: A Conceptual Framework Jan Kees Looise, Maarten van Riemsdijk Jan Kees Looise, Maarten van Riemsdijk 277–287
- 288–304 Human Resource Advantage in the Networked Organisation Juani Swart, Nicholas Kinnie, John Purcell Juani Swart, Nicholas Kinnie, John Purcell 288–304
- 305–323 Disappearing Between the Cracks: HRM in Permeable Organisations Clare Kelliher, Catherine Truss, Veronica Hope Hailey Clare Kelliher, Catherine Truss, Veronica Hope Hailey 305–323
- 324–343 Atypical Employment Relationships and Commitment: Wishful Thinking or HR Challenge? Nicole Torka Nicole Torka 324–343
- 344–363 Innovating the HR Function in a Commercialising British Public Sector Organisation: Towards a More Strategic Role for HR? Francesca Andreescu Francesca Andreescu 344–363
- 364–380 E-HRM: Innovation or Irritation. An Explorative Empirical Study in Five Large Companies on Web-based HRM Huub Ruël, Tanya Bondarouk, Jan Kees Looise Huub Ruël, Tanya Bondarouk, Jan Kees Looise 364–380
- 381–398 Between Employment Relationships and Market Relationships: Dilemmas for HR Management Rien Huiskamp, Frits Kluytmans Rien Huiskamp, Frits Kluytmans 381–398
- 399–401 Book Reviews 399–401
- 402–404 New Publications 402–404
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mrev management revue , page 364 - 380

E-HRM: Innovation or Irritation. An Explorative Empirical Study in Five Large Companies on Web-based HRM

Autoren

Huub Ruël Tanya Bondarouk Jan Kees Looise

DOI
- doi.org/10.5771/0935-9915-2004-3-364
- ISSN: 0935-9915
- ISSN online: 1861-9908
Abstract

Technological optimistic voices assume that, from a technical perspective, the IT possibilities for HRM are endless: in principal all HR processes can be supported by IT. E-HRM is the relatively new term for this IT supported HRM, especially through the use of web technology. This paper aims at demystifying e-HRM by answering the following questions: what actually is e-HRM?, what are the goals of starting with e-HRM?, what types can be distinguished? and what are the outcomes of e-HRM? Based upon the literature, an e-HRM research model is developed and, guided by this model, five organizations have been studied that have already been on the 'e-HR road' for a number of years. We conclude that the goals of e-HRM are mainly to improve HR's administrative efficiency/to achieve cost reduction. Next to this goals, international companies seem to use the introduction of e-HRM to standardize/harmonize HR policies and processes. Further, there is a 'gap' between e-HRM in a technical sense and e-HRM in a practical sense in the five companies involved in our study. Finally, e-HRM hardly helped to improve employee competences, but resulted in cost reduction and a reduction of the administrative burden.
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