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

  • Huub Ru‰l

    ()

    (Utrecht University)

  • Tanya Bondarouk

    ()

    (Twente University)

  • Jan Kees Looise

    ()

    (Twente University)

Registered author(s):

    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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    Article provided by Rainer Hampp Verlag in its journal Management Revue - The international Review of Management Studies.

    Volume (Year): 15 (2004)
    Issue (Month): 3 ()
    Pages: 364-380

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    Handle: RePEc:rai:mamere:1861-9908_mrev_2004_03_ruel
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