This article reflects the need of identification of future research implications. The applications of internet in the last decade lead to exploitation of E-HRM. This paper also introduces the framework for understanding E-HR benefits. The drivers of E-HR enhance the transformation of HR goals and their transactions. The key processes such as e-recruitment and e-selection are the benefits of E-HR systems.
The technology is regarded as administrative expert and strategic partner which involved in modernization of HR practices. This novel system is never acceptable to the people who still practice conventional methods as they have fear of reduced rapport, personal contact with the HR specialists.E-recruiting in North America has provided pragmatic evidence where internet services is utilized as ordinary source of recruiting and it is also revealed in public. IT is the stake holder and major player in the field of e-learning and e-training and 40% pf the modern organizations use IT for various purposes.
Technology is an ever changing phenomena and it has evolved as human resource information system in the field of HR management. Although electronic human resource management has many applications there are certain issues to be resolved. Simultaneous management is required to balance non conventional methods such as e-HRM and non conventional methods. The manager’s needs to be updated with novel techniques which are internet based. The established internal culture of an organization should ultimately take a decision which involves e HR system. The technology cannot be solely relied by any organization without checking its credibility.e-HR is generally characterized by mixed reception and mostly less acceptability and late compilation of the ideas which may support IT systems in HR management systems.
The local and cultural differences, age, gender, job and IT knowledge may inherent a cause for ambiguous reaction. The failure of effective e HRM is based on poor IT image which is inherent in the organization therefore it is slow procedure to build credibility and results in delayed outcome.
Studies in this organization explained that there was a mixed reaction which is quite ambiguous and reminds the use of utilizing IT for HRM and educating the staff towards novel technologies without deviating from conventional methods or strategies. Philips (2008) observed that there is less acceptability among the staff members in reception of technology which differs them from shop-floor workers. The local and cultural differences among the workers is the main cause.Job, gender, age, IT knowledge plays a major role which results in mixed reaction.
The failure of e-HR implementation in organizations is due to owning the IT image among the workers. Often poor IT image cause problematic situation n exploiting the use of internet technologies in the HR management systems. Due to this poor accumulation of novel practices among the staff and the stake holders, the benefits of e-management to the public s delayed. The need of building credibility through faster rates is quintessential for success of the e-recruiting or e-selection-learning mechanisms and tools. The E-HR implementation relies on questionable technologies for practitioners who use conventional methods.