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The Influence of Electronic Human Resource Management 13Publishing of information, where intranets are the channel for principal informationsupply is the first phase (Lengnick et al., 2003). It is a type of one-waycommunication. As it deals with the plain HR actions like publishing of organisationpolicies and procedures; benefits; directories of services; present events, it ischaracterized as operational e-HRM (Lepak and Snell, 1998, Ruel, Bondarouk andLooise, 2004). Operational e-HRM disregards high-priced printing costs, impartseasier access to information and attains modifications speedily (Maatman, 2006). Thesecond phase is additionally expanded than the information phase vis-à-vis theautomation of processes. Automation practices extranets for assisting the HRexercises like recruiting or performance management, and not on administrativeprocesses (Lepak and Snell, 1998). This phase is called as relational/tactical e-HRM(Lepak and Snell, 1998). It comprises transactions, workflow and also supply chainintegration. In this type of e-HRM, paperwork is substituted by electronic input(Lepak and Snell, 1998). Transformational e-HRM is the final and the uppermoststage of e-HRM that Lengnick-Hall and Moritz, (2003) differentiated. It comprisesthe transformation of the HR role (Lepak and Snell, 1998). The concentration shifts inthe direction of an extra strategic one that facilitates HR function to join in in theintellectual capital, social capital and the flow of knowledge. Walker (2001)recognizes strategic partnering with the line businesses; creating centers of expertiseand service center administration as three kinds of work for human resources in thisphase.2.2 Benefits of electronic human resource managementDavoudi and Fartash (2012) has listed out certain benefits of E-HRM such as E-HRMhas the capacity to handle the effectiveness and efficiency of the organization;improves the efficiency and competence of both managers and employees to makebetter, quicker decisions; provides a better work culture; leads to a more transparentsystem; reduces administration burden; provides Integral support for the managementof human resources and all other basic and support processes within the company;identifies workflow in the business process, productivity and employee satisfaction;save costs while maintaining the quality of data; standardization; user friendlyinterface; access to archived records and documents employee and time managersself-manage employee; and automation of routine HR tasks. Previous researcherssuggest that E-HRM increases the efficiency of HR activities, improve HumanResource service delivery and transform the role of the HR function into a strategicone. Hence, it can be concluded that E-HRM provides an organized framework toeducate and manage skilful employees in the field of web and face problems inoperational and strategic sections and also those acquire the ability to managedifferent cultures (Parry and Tyson, 2011).

14Namrata Shah, Francis Michael, Henry ChaluBy reviewing the relevant literature, this paper extracted some benefits of E-HRMfrom various studies which are as follows:Table 2: Benefits of e-HRMBenefits of E-HRMSourceThe generation of HR metrics to support Hendrikson, 2003; Lengnick-Hallstrategic decision makingand Moritz, 2003; Lawler et al.,2004; Hussain et al., 2007;Bondarouk and Ruël, 2009The automation of routine HR tasks and Martinsons, 1994; Brown, 2002;replacing “filing cabinets”Parry et al., 2007The branding of organizationsLawler and Mohrman, 2003; Martinet al., 2008Freeing HR staff from administrative burdens Lepak and Snell, 1998; Ruel et al.,and allowing them to undertake strategic 2004; Shrivastava and Shaw, 2004;people-management activitiesMartin et al., 2008Improving talentmanagementthrough Martin et al., 2008e-selection, self-assessment, from Broderick and Boudreau, 1992,administrative paper handlers to strategic Burbach and Dundon, 2005; Bell etpartnersal., 2006; Voermans and Veldhoven,2007; Keegan and Francis, 2008;Haines and Lafleur, 20082.3 Objectives of electronic human resource managementAs mentioned above, E-HRM is a way of thinking about and implementing HRMstrategies, policies, and practices. Organizations attempt to achieve certain objectivesby following a specific E-HRM direction.Kaur, (2013) identifies the major objectives of EHRM as follows: To offer anadequate, comprehensive and on-going information system about people and jobs at areasonable cost; To facilitate monitoring of human resources demand and supplyimbalances; To provide support for future planning and policy formulations; To offerdata security and personal privacy; To enable faster response to employee relatedservices and faster HR-related decisions and To automate employee relatedinformation.

The Influence of Electronic Human Resource Management 152.4 Influences of E-HRM on HR practicesFurther, Zafar (2009) identified the important influences of E-HRM on HR practicesas follows:Table 3: Influences of E-HRM on HR practicesInfluences of E-HRM on HR practicesSourceHumanResourcePlanningAdamson andZampetti,2001In relation to HR planning, E-HRM updatesemployee data, personnel changes and jobrequisitions. This means that, since employees aregiven the opportunity to update their personal data,the HR record-keeping gains higher accuracy anddata qualityHumanOnline recruitment refers to posting vacancies onResourcethe corporate web site or on an online recruitmentRecruitmentvendor’s’ website, and allowing applicants to sendtheir resumes electronically via e-mail or in someelectronic format. It also includes the active searchof the internet and the location of resumes.HumanE-HRM allows the whole performance appraisal toResourcebe conducted on-line, on the corporate internetEvaluationinterface. This means that the manager and theemployee are able to submit performance datadirectly to the HR department in electronic form.This practice, though criticized for the lack ofwritten evidence, reduces paperwork and if readreceipts for both supervisor and supervised areused, it can impressively decrease time and cost forthe HR department.Communication E-HRM includes the use of electronic mail forcommunication with the personnel. , mainly e-mail, is higher than 75percent in corporate environments and e-mail hasemerged as the communication medium of choiceRewardingEmployee self-service allows employees to submitHumanelectronically their preferences in terms of benefitResourceselection, reducing the burden for the HRHumanResourceDevelopmentGalanaki,2002Zafar (2009)Bontis et al.,2003Zafar (2009)Using the internet in training and development is Zafar (2009)one of the mostly discussed aspects of E-HR andprobably the one with the most potential in termsof cost benefits. The internet can be used intraining needs assessment, in pure e-learningactivity and in career management

16Namrata Shah, Francis Michael, Henry Chalu2.5 Successful implementation of electronic human resource managementAccording to Tania et al., (2009), there are some factors which contribute tosuccessful implementation of E-HRM in organizations; which are as follows:Table 4: Factors which contribute to success of E-HRM in organizationsS.No. Factors which contribute to successof E-HRM in organizationsSource1User involvementAl-Sehali, 2006; Lee and Lee, 2007;Remus, 20072Business process re-engineeringNah et al., 2001; Lee and Lee, 2007;Remus, 20073Planning and strategyNah et al., 2001; Al-Sehali, 2006; Leeand Lee, 2007; Remus, 20074Training and educationAl-Sehali, 2006; Lee and Lee, 2007;Remus, 20075Change managementNah et al., 2001; Al-Sehali, 2006;Remus, 20076Top management supportNah et al., 2001; Remus, 20077Effective communicationNah et al., 2001; Remus, 20078Project managementNah et al., 2001; Remus, 20073. RESEARCH PROPOSED MODELTaking into account the above mentioned literature, figure 1 illustrates the researchproposed model. According to the proposed model, human resource management andHR practices should be supported by information technology in organizations. Inother words, organizations should apply information technology to assist HRmanagers in their day to day activities, like in job analysis, recruitment, performancemanagement, compensation, training, development and Labor-management relations.Further, when these HR practices are supported by Information technology it meansthat the concept of E-HRM comes to existence in that organization which affectsorganizational outcomes leading to organizational success; as illustrated in figure 1.

The Influence of Electronic Human Resource Management 17Figure 1: Research proposed model of HRM supported by IT.Source: From the literatureAbuZaineh and Ruël (2008) give details in what way HRM has positively taken oneHRM for its benefit. They have offered e-HRM Gears for HRM exercises E-Recruitment and e-Selection.Internet knowhow has turned into a most important instrument for recruiting andselecting workforces (Cappelli, 2001). Recruiting turned into one of the very fruitfulfunctions of the web due to internet technology advent (Harrington, 2002). E-CompensationE-compensation may well be termed as a internet-centered software device that assistsmanagers to model, manage, and impart compensation systems more meritoriously(Duhlebohn and Marler, 2005). E-Learning (e-training and e-Development)Tavangarian, Leypold, Nölting, Röser and Voigt (2004) termed e-learning as thekinds of electronically maintained learning and educating instrument. Its goals are toimprove knowledge of operators (bosses and workers).

18Namrata Shah, Francis Michael, Henry Chalu E-Performance Management.E-performance is expressed as “improving individual performance by leveragingtechnology” (Karrer and Gardner, 2003). E-HRM gears back performancemanagement; the valuation of employee performance could be maintained with eHRM gears by computer observed systems.4. REVIEW OF LITERATUREE-HRM has been widely used in various companies, for the effective functioning ofHuman Resource Management. It is a collection of knowledge, principles, andapproaches for effective human resource management (Mafod, et.al, 2018). E-HRM isa management practice established with the desired positive outcome. For instance,the application of E-HRM reduces the costs, speed up the process, improves thequality and eventually gaining the role of HR within an organization. Additionally, EHRM influences the effectiveness and efficiency of the HR function. HumanResource efficiency can be achieved by reducing paperwork, increasing dataaccuracy, and diminishing HR staff. While effectiveness is influenced by enhancingthe capabilities of managers as well as the employer to make accurate, appropriate andtimely decisions. A recent study has listed out the benefits of E-HRM system whichwill ultimately reduce the organizational costs. Employing E-HRM system made iteasier to apply the human resource activities within the organization. Human resourcemanagement system makes it easier and available to perform human resourceactivities at a pace. Major functions of E-HRM are e-Employee profile, e-recruitment,e-learning, e-training, e- selection, e-performance management system, and ecompensation (Swaroop, 2012).According to Al-Salami (2013), e-management is defined as “the process ofautomating all administrative functions and activities based on all necessaryinformation technology to achieve the objectives of the new management in reducingpaper usage, simplifying procedures, eliminating routine, fast and accurate executionof tasks and transactions”. “Electronic management is the administrative processbased on the potential of the Internet and business networks to plan, direct, andcontrol the resources and core competencies of the organization and others withoutborders, in order to achieve the goals" (Malkawi, 2018). According to Shuai, 2016electronic management has the potential to deliver efficient, effective and fast servicesto the institutions, government and non-government organizations. Moreover, the eHRM has the ability to cope up with information systems and technological advances.The study also identifies certain elements crucial to electronic management such aspaperless management, minimum time and space and management and managementwith dynamic organizations. Therefore, E-HRM is can be defined as the use ofinternet and intranet within the organization to achieve the expected results from thehuman resource department electronically. It also provides services to the customerswithin the least time, effort, cost and high quality (Tan and Nasrudin, 2011).

The Influence of Electronic Human Resource Management 19Malwaki (2018), in the research, discussed the types of E-HRM namely operationalE-HRM, relational E-HRM and Transformational E-HRM. Operational E-HRMfocuses and highlights on HR matters such as payroll and personal data. Whilerelational E-HRM is concerned with supporting business processes like services,recruitment and others. And lastly, transformational E-HRM concerning with humanresource strategies and activities. Knowledge creation and management are the mainstrategies of HR involved in the process. Poisat and Mey (2017) in their researchstudy investigates the different aspects of E-HRM, theoretical perspectives of EHRM, the role of E-HRM and various types of E-HRM. The main purpose of thestudy is to determine the status of e-HRM and examine the report discussing the linkbetween e-HRM and organisational productivity. The main motive of the study is toincrease and improve the organizational efficiency with respect to the human resourceactivities, roles and responsibilities. The results of the study state that implementationof E-HRM increases the organizational productivity. Further, it is argued that e-HRMcan increase the efficiency of HR activities, improve HR service delivery andtransform the role of the HR function into one that is more strategic.Marler and Fisher (2013) tried to understand and explain the relationship between EHRM and strategic HRM. The study criticized E-HRM for being deterministic. EHRM is the accepted tool for the existing HR processes. It is observed that E-HRMallows to play the role of HR in a systematic and strategic manner. Moreover, E-HRMhas the ability to promote innovativeness and creativity with regard to the practiceswithin the organization. Another study explained the relationship between decisionmaking power and E-HRM. Decision making is defined as the process of selecting analternative course of action in order to solve the problem raised. The study suggestedthat E-HRM serves as the decision support system. In other words, decision makingsystem should possess the skills to understand the abstract ideas and obviously findout the solutions for the problems popped up.In recent era, several organizations increased their use of technology with the humanresource management. In Europe it is recorded that almost seventy percent oforganizations including the territorial institutions began using internet and intranet todeliver the human resource services to the employees. For instance, Parry (2009) inthe study mentioned some of the HR functions E-HRM used in the process ofdecision-making. It monitored and recorded the absence of management. E-HRM isused to increase the effectiveness of marking and recording the absence across theorganization. It records the starting and finishing time of the employees who work inthe organization. Further, it enables the e-recruitment system to enter the details of theemployees by themselves. And lastly, the system helps the managers to review all theforms, pay slips, salary slips, bonus ratings, attendance of the employees in a pace.Instead of submitting papers, this E-HRM system allows to directly enter the detailsinto the system. Additionally, the HR managers can provide good strategic planningfor the whole department. This decision supporting system enhances the decisionmaking of the human resource managers.

20Namrata Shah, Francis Michael, Henry ChaluAnother study remarks that E-planning enables HR practitioners in South Africantertiary institutions to estimate future labor supply and demand electronically(Swanepoel et al., 2007). E-HRM is implementing HR strategies, policies, andpractices in organizations through the use of web-technology-based channels. E-HRMis supported by an integrated system, consisting of hardware, software, and databasesdesigned to provide information that can be used in HR decision making, HRanalytics and metrics. It improves administrative and operational HR functions byensuring the availability, compilation and management of HR data for effectivestrategic HR planning. Further, it allows the HR Department to update employees’information; post job specifications, change policies and procedures, and arrangetraining for staff members. The so called E-HRM system also enables HRpractitioners to estimate future human resources management needs by analyzingcurrent job occupation, turn-over, transfers, promotions, retirements and employeeskill levels.Recruitment is another function which was manually executed and in recent times itturned online. In other words, online recruitment has developed into electronicrecruitment. Earlier studies noted the importance of electronic recruitment is foundgrowing in modern times as it seems to be cost-effective, quality-productive and easyto use. Girard and Bernard, (2009) in their study revealed that the recruitment processhas often been affected by challenges such as an increasing need for flexibility andresponsiveness. Thus E-recruitment paved a new way to attract, recruit and selectcandidates by HR practitioners in South African tertiary institutions and this hascontributed to organizational effectiveness.Johnson and Gueutal, (2011) in their study discussed about the e-selection process.The HR practitioners adopted the E-selection process to identify the best candidateswith appropriate knowledge, skills and abilities mandatory for a particular job. The Eselection system enables HR employees to manage the selection process moreactively and to provide more evidence of the effectiveness of the chosen selectionmethod. The E-selection system enables the sustainability of the organization andevolves the system to satisfy the changing requirements of selection. This systemallows the managers to reduce the time and space in the process of selection.Likewise, e-training, e-development, e-learning and e-communication also enable theorganization to satisfy the needs of the employees.According to Stankiewicz, (2015) organizational culture promotes the strategicHuman Resource Management within the organizations. Organizational culture isbroadly defined as the collective programming of the mind which distinguishes themembers of one organization from another. Implementation of the strategicmanagement of human resources in organizations is influenced by various factors,including national culture of the country in which the company operates, and itsorganizational culture.Some of the past researches highlighted the most of the challenges faced by theHuman Resource Management in the twenty first century are retention of theemployees, multicultural workforce, women workforce, retrenchment of the

The Influence of Electronic Human Resource Management 21employees, change in the demand of the government, technology , globalization, andinitiating the process of change (Hashim et.al, 2012). Further, another importantchallenge faced by the HR in any business are layoffs. This is a hard issues beingfaced by the managers and the higher authorities. Additionally, technology, Ecommerce, workforce diversity, globalization, ethical consideration of theorganization, recruitment, training and development and job performance turn to bethe latest c

Electronic Human Resource Management (e-HRM) is the use of technology in providing appropriate Human Resource services within the organizations. HRM or Human Resource Management deals with human beings working in an organization. It is a humanistic approach of managing people towards working effectively in an organization.