e-HRM: A Strategic Reveiw

Puja Sareen, K. Venkat Subramanian


Today, HR is not treated as a single function. It’s a collection of highly specialized capabilities — each with distinct objectives, tasks and needs. There is an ever-increasing pressure on Human Resource (HR) function to support strategic goals and to focus on value adding activities. Organizations have realized the growing importance of using Information Technology (IT) in leveraging their Human Resource (HR) functions. This takes the form of e-HRM (Electronic Human Resource Management). The e-HRM revolution relies on cutting-edge information technology, ranging from Internet-enabled human resources information systems (HRIS) to corporate intranets and portals. The driving forces are intensifying competition, need to manage workforce on a global level, to improve HR service delivery and to bring cost savings. e-HRM enables HR leaders to become architects in the development of competitive organizational social systems.

This paper reviews the research work done in the field of e-HRM. It provides insights into a framework of e-HRM, along with benefits and limitations. It discusses the impact of e-HRM on HR professionals. It seeks to identify implications for future research in this field.

Key words: Human Resource(HR), Electronic Human Resource Management (e-HRM), Human Resource Information System(HRIS), Information Technolo

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DOI: https://doi.org/10.5296/ijhrs.v2i3.2100

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International Journal of Human Resource Studies  ISSN 2162-3058

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