E-HRMElectronic Human Resource Management
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216) as a "Network-based structure built on partnerships and mediated by information technologies to help the organization acquire, develop, and deploy intellectual capital." E-HRM is defined by Strohmeier (2007, p.
IT specialists have developed a number of softwares that convert HR activities from maintenance function to more strategic function computerized systems and open new avenue called e-HRM (Lengnick-Hall and Moritz, 2003).
They used multiple regression analysis to assess the relationships between preferred HR roles and attitude towards E-HRM. They hypothesized a positive relationships strategic partner, change agent, and administrative expert and attitude towards E-HRM and negative relationships between employee champion and attitude towards E-HRM.
More of a survey than a true encyclopedia, this massive resource enables students, IT personnel and human resource managers to learn about emerging trends in HRIS and e-HRM, including the latest methods for staffing and recruitment, training and developing "human capital," compensation, managing individuals and groups within organizations, merging technology and people in work environments and current knowledge and organizational learning theories.
E-HRM is new to the extent that the underlying technology is new.