Document Type: Original Article

Author

MSc of Business Management from Persian Gulf University, Bushehr, Lecturer and Member of Young Researches Club, Science and Research, Islamic Azad University, Fars, Iran

Abstract

Each paper must be accompanied Human Resources Management is a crucial part of every organization as it deals with a vital resource: human capital. In the past 10 years, HRM has been going through a transformation adopting technological tools to improve its performance. The combination of information technology tools in HRM processes has been named “electronic Human Resources Management” (e-HRM). E-HRM is being used with increasing frequency in organizations. In order to gain organizational objectives, it is important to understand and apply the factors effect on the successful adaption of E-HRM. For this purpose, this paper is a complete review on different dimension of Electronic- Human Resource Management and provides a model of factors which lead to successful adaption of e-HRM. This model contains of three categories: Organizational Factors, Actuarial Factors, and External Factors.

Keywords

Sarode, Anil P.J. (2012). “E-HRM: Transforming HR through Technology”, AMS International E-Journal of Ongoing Research in Management And IT, Vols. e-ISSN-2320-0065, pp. 1-10.

Antony Joe Raja, V. and Balasubramanian, S. (2011).” E-HRM IN SOFTWARE ORGANIZATIONS”, International Journal of Management Research and Development, pp. 20-24.

Stone, Dianna L, Stone-Romero, Eugene F. and Lukaszewski, K. (2006). “Factors affecting the acceptance and effectiveness of electronic human resource systems”, Human Resource Management Review, pp. 229-244.

TOTOLICI, Sofia, TOTOLICI, Aurel and L .(2012). “The Research in e-HRM: Relevance and Implications in the Knowledge Society”, University of Galati – Faculty of Economics and Business Administration, International Conference “Risk in Contemporary Economy” ISSN 2067-0532. pp. 195-200.

Strohmeier, S. (2007). “Research in e-HRM: review and implications”. Resource Management Review, pp. 19–37.

Kavanagh, M.C. and Thite, M..(2008). “HRIS Basics Applications and Future Directions”. thousand Oaks, Sage Publications,

Yahya, Hani A.T. and Abdalla Rashid S., Eman S. (2013). “Electronic Human Resource Management”. International Journal of Humanities and Social Science Invention,Volume 2 Issue 11, pp. 1-9.

Lengnick-Hall, M.L. and Moritz, S. (2003). “The Impact of e-HR on the human resource management functions”. Journal of Labor Research, 24, pp. 365-379.

SHILPA, V. and Golpa, R. (2010). “The implication of implementing electronic human resource management (E-HRM) systems in companies”, Journal of Information Technology and Communicatio, pp. 10-29.

Olivas-Luján, M.R. and Florkowski, G.W. (2009). “The diffusion of HRITs across English-speaking countries”, Encyclopedia of Human Resources Information Systems: Challenges in e-HRM, Volume I. New York: IGI Global, pp. 242–247.

Bondarouk, T.V. and Ruël, H.J.M. (2009). “Electronic human resource management: challenges in the digital era”, The International Journal of Human Resource Management 20:3, pp. 505–514.

Bondarouk, T. and Ruël H, J. M. (2006). “Does e-HRM contribute to HRM Effectiveness Results from a quantitative study in a Dutch Ministry”, 4th International Conference of the Dutch HRM Network.

Lengnick-Hall, M.L and Moritz, S. (2003). “The impact of e-HR on the Human Resource, Management Function”, Journal of Labour Research, Vol.24, No.3, pp. 365-379.

Mousavi D., Seyed M. And Fartash, K. (2012). “Electronic Human Resource Management: New Avenues Which Leads To Organizational Success”, A Journal of Multidisciplinary Research Vol.1 Issue 2, pp. 75-87.

Gueutal, HG. and Falbe, C. (2005).”e-HR: Trends in delivery methods”, Human resources management in the digital age, pp. 190-225

Stone, D. L., Stone-Romero, E. F. and Lukaszewski, k. (2003). “the functional and dysfunctional consequences of human resource information technology for organizations and their employees”, advances in human performance and cognitive engineering research, pp. 37-68.

J. H. and Marler, J. H. (2005). “e-Compensation: The potential to transform practice?”, Human resources management in the digital age, p. 166−189.

Cardy, R. L. and Miller, J. S. (2005). “e-HR and performance management: A consideration of positive potential and the dark side”, the brave new world of eHR: Human resources management in the digital age, p. 138−165.

Strohmeier, S. and Kabst, R. (2009). “Organizational Adoption of e-HRM in Europe. An Empirical Exploration of Adoption Factors”, Journal of Managerial Psychology, 24(6), pp. 482-501.

Parry, E. (2011). “An examination of e-HRM as a means to increase the value of the HR Function”, The International Journal of Human Resource Management 22(5), pp. 1146-1162.

Strohmeier, S. (2007). “Research in e-HRM: Review and implications”, Human Resource Management Review 17(1), pp. 19-37.

Olivas-Lujan, M. R., Ramirez, J and Zapata-Cantu, L. (2007). “e-HRM in Mexico: adapting innovations for global competitiveness”, International Journal of Manpower 28(5), pp. 418-434.

Pollitt, D. (2006). “E-HR brings everything together at KPN”, Human Resource Management International Digest 14(1), pp. 34-35.

Voermans, M. and Veldhoven, M. V. (2007). “Attitude towards E-HRM: an empirical study at Philips”, Emerald Personnel Review 36(6), pp. 887-902.

Panayotopoulou L, L., Vakola, M. and Galanaki, E. (2007). “E-HR adoption and the role of HRM: evidence from Greece”, Emerald Group Publishing Limited: Personnel Review 36(2), pp. 277-294.