Moskva, Moscow, Russian Federation
employee
Moskva, Russian Federation
The article substantiates the need to create a new model of a personnel management system - electronic human resource management, which is an advanced business solution that provides full online support in the management of all processes, actions, data and information necessary for human resource management in a modern company, it is determined the essence and content, the goal, objectives, levels of electronic human resource management are shown, functions and results are shown, methods and opportunities for the implementation of electronic human resource management are proposed. It is shown that the introduction of electronic human resource management increases the efficiency of HR management processes by concentrating information about personnel in a centralized data bank, speeding up information processing, reducing errors and the amount of duplicate work, reducing less productive activities in the field of human resources and its reorientation to strategic tasks.
electronic human resource management (E-HRM), digitalization, web technologies, information system, goals, objectives, functions
1. Upravlenie personalom v Rossii: vyzovy XXI veka. Kniga 6 [Personnel management in Russia: challenges of the XXI century. Book 6]. Moscow: INFRA-M Publ., 2019, pp. 24-51. (Nauchnaya mysl').
2. Anyim F.C. & Ikemefuna C.O. & Mbah S.E. Human Resource Management Challenges in Nigeria Under a Globalised Economy // International Journal of Economics and Management Sciences, 2011, Vol. 1, I. 4, pp. 1-11.
3. Fisher S.L. An Evidence-Based Review of E-HRM and Strategic Human Re-source Management // Proceedings of the Third European Academic Workshop on electronic Human Resource Management, Bamberg, Germany, May 20-21, CEUR-WS.org, ISSN 1613-0073, 2010, Vol. 570, pp. 33-51. -URL: CEUR-WS.org/Vol-570/
4. Gregeby J. Arguments for practice-based studies in E-HRM Case study of HR transformation at SandvikCorp // Proceedings of the Third European Academic Workshop on electronic Human Resource Management, Bamberg, Germany, May 20-21, CEUR-WS.org, ISSN 1613-0073, 2010, Vol. 570, pp. 360-376.
5. Kariznoee, A. &Afshani, M. &Moghadam, M. R. H. The Examine of effect of E-HRM on employee’s job performance // Advanced Research in Economic and Management Sciences (AREMS), 2012. Vol.6. pp. 275-282.
6. Kaur, P. E-HRM: A Boon or Bane? // ANVESHANAM a National Journal of Management, 2013. Vol.1, I. 1, pp. 35-36.
7. Lepak, D. P., & Snell, S. A. Virtual HR: Strategic human resource management in the 21st century // Human Resource Management Review, 1998. 8, pp. 215-23.
8. Ruel, H., Bondarouk, T., & Velde, M. V. d.). The contribution of E-HRM to HRM effectiveness: Results from a quantitative study in a Dutch Ministry // Employee Relations, 2007. 29(3), 280-291.
9. Ruël, H.& van der Kaap H. E-HRM Usage and Value Creation. Does a Facilitating Context Matter? // version accepted after double blind review: June 26, Zeitschriftfür Personal forschung, 2012. Vol.26(3), pp. 260-281.
10. Strohmeier, S. Research in E-HRM: Review and implications // Human Resource Management Review6 2007. 17, pp: 19-37.
11. Swaroop, K. R. E-HRM and how IT well Reduce the cost in organization // Journal of Marketing & Management Review, 2012. Vol.1 (4). pp:133-139.
12. Waddill D. Digital HR: A Guide to Technology-Enabled. Available at: https://www.amazon.com/Digital-HR-Guide-Technology-Enabled-Resources-ebook/dp/B07DWHDWLN/.
13. Zafar, J. An Analysis of E-Human Resource Management Practices: A Case Study of State Bank of Pakistan // European Journal of Social Sciences. 2012. Vol. 15, I. 1.
