The Study on Success Factors of e-Human Resource Management

소개

영문으로 작성한 eHRM에 관한 보고서

The recent movement into new digital management system has required different concept of the existing industrial border and has also caused rapid change of new business. This fundamental change of management environment has induced the new e-HRM system which replaces traditional human resource management (Mun-Ju,K.,2005).
The main purpose of this study can be explained as below. First, it mainly introduces various existing theories of e-HRM system, and explains the main points of each different approach. Secondly, this research also tries to suggest the desirable model of successful e-HRM system by conducting some case studies on good performing e-HRM system in domestic firms.
Though these case studies, it has been possible to suggest some specific mechanism from successful e-HRM system cases. Furthermore, for much precise analysis, those mechanisms have been divided into three different steps such as before, middle, and after of any specific e-HRM system. To summarize, this research argues that there are several conditions which are necessary for achieving successful adaptation of new e-HRM and strategy, assistance from top management and other internal departments, proper training and education on employees, well organized security management for private firm information, and systematic improvement through good feedback. In conclusion, this research tries to suggest the possible way for successful introduction of e-HRM system.

목차

ABSTRAT
1. INTRODUCTION
2. THE THEORETICAL CONTEXT
2.1 SUMMARY OF e-HRM
2.2 EXPECTATION EFFECTS OF e-HRM
2.3 MAIN CONTENT OF e-HRM
2.4 SUCCESS FACTORS OF e-HRM

3. STUDY METHODS
4. ANALYZE RESULTS
4.1 SUCCESS FACTORS BEFORE INTRODUCED STEP OF e-HRM
4.2 SUCCESS FACTORS IN OPERATIONAL STEP OF e-HRM
4.3 SUCCESS FACTORS AFTER THE POST-STEP INTRODUCING OF e-HRM

5. CONCLUSION
6. REFERENCE

본문내용

2.2 EXPECTATION EFFECTS OF e-HRM
The effects of introduce e-HRM system can be divided into four kinds. First of all, through paperless office realizing, it can bring cost savings of basic personnel management. This means improvement of productivity, in the case of the West’s leading companies significant achievement can be found.
Second thing is promoting the members’ satisfaction. It can contribute to responding the various needs of members and giving more authorities to managers so that satisfaction of members can be rising up.
Third, via the change of company culture, it can be possible to strengthen the power of organization. Getting out of the conservative image of the existing personnel department, it would facilitate role in e-business era leading to changes as pioneer. In other words, as focusing on the individual members of the organization personnel services and maximizing the use of information management, it can be used as internal communication tool beyond capabilities of personnel management and service.

참고자료

· Ulrich, D., 2000a, “From eBusiness to her”, Human Resource Planning, pp.12-21 (9)
· Ulrich, D., 2000b, “HR Champion”, Harvard Business School Press
· Vicere, A., 2000, “New economy, New HR”, Employment Relations Today, pp.1-11 (10)
· Walker, A.J & Perrin, T., 2002, “Web-Based Human Resource”, Mcgraw-hill
· Wright,T., 2001, “Web-powered HR”, Interweek, March 12
· Wright, P., 2000, “People in the e-business: new challenges, new solutions.” , Center for Advanced Human Resource Studies, Cornell University, Working paper pp.00-11 (11)