Citation:
Emma Parry and Shaun Tyson, Desired goals and actual outcomes of e-HRM, Human Resource Management Journal, Volume 21, Number 3, 2011, Pages 335–354
Abstract:
Much discussion exists in the academic literature about the potential goals of
e-HRM, but few scholars have looked at whether these goals are actually realised
and what factors have an impact on this. This study examined the goals stated by
organisations for the introduction of e-HRM, whether these goals were actually
achieved, and the factors affecting this through ten case studies with a range
of UK organisations. The results demonstrated that e-HRM is introduced in order
to improve efficiency, service delivery, standardization and organisational
image, to empower managers and transform HR into a more strategic function.
Efficiency, service delivery and standardisation goals were commonly realised.
Some evidence of a transformational impact of e-HRM was found, as HR staff had
more time and information to support the organisation in achieving its business
strategy. However, no evidence was found of an actual increased involvement of
HR in business decision making.
