Custom essays on Electronic and Web-Based HR Tools

It goes without saying that corporate strategy on the whole essentially depends on the Human Resources Strategy. Hence, the latter is under consideration of specialists and is constantly being developed. As we know, it refers to the management of organization and includes the stages of staff employment, their personal growth and team building and so on (Pynes, 2009). So, here the matter of person is the decisive one, still it hasn’t escaped from technological intrusion as well.
Here we need to come closer to the term ‘Knowledge Management’, which stands for a set of certain practices and strategies an HR specialist applies to build and to specify experiences and insights of personnel.
As Ernst Biesalski underlines, electronic Human Resources Management is integrated into techno-centric Knowledge Management. He describes how technological support works.
We should pay attention to one of the web-based tools which are used to make HR processes automated (Biesalski, 2005). It is Electronic Human Resources Management, or eHRM. By means of it the data is delivered to the employees. Marketplaces and all the other functions fully implemented become available online, and then there are a lot of different techniques. Knowledge Discovery in Databases is one of them, Data Mining, and so on (Strohmeier, 2007).

eHRM helps the HR-department to fulfill many tasks, qualitative in special, and thus they get more time to concentrate on consulting and trainings. The main cases of eHRM application are recruitment decision support, skill-extraction and strategic personnel evolution: “eHRM offers the opportunity to automate administrative HR-work and to optimize value creating HR-activities,” Biesalski (2005) summarizes.
The main benefits of this technology are pace and enhanced quality of administrative processes and it provides certain cost savings too.
On the other hand, lack of face-to-face communication is a serious limitation; some people suffer they feel difficult to adapt to new technologies they never needed before, others loose work as they are replaced by electronic tools. That’s why we come to the conclusion that to make HR-workers motivated again they should be gradually oriented to new tasks and duties.

References
Biesalski, E. (2005). Knowledge Management and e-Human Resource Management. Wissensmanagement, 102(2), 499-505.
Pynes, J. (2009). Human resources management for public and nonprofit organizations: A strategic approach. San Francisco, CA: Jossey-Bass.
Strohmeier, S. (2007). Research in e-HRM: Review and implications. Human Resource Management Review, 17(1), 19-37.