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E-Human Resource Management 14

E-Human Resource Management 14. This book is presented in four sections — the first intended to be more general in nature, the following three devoted to specific aspects of the HRM field in the new information era. Section I, The Cutting-Edge in HRM, presents an overview of how ITCs are modifying general HRM processes and functions. This is the aim of the first three contributions. | Employee Self-Service HR Portal Case Study 103 From Traditional HR to ESS Portals The function ofHuman Resource Management has changed dramatically over time. It has evolved from an administrative function primarily responsible for payroll to a strategic role that can add value to an organization. Organizations have now realized the importance of this function and are investing resources into supporting Human Resource Management Information Systems HRMIS . Hamerman 2002 describes a model of how Internet technology can be applied to HR functions. His Employee Relationship Management ERM landscape presents corporate personal and employee elements Figure 1 . Hamerman 2002 views ERM suites as being platforms for information delivery process execution and collaboration in the organization. He sees the ERM suite being focused on organization-wide issues including recruitment development retention progression and succession. Within the ERM suite sits ESS functionality. The ESS allows for greater operational efficiency and the elevation ofthe HR function from a reacting function to a more creative strategic function. The Human Capital Management HCM component signifies that the human resource is a very important resource for modern organizations. Hamerman proposes the advantages in empowering employees through an ERM suite include multiple value propositions consistent portal GUIs all employee 24x7 real-time dynamic information delivery and A comprehensive collaborative work environment. The evolution of traditional HR to ESS portals has been accelerated by the convergence of several organizational forces. The internal process ofHR is changing its role from support to a more strategic focus in the organization. The role has developed from being primarily administrative to support then to the role of a business partner. At the same time HR is a stable reliable business process has high recognition within the organization and touches every employee. This high recognition .