The challenges of e-HR

WHILE THE HUMAN resources (HR) management function has been changed and influenced greatly over the years by a number of factors, the most compelling influence has undoubtedly been technology, says Emile Bosman, HOD: HR Services, Softline VIP.

Emile Bosman

There are, however, challenges facing e-HR, not the least of these being employee self-service offerings. Bosman believes too many organisations underestimate the impact of technology on their employees.

Training should be provided on company time to develop the self-efficacy of the employees and, better still, employees should be involved in the development of the system, so that it's not viewed as just a system for HR.

Another hurdle is that it has long been assumed and accepted that HR departments have to earn "strategic partner" status. HR departments can be better integrated and involved in strategic planning processes if they are able to expeditiously provide appropriate and accurate information through the use of IT.

To bring this about, HR not only has to change its role in the business from a "guardian of justice" to more of a "service/consultancy" role, but also its focus on the most appropriate type of delivery systems, Bosman concludes.