Electronic Human Resources

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E-HR diagram showing some of the different aspects that affect E-HR Electronic human resources (E-HR) is a function of HR that is concerned with the use, management, and regulation of electronic information and processes within an organization. E-HR is different from E-HRM (Electronic Human Resource Management) and HRIS (Human Resource Information System) which are uses of technology. More specifically, E-HRM is a system that allows management and employees access to human resource related information and services through an organization's intranet or web portal. HRIS refers to enterprise resource planning software that streamlines human resource functions such as payroll. In contrast, E-HR is a function of human resources that requires cross-functional knowledge and collaboration between multiple departments, most notably human resources and information technology.

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1 Use 2 Management 3 Regulation 4 Related Case Law 5 References 6 External links

[edit] Use
Use refers to the implementation and interaction with technology in the workforce. E-HR focuses on using technology to increase productivity, security, and sustainability within an organization. Some examples that illustrate human resources use of technology include HRIS and E-HRM. Use also includes other technological advances applied to human resource needs such as telepresence and RFID systems.

[edit] Management
The Management aspect of E-HR involves drafting policies and controlling both the traffic and collection of electronic information. As new technology comes out that is more portable and capable of creating and storing more information, it is the responsibility of HR to define how employees interact with the data. According to a Deloitte study in August 2008, 90% of employer data is electronically stored information (ESI), and 40% of executives say that data volumes are becoming unmanageable. Unmanageable data makes locating relevant data more challenging which can manifest into significant losses through wasted storage space and reductions in productivity. Excessive data volumes is especially troublesome during litigation that requires electronic discovery. E-HR policies strive to control and organize data within an organization. To accomplish this, effective records management policies must be created to facilitate lean data storage which involves maintaining pertinent information while removing data as it becomes irrelevant.

[edit] Regulation
E-HR also involves the regulation of electronic data and processes. This requires employers to monitor employees and establish security measures to prevent employee data theft and misuse of technology. Regulation is a vital component of E-HR because data is considered a form of collateral. Therefore, similar to other capital assets, it becomes a business necessity and fiduciary duty to protect the assets of a company from theft or exploitation.

Today, data theft is known one of the fastest growing white collar crimes globally. Unfortunately, a significant source of data theft is employees and former employees because they have access to intellectual property stored on company networks. As a result, preventing data theft is a primary concern of E-HR specialists.

[edit] Related Case Law

There are numerous legal cases that have increased the need for E-HR over the last decade. As case law is established through hearings the role of human resources with respect to technology will continue to grow to reduce liabilities from future litigation. Below are two cases related to E-HR: A case from New Jersey[1] demonstrates the need for employers to monitor and discipline employees for misuse of technology. In the case an accounting employee posted nude photographs of his step daughter on the internet from the employer's computer. The mother claimed that the employer knew or should have known that the employee was using company computer systems to view, download and participate in child pornography. The Court stated: We agree with plaintiff that defendant [the employer] had a duty to report Employees activities to the proper authorities and to take effective internal action to stop those activities, whether by termination or some less drastic remedy. The Court then sent the case back to the lower court for a trial on whether the employers action was the cause of the claimed injuries. The Supreme Court ruled in favor of the California police chief which addressed whether the 4th Amendment's ban on "unreasonable searches" puts any limits on searches by public employers. The court said the limits were minimal, so long as the employer had a "work-related purpose" for inspecting an employee's desk or reading messages sent by the employee on an agency paging system., because it is considered reasonable search.[2] The ruling came was based on a situation where police officers who sued after a wireless provider gave their department transcripts of an officer's text messages. The case is on appeal to the U.S. Supreme Court.
The e-HRM business solution excels in: modularity the solution can be accessed and used in a web browser security of data, protected levels of access to individual modules, records documents and their component parts parametric and customizability access to archived records and documents user-friendly interface connectivity with the client's existing information system (payroll accounting, ERP, attendance registration, document systems) multi-language support

Advantages of the e-HRM business solution: gradual implementation adaptability to any client collection of information as the basis for strategic decision-making

integral support for the management of human resources and all other basic and support processes within the company prompt insight into reporting and analysis a more dynamic workflow in the business process, productivity and employee satisfaction a decisive step towards a paperless office lower business costs

e-HRM Model: