Study of Use of e-HRM in Performance Appraisal Process in IT Organizations
Keywords:
Human Resource (HR), Information Technology (IT), Electronic Human Resource Management (e-HRM), Internet-Enabled Human Resources Information Systems (HRIS), Performance Appraisal, Human Recourse Department (HRD).Abstract
Today's working climate demands a great deal of commitment and efforts from employees, who in turn naturally expect a great deal from their employers. Today, Human Resource (HR) is not treated as a single function. It's a collection of highly specialized capabilities-each with distinct objectives, tasks and needs. Organizations have realized the growing importance of using Information Technology (IT) in leveraging their Human Resource (HR) functions. This takes the form of e-HRM (Electronic Human Resource Management). The e-HRM revolution relies on cutting edge information technology, ranging from internet-enabled Human Resources Information Systems (HRIS) to corporate intranets and portals. This paper investigates the use of e-HRM in performance appraisal as one of the Human Resource Function in IT organizations. Human Resource Development (HRD) is the framework for helping employees to develop their personal and organizational skills, knowledge and abilities. Performance appraisal is about improving performance and ultimate effectiveness. Employees are encouraged to look ahead to improve effectiveness, utilize strengths, minimize weaknesses and examine how potentials and aspirations should match up. The study provides insights into implementation of e-HRM with reference to performance appraisal. It discusses the impact of e-HRM on appraisal process. It attempts to identify implications for future research in this field.Downloads
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