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The development of a new e-HRM module : A study of the essential e-HRM components in the greening sector

Hoogenboom, N.E.M. (2013) The development of a new e-HRM module : A study of the essential e-HRM components in the greening sector.

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Abstract:The eAHRM components that are essential in an eAHRM module are researched for Infogroen, a company that already delivers software for the greening sector. The company would like to expand their software program by adding an HR module. Using an external HR package was not an option: the preference goes out to developing their own HR module. The focus of this HR module is on eAHRM, where both the manager and the employee have an important role. The possible components of the HR module are based on the five HR best practices, namely (1) Selective recruitment and selection, (2) Compensation and performanceArelated pay, (3) Appraisal and performance management, (4) Training and development and (5) Employee involvement (Boselie, 2010). The components for the managers are directly based on these best practices, whereas the components for employees have a different focus. These were first established from the point of view of employee selfAservice (ESS), a relatively new trend in HR information systems. These ESS principles are: (1) Informing, (2) Streamlining, (3) Change and (4) Collaboration (Schouwstra, 2008). Later on, the possible components for employees are also translated into the HR best practices. This led to a first draft of eAHRM possibilities for both the managers and the employees. The set of components is tested twice: first by comparing these components to the components used in the current range of HR packages. Twelve companies that deliver HR software were selected, of which eight are used in the comparative analysis. The other four companies were left out because of a lack of available information. All the information about the HR software was gathered using information the companies provided: brochures, online trials, demo videos and demos. The comparative analysis led to a list of more than hundred possible eAHRM components. Some of these components were used in multiple HR programs, but some components were used in a small number of programs. These less popular components were tested through the interviews. The findings of both the comparative analysis and the field research were used to establish a final list of eAHRM components. More information about this list can be found in Chapter 5 (Discussion) on p. 39 and further. It is recommended for Infogroen they gather more interviews in order to be more certain about the eAHRM components list. The final lists contains components that are most likely useful, components that are most likely not useful and components that find themselves in between these categories. Gathering more interviews would resolve these uncertainties and give the list more credibility.
Item Type:Essay (Bachelor)
Faculty:BMS: Behavioural, Management and Social Sciences
Subject:85 business administration, organizational science
Programme:Business Administration BSc (56834)
Link to this item:http://purl.utwente.nl/essays/63293
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