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Who knows something about e-HR?

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I am currently writing a book on e-HR and would like to talk to people who have some knowledge about using web-based technologies within HR, for example, for self-service HR administration, recruitment, performance management, e-learning, improving benefits, etc. I am particularly interested to find out how technologies such as these are being used, what benefits they have brought and what difficulties have been experienced.
Also, if there are any suppliers of such systems out there who would like to contact me with their experiences, that would be welcome.
My contact details are [email protected], telephone 0114 267 8972.

Bryan Hopkins

5 Responses

  1. e-Hr versus e-Learning
    Bryan’s question reminded me of something I saw recently on another forum, that I thought was interesting and wonder what others thought.

    The debate was on the apparent lack of discussions on e-learning. A thought was expressed that, now the hype surrounding e-learning was dying down and people were not seeing the benefits they were expected, HR departments were now switching their “cost saving” attentions to e-HR applications, rather than e-learning.

    An interesting observation.

  2. Costs and benefits
    An interesting observation. Another is that many eHR systems that are emerging are incorporating what is essentially an LMS into their overall package, or like some of the larger ERP suppliers actually creating LMS modules into their product suites for clients.

    While I am sure that the ‘hype’ around e-learning has died down, I am equally sure that the desire to utilise on line learning as a complimentary form of delivery has not abated. What I would suggest however is that training managers were not being won over by a sales story which shows how they can slash their hard won training budgets! Instead there is a desire to be able to demonstrate what ‘difference’ any solution can bring to their organisation.
    If an eHR system therefore can eleviate the direct cost (or investment cost)to a training department by passing the expense to HR then why not?! Training Departments could therefore seek out a blend (sic) of delivery methods that best suit their organisation, objectives and budgets.

    Any thoughts?

  3. e-bah-gum lad
    One of the main problems facing all the ‘e’ hype is that it is technology focussed.
    As such it is viewed as a ‘cost’ not an ‘investment’

    Most companies want to build old out-dated ‘intelligent networks’, where organisations believe they can control the information (or automate it). When in reality e-learning/e-Hr and e-KM are all flexible routing systems that no one owns, let alone controls.
    The intelligence is not in the system, but resides in the devices attached to it, i.e. Humans!

    Most successful ‘e-anythings’ have actually taken a step backwards in technological terms, in order to take a step forward in business terms.

    It isn’t difficult to design and implement, nor is it expensive (as some would have you believe). It is as simple as giving people what they want, when they want it, and in a format they understand.

    I can put you in contact with knowledge experts that designed, built and sold this exact type of service.

    Good to talk.

  4. e-hr +s & -s
    I have experienced both positives and negatives with e Hr “solutions”. Business processes such as Forms on line including leave, time sheets etc – great. Staff use them, they work well.

    Policies and procedures – well thats just text online – and what i have seen happen is that when people have a question they still prefer to ring up and talkt o a person about a particular issues that is often not clear in the written format.

    Then moving to putting online what have been traditionally F2F activities such as induction and performance management. My position is that there are parts of these types of activities that are well served by online access. BUT – they are not substitutes for f2F new staff need induction by people, staff need F2F meetings with managers and supervisors for performance management, feedback, relationships etc. All too often an HR area will develop an “online Induction package” and managers will sit new staff at a computer in isolation. Why – well often induction takes time, managers etc have little time, seems to solve the problem! Same issues with performance management.
    While I am a total advocate of working collaboratively online, what makes it work is effective relationships, trust etc – and when HR packages are developed that do not have inbuilt architecture (both IT platform and online processes and F2F processes) they fail.

  5. Who knows something about e-HR?
    Mmmm, some interesting comments in this discussion loop! As an e-HR specialist (and a HR Manager), I have implemented a number of HR systems, both self-service and restricted. This area of HR is not about the technology but about change management (Golden rule – ask your customer base what they want to be delivered to their desk tops, they are the users) – for the HR internal customer base and HR teams. For the customer, a number of benefits are obvious and well documented (involved work force, speed of info flow etc) without going into detail here. For the HR team, the sales pitch is allowing you to ditch the paper chase, get involved with the business and become true partners to the management. Good stuff assuming a) the existing HR people are capable business partners (not many are!), and b) HR were the drivers in the implementation ( the last people you want driving the ROI and implementation are Finance – who only count things they can see! and IT – the project will be late, over budget and full of excuses why it is not working!) and neither of these depts understand nor have an interest in HR. So, come on HR people, learn the technology, get involved and drive the change before someone else drives it for you. The e-HR train is coming your way, get on it, or get hit by it!

    Mark Brome – e-HR bore!

    [email protected]

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