Comparing two university websites in terms of their e-HRM Research Paper

Comparing cardinal university websites in terms of their e-HRM - Research Paper ExampleSpecifically both(prenominal) universities web sites were examined. Based on a scientific framework several aspects were analyzed contextual factors, website architecture, e-HRM activities, actors, goals, e-HRM dodging and possible outcomes. The organization type is similar in both cases. But the results reveal that the type of e-HRM fare is different. Therefore the e-HRM practice on each organization has different consequences. It happens because the contextual environment is not the homogeneous and the the e-HRM application and the web sites main activities are very different. This paper emphasizes the importance of the controlling and monitoring depute in order to prove the effectiveness of the e-HRM practice. It provides also instructions for future questiones. e-HRM practice Comparing two university websites e-HRM is a new research theme. As a new application is important to identify th e research needs and define a research framework in order to achieve a fit result. e-HRM appears as the use of the information engine room in order to support the humanity resources functions. The questions are How trick the IT technology coexists with the HR functions and improve its efficiency? With e-HRM, music directors can access relevant information and data, conduct analyses, get ahead decisions, and communicate with others - and they can do this without consulting an HR professional unless they choose to do so. For example, a manager who wants to hold up a merit pay decision may access files containing text, audio, and video describing how best to make the decision. Then, the manager can access the data file containing information on his/her employees. With a click of the mouse, the decision is enter and other departments (such as finance) are notified. Hours of processing are reduced to minutes, and much paperwork is avoided by the use of this technology (Lengnick-H all & Moritz 2003, p. 366). The first studies appears in 1995 ( Strohmeier, S. 2007). Strohmeier presents a research framework. Ruel and the colleges developed An explorative empirical study in five dollar bill large companies on web-based HRM. With this experience were identified four type of goals in e-HRM practice, and crucial research gunpoint were defined. The purpose of this paper is to compare the actual practice of e-HRM on two different Universities websites and determine the similarities and differences in the midst of e-HRM practices on both websites. The Universities are Zayed and Texas. Based on previous studies, as the Ruel and Strohmeier experiences, is possible to identify faultfinding points to analyses in both e-HRM practice. Applying this knowledge to the current case study, this paper aims to identify and to describe the e-HRM practices and policies in both cases. After presenting the theoretical concepts on chapter 3, the methodology and the results will be presented in sections 4 and 5. In the shutdown ( section 6), the themes will be synthesized and the lessons learned presented. HRM and e-HRM Strategic Human Resources Management Martin-Alcazar, Romero-Fernandez and Sanchez-Gardy s literature canvas define Strategic Human Resources Management as the integrated set of practices, policies and strategies through which organizations manage their human capital, that in?uences and is in?uenced by the business strategy, the organizational context and the socioeconomic context. ( Alcazar, Fernandez & Gadey, 2005). Built on an intensifier research work on strategic HRM models as the contingent,