E-HRM and its outcomes. : A study of relational e-HRM in multinational companies.

Abstract: Human Resources Management (HRM) is a crucial part of every organization as it dealswith a vital resource: human capital. In the past 10 years, HRM has been going througha transformation adopting technological tools to improve its performance. Paauwe,Farndale and Williams (2005) said that “the HRM function is subject to radical anddramatic change because of the implications of web- based organizing”(p. 3). The combinationof information technology (IT) tools in HRM processes has been named “electronicHuman Resources Management” (e-HRM). E-HRM strives to implement all theoperational activities that HRM is concerned with, with the help of technological toolsin a fast and accurate way. The purpose of this thesis is to identify and explain the outcomesthat multinational corporations experience by using relational e-HRM.In this thesis, we chose to have a qualitative approach, gathering empirical resultsthrough in-depth, semi- structured interviews. A frame of reference that complementedour purpose was created based on previous e-HRM research. After gathering our findings,we analyzed the information using the theoretical framework. In the analysis wecompared our theory to the findings, in order to answer our research questions and fulfillour purpose.To conclude, we identified that the interviewed companies make use of e-recruitment, etrainingand e-performance appraisal in their HR processes. The most significant outcomeswere the increase of speed in processes, standardization, elimination of distanceconstraints and possibilities for data archiving. It is important to mention that in order toachieve better results, companies must combine e-HRM with face-to-face interaction.Lastly, it was discovered that apart from bringing positive outcomes, it is difficult to sayif e-HRM is effective because there are no concrete ways of measuring it.