Desired goals and actual outcomes of e-HRM

Much discussion exists in the academic literature about the potential goals of e-HRM, but few scholars have looked at whether these goals are actually realised and what factors have an impact on this. This study examined the goals stated by organisations for the introduction of e-HRM, whether these goals were actually achieved, and the factors affecting this through ten case studies in a range of UK organisations. The results demonstrated that e-HRM is introduced in order to improve efficiency, service delivery, standardisation and organisational image, to empower managers and transform HR into a more strategic function. Efficiency, service delivery and standardisation goals were commonly realised. Some evidence of a transformational impact of e-HRM was found, as the HR staff had more time and information to support the organisation in achieving its business strategy. However, no evidence was found of an actual increased involvement of HR in business decision making. Contact: Dr Emma Parry, Cranfield School of Management, Cranfield, Bedfordshire MK43 0AL, UK. Email: emma.parry@cranfield.ac.uk