<s>
E-HRM	B-Application
is	O
the	O
planning	O
,	O
implementation	O
and	O
application	O
of	O
information	B-General_Concept
technology	I-General_Concept
for	O
both	O
networking	O
and	O
supporting	O
at	O
least	O
two	O
individual	O
or	O
collective	O
actors	O
in	O
their	O
shared	O
performing	O
of	O
HR	O
activities	O
.	O
</s>
<s>
E-HRM	B-Application
is	O
not	O
same	O
as	O
HRIS	O
(	O
Human	O
resource	O
information	O
system	O
)	O
which	O
refers	O
to	O
ICT	O
systems	O
used	O
within	O
HR	O
departments	O
.	O
</s>
<s>
Nor	O
is	O
it	O
the	O
same	O
as	O
V-HRM	O
or	O
Virtual	O
HRM	O
-	O
which	O
is	O
defined	O
by	O
Lepak	O
and	O
Snell	O
as	O
"	O
a	O
...	O
network-based	O
structure	O
built	O
on	O
partnerships	O
and	O
typically	O
mediated	O
by	O
information	B-General_Concept
technologies	I-General_Concept
to	O
help	O
the	O
organization	O
acquire	O
,	O
develop	O
,	O
and	O
deploy	O
intellectual	O
capital.	O
"	O
</s>
<s>
E-HRM	B-Application
is	O
in	O
essence	O
the	O
devolution	O
of	O
HR	O
functions	O
to	O
management	O
and	O
employees	O
.	O
</s>
<s>
It	O
is	O
anticipated	O
that	O
,	O
as	O
E-HRM	B-Application
develops	O
and	O
becomes	O
more	O
entrenched	O
in	O
business	O
culture	O
,	O
these	O
changes	O
will	O
become	O
more	O
apparent	O
,	O
but	O
they	O
have	O
yet	O
to	O
be	O
manifested	O
to	O
a	O
significant	O
degree	O
.	O
</s>
<s>
There	O
are	O
three	O
types	O
of	O
E-HRM	B-Application
.	O
</s>
<s>
Operational	O
E-HRM	B-Application
is	O
concerned	O
with	O
administrative	O
functions	O
-	O
payroll	O
and	O
employee	O
personal	O
data	O
for	O
example	O
.	O
</s>
<s>
Relational	O
E-HRM	B-Application
is	O
concerned	O
with	O
supporting	O
business	O
processes	O
by	O
means	O
of	O
training	O
,	O
recruitment	O
,	O
performance	O
management	O
and	O
so	O
forth	O
.	O
</s>
<s>
Transformational	O
E-HRM	B-Application
is	O
concerned	O
with	O
strategic	O
HR	O
activities	O
such	O
as	O
knowledge	O
management	O
,	O
strategic	O
re-orientation	O
.	O
</s>
<s>
An	O
organisation	O
may	O
choose	O
to	O
pursue	O
E-HRM	B-Application
policies	O
from	O
any	O
number	O
of	O
these	O
tiers	O
to	O
achieve	O
their	O
HR	O
goals	O
.	O
</s>
<s>
E-HRM	B-Application
is	O
seen	O
as	O
offering	O
the	O
potential	O
to	O
improve	O
services	O
to	O
HR	O
department	O
clients	O
(	O
both	O
employees	O
and	O
management	O
)	O
,	O
improve	O
efficiency	O
and	O
cost	O
effectiveness	O
within	O
the	O
HR	O
department	O
,	O
and	O
allow	O
HR	O
to	O
become	O
a	O
strategic	O
partner	O
in	O
achieving	O
organizational	O
goals	O
.	O
</s>
<s>
With	O
e-HRM	B-Application
there	O
is	O
a	O
fourth	O
goal	O
added	O
to	O
the	O
three	O
categories	O
and	O
that	O
is	O
the	O
improvement	O
of	O
global	O
orientation	O
of	O
human	O
resource	O
management	O
.	O
</s>
<s>
HR	O
functions	O
that	O
e-HRM	B-Application
assist	O
with	O
are	O
the	O
transactional	O
and	O
transformational	O
goals	O
.	O
</s>
<s>
To	O
add	O
to	O
this	O
operational	O
benefits	O
have	O
become	O
an	O
outcome	O
of	O
the	O
implementation	O
of	O
e-HRM	B-Application
.	O
</s>
<s>
E-HRM	B-Application
has	O
increased	O
efficiency	O
and	O
helped	O
businesses	O
reduce	O
their	O
HR	O
staff	O
through	O
reducing	O
costs	O
and	O
increasing	O
the	O
overall	O
speed	O
of	O
different	O
processes	O
.	O
</s>
<s>
E-HRM	B-Application
also	O
has	O
relational	O
impacts	O
for	O
a	O
business	O
;	O
enabling	O
a	O
company	O
's	O
employees	O
and	O
managers	O
with	O
the	O
ability	O
to	O
access	O
HR	O
information	O
and	O
increase	O
the	O
connectivity	O
of	O
all	O
parts	O
of	O
the	O
company	O
and	O
outside	O
organizations	O
.	O
</s>
<s>
Moreover	O
,	O
e-HRM	B-Application
creates	O
standardization	O
,	O
and	O
with	O
standardized	O
procedures	O
this	O
can	O
ensure	O
that	O
an	O
organization	O
remains	O
compliant	O
with	O
HR	O
requirements	O
,	O
thus	O
also	O
ensuring	O
more	O
precise	O
decision-making	O
.	O
</s>
<s>
Finally	O
,	O
research	O
has	O
begun	O
to	O
examine	O
the	O
links	O
between	O
e-HRM	B-Application
and	O
perceived	O
labour	O
productivity	O
both	O
directly	O
and	O
through	O
the	O
mediating	O
role	O
of	O
HR	O
service	O
quality	O
.	O
</s>
