Human Resource Intelligent Systems

Abstract

Human Resource (HR) leaders, of today, are the real founders of the development of any dynamic and robust organization's social systems. Human Resource Management (HRM) has been at the traditional crossways since long. The HR industry seems to have been stuck at a point in time over decades if not more, that there has been a kind of squabbling between the HR function itself in a way, to kind of prove - who comes on the top or which is more important, demonstrating strategic value vis-a-vis providing the traditional HR services. In this melee, industry remains stuck while there is no controlling the little-known fact that, the global business environment around it is growing more complex and more global by the minute. One great thing that has come out of it for the organizations beyond their pressure to excel is organizational introspection to identify the keys to excellence and developing HRM is one such key. To target the seat at the big table, it becomes essential for HR leaders toestablish the value of HR function to the C-suite of an organization. They need to demonstrate. how their function affects the company's bottom line and overall profitability.The good news is the technology that has come forth and proven to be HR leaders'best partner in doing so. It is now time that HR professionals no longer be just HR professionals. They must now possess technology acumen like never before. It is the duty of HR professionals that they must empower each employee of the organization by providing them with the right technology tools andhelp the managers to aid in workforce productivity and value creation. It is through technology-integration, e-HRM has come forth as a replacement or to supplementthe traditional direct relationships (face to face) with HRIS. These are termed as Employee and Manager Self Service relationships. The world of HR is being drastically reshaped by HR Intelligent systems. More and more organizations are adopting these Intelligent systems to streamline their HR operations and enable HR leaders to strategically align the function to meet business goals. In fact, it can be rightly said that technology has reshaped the DNA of the human resource function. The chapter discusses the gradual and much needed shift in the HR function and traces the journey of Indian and Multinational organizations towards adopting HR Intelligent systems. It also discusses how the adoption of Intelligent systems in Human Resources which are now also being keenly referred to as e-HRM will show the light to HR leaders to position themselves in a strategic role in organizations. This chapter includes an in-depth research study of the e-HRM (Electronic HRM) practices and system of chosen Indian as well as Multinational companies operating in India. The current research has been able to explore and identify the factors which lead to the perceptions of 'End-users' (employees of selected organizations) towards their respective e-HRM systems and applications. The factors and the various variables studied under them, provide a clear picture of the various advantages, limitations and facilitating conditions as perceived by the respondents. A comparative study has been carried out in Indian and Multinational companies regarding these perceptions and it clearly highlights the differences between them as far as e-HRM adoption and practice is concerned.