E-HRM in Bangladesh
| Autor: | Munshi Samaduzzaman, Fazluz Zaman |
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| Rok vydání: | 2012 |
| Předmět: | |
| Zdroj: | IOSR Journal of Business and Management. 4:32-36 |
| ISSN: | 2278-487X 2319-7668 |
| DOI: | 10.9790/487x-0463236 |
| Popis: | Electronic Human Resource Management or what is known as e-HRM emphasizes an ordinary adopted executive practices in the field of manpower handling as well as sourcing. E-HRM is visibly grounded as well as established on diversely rooted expectations and constructive circumstances of e-HRM process, such as reduction of training and development costs, speeding up HR planning, improving manpower quality, and having a stronger strategic function for HR assumptions within the company. The utilization of e-HRM as well as its underlying technology, as a pathway to execute strategies, guidelines, practices as well as regulations pertaining to human resource, is ought to integrate an impact on how human resource role operates in the long run. Moreover, the use of e-HRM adhered to transform the system supported by HR base. The advantage of such e-HRM and its technology on Bangladesh as well as other countries in Asia such as Kuwait and Malaysia has put relevance on the e-HRM system with dependence on how e-HRM is manifested and applied into HRM division. For disadvantage, it can be that Asian countries may be too dependent on e-HRM applications and too much use of its technology without appropriate source of supports to the e-HRM function and the lack of construction base positing effective e-HRM related technology. This has affected Bangladesh and its industries in a serious manner as such; the business might be doing their best to accomplish with e-HRM goals through proper execution as well as adaptation within the business arena. |
| Databáze: | OpenAIRE |
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