E-HRM and Strategic Human Resource Management

The following essay attempts a critical review of two peer-reviewed journal articles that deal with the study of the concepts involved in human resource management. The essay stresses on the major issues and arguments that are discussed in the articles. The essay further tends to focus on the key point that the author intends to put forth through the concerned article as well as tends to comment on the veracity of the research that was undertaken by the authors. The essay finally concludes with the advantages and the disadvantages that are discussed in the articles.

The concerned article by Alagaraja (2013) majorly deals with the role of the human resource management or the HRM and the human resource development or the HRD in the matters that pertain to the establishment of the linkages that exist between the human resources of an organization and the organizational performance. The author, through the article tends to put forth the fact that the organizational performance depends on the contributions of human research development and the human resource management. The concerned article concentrates on the similarities and the dissimilarities that exist in the process of conceptualization of the organizational performance that are revealed by the two variables like HRM and HRD. The author also throws light on the independent contributions of HRD and HRM in the establishment of the linkage between the organizational performance and the human resources of the concerned organization.

The author in this article argues that the HRM might be viewed both as a system and as either a set involving various practices or as a single practice that is being followed within the concerned organization. The author within the article further argues that though the human resource management might not affect the financial performance of the organization in a direct manner, however there exists several areas within the field of HRM that might affect the business orientation and the organizational strategy that is followed by the concerned organization.

The article majorly focusses on the comparison and contrasting points that exist between the almost similar notions of HRM and HRD. The author in this particular article attempts a comparison of the two fields from the various viewpoints and factors such as the epistemology, the understanding of the fields and the ontology. The article focusses on the differences that lie between the two notions.

The research conducted by the author appears to be convincing as it puts forth the differences and the similarities between the concepts of HRD and HRM and the dependence of organizational performance on both the factors. The author also points out the fact that the article in discussion might also help the future researchers by providing them with insight on the various similarities and the dissimilarities that exist among both the concepts of HRM and HRD. The article might also aid the future researches by throwing light on the dependency of organizational performance on both the factors related to human resource of a concerned organization.The article by Marler and Fisher (2013) majorly guides the readers and the other future researchers on the relationship that exists between the strategic human resource management and the electronic human resource management or the e-HRM. The authors put forth the fact that the strategic human resource management is capable of providing predictions on the outcomes that might succeed from the e-HRM. The authors further suggest that these outcomes generally tend to depend on the concerned context. The authors of the article put forth various theoretical viewpoints that relate to the concepts of e-HRM and strategic HRM within an organization.

The authors in this given article, deal with the ways that they might undertake in the formation of the theories that pertain to the relationship that exists between the concepts of strategic HRM and e-HRM. The authors of the article argue on the fact that the development of the e-HRM that might help in the reinforcement of the strategic goals that have been set by the management of the organization. The authors also lay stress on the fact that the e-HRM might help in establishing the compliance that needs to be existent within the concerned business organization.

The authors of the article tend to employ the various evidence-based methodologies in order to put forth the various existent literature in the fields of the e-HRM and the strategic HRM. The authors rely on the methodologies that are based on the evidences that have been available to them in order to summarize and simplify the materials that have been available to them. The authors use the integrative synthesis method in the analysis of the relationship that exists among the concepts of the strategic HRM and e-HRM. The authors had taken into consideration almost 85 articles that are relevant to the research and deals with e-HRM. The authors of the article had focused on the empirical analysis of the available data on e-HRM.

The researches that have been undertaken by the authors of the article tend to be very relevant in the field of the strategic HRM and e-HRM. The research undertaken by the author might assist the future researchers in the concerned field. The authors reveal the fact that the earlier studies did lack the theoretical foundations that are necessary for the concepts of e-HRM. The authors further reveal that the earlier literatures do reveal a lack in the attention that needs to be given to the strategic outcomes. The earlier literatures, as observed by the authors do fall short in the matters that pertain to the empirical examination of the e-HRM from the view point based on the researches. The authors also reveal the fact that the discipline of e-HRM requires more longitudinal quantitative studies on the macro levels.

In conclusion to the above essay it might be stated that the articles that have been reviewed might help the future researchers to understand the key points that need to be addressed in the researches and studies pertaining to the field of HRM. The strategies discussed in these articles tend to focus on the various viewpoints that might help the concerned management of the company to motivate the staff and thus increase the performance of the concerned organization.

References

Alagaraja, M., 2013. HRD and HRM perspectives on organizational performance: A review of literature. Human Resource Development Review, 12(2), pp.117-143.

Marler, J.H. and Fisher, S.L., 2013. An evidence-based review of e-HRM and strategic human resource management. Human Resource Management Review, 23(1), pp.18-36.