An examination of e-HRM as a means to increase the value of the HR function
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This article examines the potential use of e-human resource management (e-HRM) as a means to increase the value of the human resources (HR) function, within the framework of the resource-based view. Past research has suggested that e-HRM may support the HR function in becoming more efficient, improving service delivery and adopting a greater role in delivering the firm's business strategy. The results from a large-scale survey across 12 countries showed that e-HRM may help HR to increase its value by becoming more strategic, but found no evidence of cost savings due to reductions in HR headcount. This suggests that organisations are using e-HRM in order to redeploy HR practitioners from transactional work to more strategic and value-added activities.
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Standardised HR platforms such as HR cloud technology, SaaS, BPaaS, and HR SSPs force HR to become more standardised, requiring less centralised HR teams to maintain it, thus ensuring HR professionals' more strategic involvement.
“Standardised HR platforms such as HR cloud technology, SaaS, BPaaS, and HR SSPs force HR to become more standardised, requiring less centralised HR teams to maintain it, thus ensuring HR professionals' more strategic involvement (Parry, 2011)”
From AI-augmented HRM: Antecedents, assimilation and multilevel consequences (2023) · cites this paper as Parry, 2011
Standardisation across different units in an organisation can help managers use shared HR services to be HR compliant and improve the management process, resulting in strategic contribution and competitive advantage.
“This proposed standardisation across different units in an organisation can help managers use the shared HR services to be HR compliant and improve the management process, resulting in strategic contribution and competitive advantage (Parry, 2011; Ruel et al., 2004).”
From AI-augmented HRM: Antecedents, assimilation and multilevel consequences (2023) · cites this paper as Parry, 2011
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- Authors
- Parry, E.
- Affiliations
- Cranfield University (GB)
- Corresponding author
- Parry, Emma
- ORCID
- Parry, Emma
- Venue
- The International Journal of Human Resource Management
- Publisher
- Informa UK Limited
- Published
- 2011-03
- Volume
- 22
- Issue
- 5
- Pages
- 1146-1162
- ISSN
- 0958-5192 (ISSN-L)
- 1466-4399
- OpenAlex
- W2088823463
- Cited by
- 193
- References
- 56
- Citations by year
- 2026: 4 · 2025: 6 · 2024: 17 · 2023: 21 · 2022: 15 · 2021: 24 · 2020: 16 · 2019: 20 · 2018: 12 · 2017: 12 · 2016: 11 · 2015: 11 · 2014: 10 · 2013: 9 · 2012: 4
- FWCI
- 13.54
- Type
- journal article
- Language
- en
- Open access
- Locations
- The International Journal of Human Resource Management (publishedVersion)
- CERES (Cranfield University) (submittedVersion)
- Topics
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Employer Branding and e-HRM
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Human Resource and Talent Management
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › AI and HR Technologies
- Keywords
- e-HRM, human resource management, resource-based view, strategic human resource management, cost reduction, HR service delivery, business strategy alignment
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