Our report discusses about strength and weaknesses of electronic Human Resource and discusses some implications for future research. e-HR’s software brings a high degree of homogeneity and standardization platform for smooth working in an organization. It helps to bring the control and efficiency required by HR. An initial framework the review analyzes HR professionals at organization introduced a technology based management information system (MIS). This system enabled the employees to be more efficiently administered (in theory) through an impersonal system to bring into conformity with rules for payroll, attendance and punctuality. Hence, e-HR software interface in salary decisions and others linked to people. The e-HR systems are core applications who reduce the over time of Human Resource Management. It has achieved data from an administrative function, which responsible from payroll to help in strategic decision making that can add value to an organization. Companies have now realized. The role e-HR has developed as grow of organization the primarily administrative becomes business partner. At same time e-HR provide the business possess such as stable, reliable which makes high recognition within the organization.

After implementation e-HR in any organization, company can easily save there cost. Because e-HR use enterprise and internet, efficiently connect people such a way if gives all information they need. It also manages relationship, streamlines processes and improves the se of information to make strategic and operational decisions. e-HR about connecting people – customers, suppliers, employees – with information. It’s about making organizations more efficient and more profitable

INTRODUCTION

Due to market development, the manager roles has changed in recent years, and partly also due to new technologies being used by the organization that they are working in. As a result, organization needs to examine their own organizational Human Resource role. (Alleyne et al, 2007)

In today global markets, organizations and companies recognize that in order to compete, are based on the quality and effectiveness of their employees to succeed. Human Resource managers today need a world class Human Resource management system to help them in daily strategic and operational decision.

Over the last recent years, with the advance of Intranet and Internet technologies, Human Resource tools known as electronic Human Resource management (HRM) emerged. (Hooi, 2009)

Recent Development in E HR or HRIS

In the 1990s client/ server systems are the ideal configuration for most companies. But in recent years, companies are beginning the tasks of migrating their legacy systems to new packages designed with more advance structure. And they are usually what we know today as Human Resource Information System (HRIS), which is part of the Enterprise Resource Planning (ERP). ERP are able to offer companies the advantage in term of functionality, storage capacity, performance and an opportunity to reengineer their HR processes.

Due to the fast rapid development of technologies and changes in the fundamental of business, the Human Resource Department today cannot operate like the old days. It is not enough to have a group of people who only need to know all about the benefits plans, salary program, and career opportunity within the organization. The demand for skilled workers, especially “knowledge” workers, also helps to accelerate the need for HRIS to assist in strategic role of HR. (Stone et el, 2006)

DEFINITION

E HRM According to a group of Researcher from Singapore Ministry of Manpower, Human Capital Development Division, E-HRM refers as active use of electronic media and participation of employees with technology to helps to lower administration costs, and improve the communication of their employee with quicker access to information, and reduce time needed in processing. (Hooi, 2009)

Human Resource Information System (HRIS) basically is a human resource database system that allows you to keep track of all types of Human Resource information related to the organization and it’s human capital. However, not all companies that name their system an HRIS – Human Resource Information System are comprehensive enough. If the human Resource system, are only able to handles one or two functions, example such as benefits like administration or payroll, then we do not consider it as a comprehensive HRIS. (Bondarouk & Ruel, 2009)

Electronic Human Resource (EHR) it refers to conducting business transaction in human resource related using the Internet. (LengnickHall & Moritz 2003) Usually refer usually to Employee Management System that is normally refers to browser based Human Resource web portal. Unlike HRIS, E-HR or Employee Management System can usually handles limited functions or benefits, such as payroll and leave application. The growth of E-HR was due to the rapid development of Internet technologies in the 1990s. With point and click ease of use, E- HR are usually very user friendly and easy to use. Widely used by companies especially small and medium enterprise, who can’t afford a comprehensive Human Resource System such as HRIS.

Human Resource Management (HRM) it refer to a form of support function that services its own internal customers, example employee. (Alleyne et al, 2007)

Critical Analysis of Electronic Human Resources (e-HR)

In recent years, with the advancement of intranet and internet, enable a new wave of human resource (HR) technology to emerge, with the aim to assist human resources administrative functions. With these e-HRM functions, HR service is expected to improve by both the management and employees. (Hooi, 2009)

As more and more Human Resource Departments moving toward Internet or Web-based Technology, we need to evaluate and make comparison between the Online Human Resource Management and Traditional Human Resource Management System. (Payne et al, 2009)

Background Strategic human reso