The subject of our communication will be a better understanding of how the regulation between the on line HR designers and HR experts is built, and to know about the consequences on the HR intranet’s enrichment and the HR reengineering. The author’s communication will articulate in two parts. Firstly, she will come back on the e-HR concept in a way to enrich the definition proposed above by a systematic approach. Secondly, individuals will see how this model, mentioned in all the speeches, meets the logic of the different actors and how the differences between them could be managed; which raises an issue to resolve.
For An Enrichment Of The E-Hr Concept
The evolution of the HR function has been announced in specialised magazines since the end of the 1990s. Some researchers have made aware HR professionals of their difficult position in the company and of the necessity to transform the function (Ulrich, 1997). Thus, the HR department must show its added business value. To do so, certain guidelines must be followed: become more service-oriented, more focused on its clients, being aware of HR commitment and contribution towards the company performance (Lepark & Snell, 1998 ; Ulrich 1999 ; Wright 1998 ; Rüel, Bondarouk & Looise, 2004). In this context, the support of Information Communication Technology (ICT) is considered to be essential—which leads us to the e-HR concept.
Key Terms in this Chapter
Non Specialised Intranet: It is the second level of intranet development. It is mainly characterized by the e-administration: leaves, bills, certificates... Other sections are: more information about mobility management; an access to training services; specific applications to support new forms of network organization.
Specialised Intranet: It is the most accomplished level of the HR Intranet tool’s development. Containing the “non specialised” stage, some new applications appear like e-learning, e-competence and knowledge management.
Middle Management: The category of population characterizes by its specific position between the Board of Management and the staff. This population is one of the most important HR clients to satisfy, because they are considered as a key factor in the company’s transformation through managerial style and discourse.
Intranet Use: The way people daily utilize the on line tools.
e-HR: Electronic-Human Resource is a group of web-based applications and processes that automate and support HR services and management. The e-HR is a way of working for companies based on a deeper transformation of the HR department.
HR Self-Service: Term employs to characterize the HR on-line administrative services which provide a free access to employees, managers, HR team and the Board of Management for a direct and personal data management.
HR Intranet: Intranet is a network based on TCP/IP protocol, which can be linked to Internet. HR intranet is the part of this tool dedicated to on-line services offered by the Human Resources department.
Corporate Intranet: It is the first stage of intranet development. It is mainly focused on internal communications, with a special site for HR information (HR processes, legal elements…), dedicated to all employees of the company.