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An Empirical Study on Adoption of ERP on IT and Non-IT Companies in Odisha

An Empirical Study on Adoption of ERP on IT and Non-IT Companies in Odisha

Monalisha Patel
Copyright: © 2018 |Volume: 5 |Issue: 2 |Pages: 10
ISSN: 2155-4153|EISSN: 2155-4161|EISBN13: 9781522546207|DOI: 10.4018/IJAIE.2018070105
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MLA

Patel, Monalisha. "An Empirical Study on Adoption of ERP on IT and Non-IT Companies in Odisha." IJAIE vol.5, no.2 2018: pp.58-67. http://doi.org/10.4018/IJAIE.2018070105

APA

Patel, M. (2018). An Empirical Study on Adoption of ERP on IT and Non-IT Companies in Odisha. International Journal of Applied Industrial Engineering (IJAIE), 5(2), 58-67. http://doi.org/10.4018/IJAIE.2018070105

Chicago

Patel, Monalisha. "An Empirical Study on Adoption of ERP on IT and Non-IT Companies in Odisha," International Journal of Applied Industrial Engineering (IJAIE) 5, no.2: 58-67. http://doi.org/10.4018/IJAIE.2018070105

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Abstract

The complex data and information from all sectors are integrated together by the ERP within an organisation. Because of the various kinds of end users, the implementation of the ERP is a complex process to handle. Some of the effects of individual, technological and organisational factors are taken into consideration as in the impact of the usage upon ERP and its effect upon the end user. The results however suggests that the system functionalization supports the organisation in the functioning of the HR practices, training and development, self-dependency of employees (end users) and the compatibility factor of the end users as well. The usage of ERP has no doubt an impact upon human resources functions and operations. Because human resources involve the human capital, therefore the process of human resource management (HRM) is undergoing changes implementing various tools of technology while improving performance. The amalgamation between HRM processes with information technology being termed as electronic human resources management. (E-HRM). So, the phenomenon of E-HRM works to functionalise all operations and activities that the human resource management system dealt with. Both in terms of E-HRM and the virtual human resource management systems do not go with the same interpretations as those streamlined by Lepak and Snell's “The network founded structure built on partnerships and typically framed by networking technologies to support the organisation attain, develop and deploy intellectual capital.” It is not wrong to say that the decentralization of human resource functions is the essence of E-HRM. Those functions typically can be availed through an intranet or other web technology channel. When such facilities are provided within an organisation it helps the managers and employees empower themselves to perform the chosen HR functions themselves, relieving the HR department of those tasks. It is even foreseen that as E-HRM grows and renovates business culture, there would be changes, but the need is to be inculcated to a substantial measure.

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