Blog post

"e-HRM requires a change in focus: from organizational to a human focus"

tristan lavender
Tristan Lavender 30 November 2014

“Always start from your employees' needs.” This is one of the first recommendations that Coen Brandsma, e-HRM specialist at Raet, gives customers. He thinks that e-HRM should be driven by the employee's, rather than the organization's, perspective. “Put yourself in the employees' shoes. How can you give them control of their own HR matters? And what's in it for the employees? Don't forget we're moving towards a future where employees are in control of their own data and their own development.”

Involving employees

Lots of organizations still have to go through the shift from an organizational to a human-based focus, thinks Brandsma. “All too often still, new work processes and tools are implemented top down. Managers and employees have the feeling that their work load is increased just like that without their having been consulted. Involving them right from the start is much more effective. Together, you make progress much faster.”

A need for personal control

Brandsma also feels that some organizations decide against using e-HRM because they are afraid that their employees are not good at using the digital resources. “That assumption is often unjustified,” he says. “Ask employees what they think they need. And remember that people have long since grown accustomed to all kinds of new digital developments in their private lives, like online banking.”

The results of the Raet 2014-2015 HR Benchmark confirm that most employees want to be in control themselves; 66% of all employees would like to be able to arrange their own HR matters. And 61% of them would like to be able to do this anytime and anywhere.

Flexibilization and talent management

When looking at the results of the benchmark, Brandsma is concerned by the fact that e-HRM is mainly being used for basic processes such as digital wage slips or arranging leave, but is hardly ever used for talent management. “The flexibilization of work will become ever-more important in the years to come. I expect that strictly defined functions will be replaced more and more frequently by projects and roles that ask for the flexible deployment of the right talents. That's why organizations will have to know exactly what talents they have in-house.”

Brandsma adds that this attention to talent management via e-HRM is also important if you wish to be seen as an attractive employer. “Younger generations are used to working on their actual talent brand via social media. They expect employers to offer a seamless integration with other details about their ‘digital I’. Eventually, this will also benefit the organization. The more relevant the data that employees provide, the easier it will be to place employees in positions that utilize their talents to the full.”

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Tristan Lavender

Content marketing manager

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