Use the Strayer Library or the Internet to look for an article dealing with HRM strategies and eHRM strategies.
Review Figure 12.1 The eHRM Field on page 317.
Discuss
Based on the article you choose and Chapter 12 in the textbook, please respond to the following:
Explain each eHRM field in Figure 12.1 and how they assist each other in the development of HR systems and their impact on the organizations ability to implement change.
Do you think eHRM is required for upgrading organization’s performance management, compensation, benefits, and payroll systems? Why or why not?
Sample solution
Dante Alighieri played a critical role in the literature world through his poem Divine Comedy that was written in the 14th century. The poem contains Inferno, Purgatorio, and Paradiso. The Inferno is a description of the nine circles of torment that are found on the earth. It depicts the realms of the people that have gone against the spiritual values and who, instead, have chosen bestial appetite, violence, or fraud and malice. The nine circles of hell are limbo, lust, gluttony, greed and wrath. Others are heresy, violence, fraud, and treachery. The purpose of this paper is to examine the Dante’s Inferno in the perspective of its portrayal of God’s image and the justification of hell.
In this epic poem, God is portrayed as a super being guilty of multiple weaknesses including being egotistic, unjust, and hypocritical. Dante, in this poem, depicts God as being more human than divine by challenging God’s omnipotence. Additionally, the manner in which Dante describes Hell is in full contradiction to the morals of God as written in the Bible. When god arranges Hell to flatter Himself, He commits egotism, a sin that is common among human beings (Cheney, 2016). The weakness is depicted in Limbo and on the Gate of Hell where, for instance, God sends those who do not worship Him to Hell. This implies that failure to worship Him is a sin.
God is also depicted as lacking justice in His actions thus removing the godly image. The injustice is portrayed by the manner in which the sodomites and opportunists are treated. The opportunists are subjected to banner chasing in their lives after death followed by being stung by insects and maggots. They are known to having done neither good nor bad during their lifetimes and, therefore, justice could have demanded that they be granted a neutral punishment having lived a neutral life. The sodomites are also punished unfairly by God when Brunetto Lattini is condemned to hell despite being a good leader (Babor, T. F., McGovern, T., & Robaina, K. (2017). While he commited sodomy, God chooses to ignore all the other good deeds that Brunetto did.
Finally, God is also portrayed as being hypocritical in His actions, a sin that further diminishes His godliness and makes Him more human. A case in point is when God condemns the sin of egotism and goes ahead to commit it repeatedly. Proverbs 29:23 states that “arrogance will bring your downfall, but if you are humble, you will be respected.” When Slattery condemns Dante’s human state as being weak, doubtful, and limited, he is proving God’s hypocrisy because He is also human (Verdicchio, 2015). The actions of God in Hell as portrayed by Dante are inconsistent with the Biblical literature. Both Dante and God are prone to making mistakes, something common among human beings thus making God more human.
To wrap it up, Dante portrays God is more human since He commits the same sins that humans commit: egotism, hypocrisy, and injustice. Hell is justified as being a destination for victims of the mistakes committed by God. The Hell is presented as being a totally different place as compared to what is written about it in the Bible. As a result, reading through the text gives an image of God who is prone to the very mistakes common to humans thus ripping Him off His lofty status of divine and, instead, making Him a mere human. Whether or not Dante did it intentionally is subject to debate but one thing is clear in the poem: the misconstrued notion of God is revealed to future generations.
References
Babor, T. F., McGovern, T., & Robaina, K. (2017). Dante’s inferno: Seven deadly sins in scientific publishing and how to avoid them. Addiction Science: A Guide for the Perplexed, 267.
Cheney, L. D. G. (2016). Illustrations for Dante’s Inferno: A Comparative Study of Sandro Botticelli, Giovanni Stradano, and Federico Zuccaro. Cultural and Religious Studies, 4(8), 487.
Verdicchio, M. (2015). Irony and Desire in Dante’s” Inferno” 27. Italica, 285-297.
Sample Answer
Sample Answer
Discussion on eHRM Strategies and Their Impact on Organizational Change
Introduction
The integration of electronic Human Resource Management (eHRM) strategies into organizations has become a pivotal aspect of modern HR practices. Utilizing technology to manage HR functions not only enhances efficiency but also strengthens the overall performance of HR systems. In this discussion, we will explore each eHRM field as depicted in Figure 12.1 from our textbook, assess how these fields assist each other, and evaluate the necessity of eHRM for upgrading performance management, compensation, benefits, and payroll systems.
Explanation of Each eHRM Field in Figure 12.1
1. eRecruitment:
– Description: This field encompasses the use of technology to streamline the recruitment process, making it easier for organizations to attract and select candidates.
– Impact on Change: eRecruitment systems allow organizations to quickly adapt to changing labor market conditions by facilitating faster hiring processes and access to a wider talent pool.
2. eSelection:
– Description: This involves utilizing online assessments, interviews, and other selection tools to evaluate candidates.
– Impact on Change: By improving the selection process, organizations can ensure that they are hiring the best candidates who align with their changing needs, thus fostering a culture of agility and adaptability.
3. ePerformance Management:
– Description: This entails using software to track employee performance metrics, set goals, and provide feedback.
– Impact on Change: ePerformance management systems enable real-time monitoring and feedback, allowing organizations to quickly identify performance issues and implement development plans in response to organizational shifts.
4. eLearning:
– Description: This field focuses on the use of online training platforms to develop employee skills and knowledge.
– Impact on Change: eLearning provides flexibility in training delivery, allowing organizations to quickly upskill employees in response to new technologies or processes, ensuring that the workforce remains competent and competitive.
5. eCompensation and Benefits:
– Description: This involves automated systems for managing employee compensation packages and benefits enrollment.
– Impact on Change: By simplifying compensation management, organizations can swiftly adjust pay structures or benefits offerings in response to market trends or regulatory changes, enhancing employee satisfaction and retention.
6. ePayroll:
– Description: This refers to electronic systems used for processing payroll, tax calculations, and compliance with labor laws.
– Impact on Change: ePayroll systems reduce errors and streamline payroll processes, enabling HR departments to respond quickly to changes in labor laws or organizational policies.
7. eHR Analytics:
– Description: This field focuses on data analysis related to HR metrics to inform decision-making.
– Impact on Change: eHR analytics empowers organizations to leverage data in strategic planning and change initiatives, making informed decisions that can enhance overall organizational effectiveness.
Interconnectedness of eHRM Fields
The fields of eHRM do not operate in isolation; they are interconnected and support one another in various ways:
– For instance, effective eRecruitment feeds into eSelection, ensuring that only suitable candidates are chosen based on performance metrics established in the ePerformance Management system.
– Similarly, insights gained from eHR Analytics can inform both eCompensation and Benefits and eLearning, leading to tailored compensation packages and targeted training programs that meet organizational needs.
– The seamless integration of these systems ensures that changes in one area can be reflected across all HR functions, allowing for a coordinated approach to organizational change.
The Necessity of eHRM in Upgrading Systems
Is eHRM Required for Upgrading Performance Management, Compensation, Benefits, and Payroll Systems?
Yes, eHRM is essential for upgrading these systems for several reasons:
1. Efficiency: eHRM streamlines processes through automation, reducing administrative burdens and allowing HR professionals to focus on strategic initiatives rather than routine tasks.
2. Data-Driven Decisions: With eHR analytics, organizations can make informed decisions based on real-time data about employee performance, satisfaction, and compliance issues. This leads to better alignment of HR practices with organizational goals.
3. Flexibility and Scalability: As organizations grow or pivot their strategies, eHRM systems can be adjusted quickly without significant disruption. This adaptability is crucial in dynamic business environments.
4. Employee Engagement: Modern employees expect technology-driven experiences. Implementing eHRM enhances employee engagement by providing easy access to performance feedback, compensation information, and learning resources.
5. Compliance: Automated systems ensure compliance with labor laws and regulations related to payroll and benefits administration, minimizing legal risks associated with manual errors.
Conclusion
The integration of eHRM strategies significantly enhances the capabilities of HR systems within an organization. Each field within eHRM supports others in creating a cohesive framework that promotes adaptability and responsiveness to change. Upgrading performance management, compensation, benefits, and payroll systems through eHRM is not just beneficial but essential for organizations aiming for sustained growth and success in today’s competitive landscape.
By leveraging technology effectively across HR functions, organizations can better navigate the complexities of modern workforce management while fostering a culture of continuous improvement.
