Aiming For Strategic E-Hrm: Motives And Consequences Of E-Hrm Implementation In An Mnc

Purpose - The purpose of this study is to explore e-HRM in MNC setting from various stakeholder's perspectives. The chapter aims to understand the motives behind the implementation of e-HRM in an MNC. Second, the chapter studies the impacts e-HRM has on various stakeholders and finally aims to deliver understanding of the concept of strategic e-HRM in an MNC.Methodology/approach - The study follows a qualitative case study method and the interviewees represented three groups: top management, HR professionals, and line managers.Findings - Main findings suggest that the implementation was motivated by issues related to standardization and overall introduction of a strategic way of working. As an impact of e-HRM implementation, the control of subsidiaries became easier; external and internal transparency and HR image improved; HR operations gained efficiency; and the possibility for "fact based decision making" enabled strategic e-HRM realization for some stakeholders, with the exception of line managers who were considerably more skeptical about issues related to strategic e-HRM.Practical implications - The issues of change management and system training should be transparent. The strategic benefits could be realized for the line managers and operational HR by discussing how e-HRM impacts their work and roles and how they contribute to achieving the business targets.Social implications - The chapter highlights the need for communication in all levels of MNC, and the needs to update e-HRM regularly and taking equally into account various stakeholder's perspectives.Originality/value - We pioneer a multilevel perspective of e-HRM implementation and impact in an MNC setting and improve the understanding of taking account various stakeholder's views when aiming for strategic e-HRM partnerships.