E-Human Resource Management Thought And Words - In The Human, Organization, Communication, and Technology

Ima Dwitawati


Human resource factor is a mainly asset in the enterprise, because it has a unique characteristic and will not easy to imitated by the competitor. To make a well management of human resource process and its development in the enterprise is important. Together with the coming of information era, then the utilization of information technology to manage and develop the human resource is really necessary. Its means the human resources which managed traditionally would be change by manage it electronically. In the other word, the term of human resource management (HRM) changed by electronic human resource management (e-HRM). Certainly, to develop and manage e-HRM continuously is not easy without the consideration of such factors that exist within it as: human, organization, communication, and technology factors. Therefore, in this article explained such factor that will encourage these four factors in e-HRM practice, with the result is the e-HRM well management, and finally will increase the human resource development in the enterprise. After the consideration of human, organization, communication and technology factor, then continue by analyzed ten of social theory and used it to encourage the e-HRM development perfectly, where the utilization of each social theory is adjusted with appropriate factor only. The social theories that used in this article are: 1) Attribution theory, 2) Act* theory, 3) Argumentation theory, 4) Contagion theory, 5) Cognitive dissonance theory, 6) Agenda setting theory, 7) Absorptive capacity theory, 8) Actor network theory, 9) Adaptive structuration theory, and 10) Administrative behavior theory. Furthermore, the last part of this article is an explanation of human, organization, ommunication, and technology factor, and how to make each factor will give an effective function in e-HRM practice by using the social theory style in order the development of e-HRM more effective, efficient, and increase continuously.


e-HRM; development; social theories

Full Text:



Accel Team, (2008), “Employee Motivation: Theory and Practice,â€

Management Managing Better, (Available online at http://


Agenda Setting Theory, (Available online at http://www.tcw.




Anderson, J. (1983), “The Architecture of Cognition,†Cambridge,

MA: Harvard University Press.)

Anderson, J.R., Matessa, M., & Lebiere, C., (1997), “ACT-R: A

Theory of Higher Level Cognition and Its Relation to Visual

Attention, Human-Computer Interaction, 12(4), 439-462.

Bernardi, Lauren, M., (2003), “Nine Steps to Effective Discipline,â€

(Available online at:



Biesalski, E., (2008), “Knowledge Management and e-Human

Resource Managementâ€, Forschungszentrum Informatik

(FZI) & Daimler Chysler AG, Plant Worth D-76131,

Karlsruhe, Germany.

Bohner, G., & Schwarz, N., (1993), “Mood States Influence the Production of Persuasive Arguments,†Communication

Research, 20, 696-722.

Brockriede, W., and Ehninger, D., (1960) “Toulmin on Argument:

An Interpretation and Application,†Quarterly Journal of

Speech (46:1), pp. 44-54.

Bruyère, S., and Erickson, W., (2001), “E-Human Resources: A

Review of the Literature and Implications for People with

Disabilities,†Ithaca, NY: Cornell University, School of

Industrial and Labor Relations Extension Division, Program

on Employment and Disability.

Burt, R.S., (1992), “Structural holes: The social structure of

competition,†Cambridge, MA: Harvard University Press.

Chaffee and Berger, (1987), “What Communication Scientists

Do,†In C. Berger and S. Chaffee, eds., Handbook of

Communication Science, Sage.

Cohen, W., and Levinthal, D., (1990), “Absorptive capacity: a new

perspective on learning and innovation,†Administrative

Science Quarterly 35(1) pp 128-152.

Contractor, N.S. & Eisenberg, E.M., (1990), “Communication

networks and new media in organizations,†In J.Fulk &

C.W. Steinfield (Eds.), Organizations and communication

Technology, (pp.143-172), Newbury Park, CA: Sage.

Corkindale, G., (2008),â€11 Ways to Build Your Personal Brand,â€

Harvard Business Publishing, USA. (Available online

at: http://discussionleader.hbsp.com/corkindale/2008/03/


Crowell, C.R., (2005), “Beyond Positive Reinforcement: OBM

as a Humanizing Approach to Management Practices,â€

Department of Psychology, University of Notre Dame.

Festinger, L., (1957), “A theory of cognitive dissonance,†Stanford,

CA: Stanford University Press.

Genie, (2008), “Term Paper on Human Resource Management,â€

(available online at http://www.termpapergenie.com/


Giddens, A., (1984), “The constitution of society: outline of the

theory of structuration,†University of California Press,

Berkeley, CA.

Heider, F., (1958), “The Psychology of Interpersonal Relations,â€

New York: Wiley.

Hendrickson, A.R. (2003), “Human Resource Information systems:

Backbone technology of contemporary Human Resources,â€

Journal of Labor Research, (24: 3), pp. 381-394.

Herbert, S., (1957), “A Behavioral Model of Rational Choice.†in

Models of Man

Hinesley, G.A., (2007), “E-learning Today: A Review of Research

on Hypertext Comprehension,†AACE Journal, 15(3), 255265.

Hovland, C. I., Janis, I. L. and Kelley, H. H., (1953),

“Communications and Persuasion: Psychological Studies in

Opinion Change,†New Haven, CT: Yale University Press

John, W., & Jones, (1998), “Virtual HR: Human Resources

Management in the Digital Age,†IPMA Assessment

Council Conference, Managing Assessment into the New

Millennium, Chicago.

Kenney, R., (2006), “A Game Base Employee Performance

Rewards Program,†Regence,

(Available online at: http://www.snowfly.com/downloads/regence_


Kosicki, G., (1993), “Problems and Opportunities in AgendaSetting

Research,†Journal of Communication, 43(2),

Lengnick-Hall, M.L., Moritz, S., (2003), “The impact of e-HR

on the human resource management functionâ€, Journal of

Labor Research (12:3), pp. 365-379

Lepak, D.P., & Snell, S.A., (1998), “Virtual HR: Strategic Human


Resource Management in the 21st Century,†Human

Resource Management Review, 8: 215-234.

DOI: http://dx.doi.org/10.22373/ekw.v3i1.2747


  • There are currently no refbacks.

Copyright (c) 2017 Author

Creative Commons License
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.

P-ISSN : 2460-8912
E-ISSN : 2460-8920


Creative Commons License

This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.

Elkawnie: Journal of Islamic Science and Technology in 2022. Published by Faculty of Science and Technology in cooperation with Center for Research and Community Service (LP2M), UIN Ar-Raniry Banda Aceh, Aceh, Indonesia.

View full page view stats report click here

Flag Counter