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| List of figures | |
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| List of tables | |
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| Acknowledgements | |
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| Introduction | |
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| Why put the 'e' in e-HR? | |
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| What is e-HR? | |
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| Why is e-HR important? | |
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| What does e-HR mean in practice? | |
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| What are the benefits of e-HR? | |
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| A more strategic approach to HR | |
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| Better support to management throughout the business | |
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| Greater potential for organisational collaboration and learning | |
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| Enhanced organisational prestige | |
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| Reduced administrative costs | |
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| A happier workforce | |
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| What challenges will e-HR present? | |
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| Not another fad? | |
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| Breaking down the barriers between HR and IT | |
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| Raising the profile of HR or putting your head over the parapet? | |
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| HR staff becoming customer-focused | |
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| HR staff needing to understand the business | |
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| HR staff losing contact with people | |
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| Maintaining quality of service | |
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| Keeping information secure | |
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| Ensuring access to the system | |
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| Ensuring access to people with disabilities | |
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| Changing the ethical position of the organisation | |
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| Differing cultural expectations | |
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| Getting the best out of e-HR | |
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| A formal documented e-HR policy | |
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| A business case | |
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| A best fit solution | |
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| Summarising ... | |
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| How does intranet technology work? | |
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| Networks and intranets | |
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| How intranets have developed in complexity | |
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| First-generation intranets | |
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| Second-generation intranets | |
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| Third-generation intranets | |
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| Fourth-generation intranets | |
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| Summarising ... | |
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| What kind of e-HR is right for your business? | |
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| A process for planning an e-HR system | |
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| Where are you now? | |
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| Decide where you can add value using e-HR | |
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| Using the value chain concept | |
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| Working out the benefits | |
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| Administration of personal information | |
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| Promoting collaboration | |
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| Disseminating knowledge | |
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| Resource planning | |
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| Recruitment | |
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| Time and attendance | |
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| Managing training | |
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| Managing appraisal programmes | |
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| Managing payroll processes | |
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| Managing benefit systems | |
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| Providing information | |
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| Identify the constraints you must work within | |
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| Budgetary constraints | |
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| Technical compatibility | |
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| Business-critical functions | |
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| Cultural constraints | |
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| Pulling a blueprint together | |
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| Preparing a business case for an e-HR solution | |
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| Identify the costs involved | |
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| Define how the solution contributes to the organisation's strategy | |
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| Analyse the benefits | |
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| Identify likely secondary effects | |
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| Put a value on future flexibility | |
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| Review your constraints | |
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| Balance risk and return | |
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| Test the idea | |
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| An example of a cost-benefit analysis | |
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| Summarising ... | |
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| Delivering core HR services | |
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| Managing information about employees | |
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| What is self-service HR? | |
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| What are the benefits of self-service HR? | |
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| What challenges can self-service HR present? | |
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| Compensation and benefits administration | |
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| Payroll administration | |
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| Processing routine expenses | |
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| Accessing e-HR systems through a portal | |
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| Make sure the site is attractive and usable | |
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| Allow a single log-on | |
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| Use rapid prototyping methods | |
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| Allow customisation and personalisation | |
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| Implement step-by-step | |
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| Make sure the content is kept fresh | |
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| Review processes before automating | |
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| Give the site an identity | |
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| Remove alternatives | |
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| Summarising ... | |
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| Managing people more effectively | |
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| e-Recruitment | |
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| Advertising vacancies | |
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| Providing search engines | |
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| Links to previous employers and educational establishments | |
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| Applicant tracking systems | |
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| On-line testing | |
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| What are the benefits of e-recruitment? | |
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| What do you have to do to make e-recruitment a success? | |
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| Recording time and attendance | |
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| How do time and attendance systems work? | |
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| What are the benefits? | |
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| Managing performance | |
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| The performance agreement | |
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| Personal development planning | |
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| Performance | |
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| The performance review | |
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| 360 degree feedback | |
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| Best practice in on-line 360 degree feedback | |
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| Summarising ... | |
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| Improving collaboration and learning | |
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| Making information available | |
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| Information becomes active | |
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| Information can be targeted to people who want it | |
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| Answers to important questions can be made more accessible | |
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| Enhancing information using streamed video | |
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| Information and knowledge | |
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| Delivering an effective knowledge management strategy | |
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| Identify the most useful 20 percent | |
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| Work with experts to capture their knowledge meaningfully | |
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| Provide a context for all knowledge | |
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| Managing internal documents | |
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| Limitations of document management systems | |
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| Gathering information from the workforce | |
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| Keeping up to date with the outside world | |
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| Improving collaboration between people | |
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| How do you use an on-line collaborative tool? | |
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| Benefits of on-line collaboration | |
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| Challenges of on-line collaboration | |
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| How to implement on-line collaborative tools | |
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| Managing and delivering learning | |
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| The increasing importance of e-learning | |
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| How can e-learning be delivered? | |
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| What are the benefits of e-learning? | |
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| What are the challenges for e-learning? | |
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| How is e-learning managed? | |
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| Selecting an LMS | |
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| Do you actually need an LMS? | |
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| Making e-learning work: a strategy for success | |
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| Summarising ... | |
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| Enhancing employees' benefits | |
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| Total compensation statements | |
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| On-line flex | |
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| Concierge and other external services | |
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| Miscellaneous motivators | |
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| Summarising ... | |
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| Planning your e-HR implementation strategy | |
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| Should I upgrade, add or start from scratch? | |
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| Should I upgrade my existing HRIS? | |
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| Should I go for an integrated application or a best of breed? | |
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| Should I start from scratch with our intranet? | |
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| How do I choose a supplier? | |
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| Be clear about what you want | |
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| Choose your supplier to suit your budget | |
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| Test the application | |
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| Buy from a supplier you like | |
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| Ask the supplier for a client list | |
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| Be clear about what a supplier is providing | |
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| Find out what after-sales support will be available | |
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| Decide who chooses the supplier | |
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| Should I rent or buy? | |
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| Partial outsourcing | |
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| Fully managed services | |
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| Application Service Providers | |
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| What should I do about security? | |
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| Passwords | |
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| Digital signatures | |
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| Firewalls: keeping the outside out | |
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| Summarising ... | |
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| Implementing IT systems | |
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| What makes implementation go wrong? | |
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| How does the system contribute to the organisation? | |
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| What are the costs and benefits? | |
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| Is this particular systems implementation project in line with the organisation's strategy? | |
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| How future-proof is the system? | |
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| How will the system align with the organisation? | |
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| What impact will there be on the organisation's structure? | |
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| What are the implications for the organisation's culture? | |
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| What will be the impact on the distribution of power? | |
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| What are the human issues in systems implementation? | |
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| What are the training needs? | |
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| What health and safety issues will arise? | |
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| How positive will users feel about the system? | |
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| How will existing working patterns be affected? | |
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| Will there need to be any job redesign? | |
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| What about the transition from the old to the new? | |
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| How will the suppliers work with you in customising and implementing? | |
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| When will you implement the new system? | |
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| How will you manage organisational disruption? | |
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| Keeping your HR system working | |
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| Summarising ... | |