BUS1005 Foundations of HRM Essay: E-HRM's Impact on Workplace Ethics

This essay discusses the significant shift towards Electronic Human Resource Management (E-HRM) and its implications for modern workplaces, particularly focusing on e-recruitment and e-staffing. It highlights the advantages of E-HRM, such as time-saving and wider audience reach, while also addressing its drawbacks, including less behavioral assessment and potential for ethical breaches. The essay further examines the ethical considerations through the lens of the Markkula Center Framework, including utilitarianism, virtue approach, and common good approach, emphasizing the importance of maintaining ethical conduct in HRM practices. It concludes that while E-HRM offers efficiency and broader reach, HR professionals must prioritize ethical considerations and avoid infringing on candidates' privacy.

Running head: HRM
Fundamental of human resources
Name of the Student:
Name of the University:
Author’s Note:

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Table of Contents
Introduction.................................................................................................................................................3
Discussion...................................................................................................................................................3
Application of e-HRM.................................................................................................................................3
e-Recruitment..........................................................................................................................................3
E staffing.................................................................................................................................................4
Pros of the change in HRM.........................................................................................................................4
Time-Saving............................................................................................................................................4
Wide Audience Reach.............................................................................................................................5
Cons of the change in HRM........................................................................................................................5
Less behavioral assessment.....................................................................................................................5
Extremely Diverse Audience.......................................................................................................................6
Ethical framework.......................................................................................................................................6
Markkula Center Framework.......................................................................................................................6
Conclusion...................................................................................................................................................8
References...................................................................................................................................................8

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Introduction
Organizational change is inevitable in every organization. This is mainly because, to survive in
this highly competitive world, all the organizations have to keep pace with the changing scenarios and
make sure that they are being able to get some of the other innovations to satisfy the changing needs and
demands of the customers. One of the major and significant change that is taking place in the current
scenario in the fled of Human resource management or HRM is the E-HRM or the electronic HRM
(Bench-Capon 2020). As it is the age of digitalization, there must be proper efforts made to make sure
that recruitment and staffing are done properly. In this age of digitalization efforts are being made to
digitalize the entire HRM operations so that it is done in a time and cost-effective manner.
Discussion
Application of e-HRM
E-Recruitment
HR recruiters have to make sure that they are being able to recruit employees in a very time
optimizing manner. To recruit a mass number of employees HR recruiters often use online job sites like
the monster. Job, Naukri job or the other such job sites. This is very useful because the recruiters can get
information about the academic and the previous employment experiences of the candidate. This helps
them to make sure that they are selecting the right person for the right job or the right vacancy. As per the
opinion of Berber, Đorđević, and Milanović ( 2018), this is useful over the traditional or the old ways
because earlier the HR recruiters had to spend a lot of extra time by calling all of them for interview and
then they also had to conduct a huge complicated process for the final selection of the employees. This
was very time consuming and also had a bad impact on the other works of the organization (Lapointe and
Fishbane 2019).
E staffing
This platform is used to utilize the maximum amount of human capital at the least possible or less
cost. This enables the recruiters to make sure that works like Project steps, vendor selection, assessment
steps, feedback to the candidates are being done properly and also in a very error-free manner. This is

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very useful because this helps in making the work much easier and also manageable (Holm and Haahr
2018).
Pros of the change in HRM
Time-Saving
This is time-saving because the HRM officials can easily go through the online job sites and be
able to match the qualifications of the candidates with the vacancies of the company. This helps the HRM
officials to hire several employees per day and also to give their time and their attention over many other
useful works of the organization (Vidgen, Hindle and Randolph 2020).
Wide Audience Reach
This enables the HRM official to reach out to a mass number of candidates within a short period.
This is because they can gather information about the candidate's from different social media platforms
rather than using the traditional methods
Cons of the change in HRM
Less behavioral assessment
Employees might be different both in their personal and also in their professional lives. It is
because of this reason that their online or social media posts must not be taken into consideration as this
does not give clear information about the lives of the employees or the characteristic features of the
employees.
Extremely Diverse Audience
The disadvantage can be that the recruiters might not know about the actual qualifications of the
employees as they are not able to meet them in person. This is because they will have to rely only on
social media information (Shenoy, Aithal and Pai 2018).

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Ethical framework
Markkula Center Framework
Utilitarianism
This is the ethical approach that tries to promote welfare for the majority of people. In other
words, this ethical approach is to make sure that the strategy being taken is trying to promote the overall
welfare of the greater number of people. However, the digitalization of HRM activities is following this
approach because this tries to bridge the gap between the employers and the employees. The job seekers
can upload their updated CVs on the online stores and can easily be seen or noticed by the recruiters
Virtue approach
This approach tries to justify the actions using honesty and compassion. This is the approach that
makes the decision-makers question their actions on whether these will be right or wrong for
themHowever, the digitalization of the recruiting and staffing is often not defined by virtue approach or it
violates the virtue approach. This is because the HRM managers often try to seek that personal data from
the posts that the candidates upload in their profiles.
Common good approach
The common good approach must be developed so that the HRM officials must be able to make
sure that they are using this approach for the overall welfare. They have to keep in mind that to satisfy
their demands they must not harm others.HRM officials must try their level best to make sure that they
are not hacking into the personal profiles of the employees (Shenoy, Aithal and Pai 2018).
Conclusion
Therefore it can be concluded that E-HRM for staffing and recruiting has become much essential
in the modern days as this enables HR officials to have a lot of time and energy. They will be able to gain
all the information about the employees before selecting them or calling them for the interviews.
However, it must be made sure that the HR officials are not violating the ethical code of conduct. This is
because they must not try to gather information about the personal lives of employees by hacking into
their social media profiles like facebook or twitter. Ethical code of conduct must always be maintained

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and recruitment must be carried on in an unbiased and non-judgment manner as far as the personal lives
of the candidates are concerned.

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References
Bench-Capon, T.J.M., 2020. Ethical approaches and autonomous systems. Artificial Intelligence,
p.103239.
Berber, N., Đorđević, B. and Milanović, S., 2018. Electronic human resource management (e-HRM): A
new concept for digital age. Strategic Management, 23(2), pp.22-32.
Holm, A.B. and Haahr, L., 2018. e-Recruitment and selection. In e-HRM (pp. 172-195). Routledge.
Lapointe, C. and Fishbane, L., 2019. The blockchain ethical design framework. Innovations: Technology,
Governance, Globalization, 12(3-4), pp.50-71.
Rahman, M., Mordi, C. and Nwagbara, U., 2018. Factors influencing E-HRM implementation in
government organisations. Journal of Enterprise Information Management.
Shenoy, V., Aithal, P.S. and Pai, R., 2018. Online E-Campus Recruitment Process of Berger Paints India
Ltd. International Journal of Applied Engineering and Management Letters (IJAEML), 2(1), pp.82-95.
Vercler, C.J. and Deshpande, S.S., 2019. The Surgical Decision-Making Process: Different Ethical
Approaches. In Surgical Ethics (pp. 193-201). Springer, Cham.
Vidgen, R., Hindle, G. and Randolph, I., 2020. Exploring the ethical implications of business analytics
with a business ethics canvas. European Journal of Operational Research, 281(3), pp.491-501.