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E-HR is a function of HR that is concerned with the use, management, and regulation of electronic information and processes within an organization. E-HR is different from E-HRM (Electronic Human Resource Management) and HRIS (Human Resource Information System) which are uses of technology. More specifically, E-HRM is a system that allows management and employees access to human resource related information and services through an organization's intranet or web portal. HRIS refers to enterprise resource planning software that streamlines human resource functions such as payroll. In contrast, E-HR is a function of human resources that requires cross-functional knowledge and collaboration between multiple departments, most notably human resources and information technology. ==Management== The Management aspect of E-HR involves drafting policies and controlling both the traffic and collection of electronic information. As new technology comes out that is more portable and capable of creating and storing more information, it is the responsibility of HR to define how employees interact with the data. According to a Deloitte study in August 2008, 90% of employer data is electronically stored information (ESI), and 40% of executives say that data volumes are becoming unmanageable. Unmanageable data makes locating relevant data more challenging which can manifest into significant losses through wasted storage space and reductions in productivity. Excessive data volumes is especially troublesome during litigation that requires electronic discovery. E-HR policies strive to control and organize data within an organization. To accomplish this, effective records management policies must be created to facilitate lean data storage which involves maintaining pertinent information while removing data as it becomes irrelevant. 抄文引用元・出典: フリー百科事典『 ウィキペディア（Wikipedia）』 ■ウィキペディアで「Electronic human resources」の詳細全文を読む スポンサード リンク
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