Abstract
For the last decade the E- Human Resources Management (E-HRM) has seen an increase in national and international recruitment. Well known and well settled companies such as Oreal, Unilever and Danone have begun to develop this technique few years ago. In modern days, all candidates for an internship or a job opportunity, especially in a big company, have to go online to have a chance to participate in a short list for an interview. The Human Resources Management (HRM) function includes a variety of activities. The key among them is deciding what staffing it needs, and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, without omitting to ensure personnel and management practices and conform to various regulations. E-HR refers to the broad contact with human resources data, tools and connections available directly on the web in most workplaces today. Nowadays, technological change is a key driver for HR improvement: Web and Internet technologies have already given workers direct access to each other, to HR, and to business information. This was done with the hope that with such ease and intelligence, every worker will contribute more directly to business results. A recent research report on E-HR people management strategies is associated with a nearly 2 percent increase in a company's market value. E-HR helps maximise a company's progress toward an economy with increased shareholder value. One of the biggest sources of frustration for small and medium sized companies has been the inability to use easily and cheaply electronic technologies in order to better manage their business resources, that is why the E-HRM is more focused on global companies rather than on small and medium sized companies.
