ABSTRACT
Technology has to be business driven to satisfy business requirements. Ease of use by HR, managers and employees is critical to the acceptance of new technology and its widespread take-up. Which form of e-enablement the organization chooses should be a function of what it needs to meet business requirements and what will work in particular cultures. A manufacturing company with a large blue collar workforce with limited computer access will have less need of IT applications than a high technology firm. Moreover, a greater transparency of HR policy is thereby demonstrated for the benefit of employees and managers alike. A perspective of trying to achieve user friendliness is also indicative of a more customer-centric approach. Better management information from the HR information system (HRIS) may allow managers to make these decisions. E-HR should aid 'efficiency in areas that are suitable to be carried out electronically, not replace face to face contact which is an essential part of HR'.
