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Learning Organizations vs. Static Organizations in the Context of E-HRM
Abstract
Electronic human resource management (e-HRM) may mean that human resource management must now embrace electronic provisions. The environments that today’s managers work in have changed. The methods through which human resource managers choose to ameliorate an organization have changed. With the current technological revolution taking place, management methods can be catered to electronically. Although applying e-based solutions to human resource management is important, managers must have a clear view of what learning and static organizations may entail in order to add the electronic effect to ameliorate management. Without in-depth knowledge of learning organizations vs. static organizations, e-HRM would become an empty term. In today’s organizations, corporate leaders use strategies such as “downsizing,” “restructuring,” and “merging” in an effort to prevent an organization from collapsing or going bankrupt. Such organizations that go through these processes wish to say goodbye to their past, which may qualify them as what we call static organizations. To depart from static organizations, today’s organizations must strive to become what we call learning organizations in order to remain competitive in a global economy (Petty & Brewer, 2005). Learning organizations are drastically different from static organizations in terms of structure, atmosphere, management philosophy, decision making, and communication. Addressing these indispensable aspects may lead to the rise or fall of an organization in today’s competitive global economy.
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