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E-HRM

PRESENTED
BY
GROUP-5

INTRODUCTION
Advances in computer-related
technology have had a major impact on
the use of information for managing
HR.
The development of e-business has
included ways to move HRM activities
onto the Internet.

DEFINITION

The processing and transmission of


digitalized HR information is called electronic
human resource management (e-HRM)

Information technology is changing the way HR


departments handle record keeping and
information sharing.

Employees can gain information through


self-service.

ILLUSTRATION

EARLIER

NOW

E-HRM AIMS TO
Leveraging of technology to deliver HR
solutions that brings about convergence
in human capital, processes, data and
tools as a catalyst towards achieving
business strategies.

TYPES
THERE ARE 3 TIER OF E- HRM
OPERATIONAL
RELATIONAL
TRANSFORMATIONAL

Operational e-hrm is concerned with


administrative function like payroll,
employee personal data, etc.
Relational ehrm is concerned with
supportive business process by the means
of training, recruitment, performance
management and so forth .
Transformational E-HRM is concerned with
strategic HR activities such as knowledge
management, strategic re-orientation, etc.

Critical E-HR tools

e-recruitment
e-appraisal
e-leave
e-claims
e-profile
e-learning
e-attendance
e-overtime

e-Recruitment
Allows managing of recruitment and hiring in a systematic manner
Advertise openings, manage applications and interviews up to hiring
electronically

e-Leave
Application and approval of leave managed through defined workflow
Approving authority will be able to review the history record

e-Claims
Submission and approval of claims on-line
Submit/scan original receipts to Finance for verification

e-Profile
Employee have access to his/her profile for updating or editing
Controlled maintained by HR prior to approval

e-Appraisal
Web-enabled appraisal, skills development and career mapping
Reduces the paperwork and paper-pushing by HR, onus on manager

-- Able to conduct appraisal on-time

Benefits of e-HR

Business
Able to have multiple physical presence, with one virtual HR Department
React quickly to a continually changing business structure
Obtain human capital information from anywhere in the world, e.g. China, etc.

HR Division
Reduce HR service delivery cost by automating key HR business processes
HR gets to focus on strategic issues more
Manage workforce with right portfolio of skills and knowledge
Manage reward programs to attract, motivate and retain skilled workers
Data Entry increase error detection/reduce correction cost
Eliminating cost related to printing and dissemination of information to employees

Employees
Improved levels of service from HR to meet employees demands
Employee self-service allows quick and immediate access to info

Employees career development and appraisal done more effectively


and efficiently

COMMENT
Information Technology has played an important role in HRM practices.
E-HRM is the application of IT for HR practices which enables easy
interactions within employee and employers. It stores information
regarding payroll, employee personal data, performance
management, training, recruitment and strategic orientation.
It decreases the paperwork substantially and allows easy access to
voluminous data. The employee can also keep track of his/her
achievements without having to go through litigious procedures. It
uses intranet or other web technology channels. It can also be used
for implementation of different HR strategies. The authorization of
different HR functions can be distributed through E-HRM.
ARTI SINHA
www.humanresource.co.in

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