E HRM PRESENTATION1

E-HRM : 

E-HRM PRESENTED BY GROUP-5

INTRODUCTION : 

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 : 

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 : 

ILLUSTRATION

EARLIER : 

EARLIER

NOW : 

NOW

E-HRM AIMS TO : 

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 : 

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

Slide 9: 

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 : 

Critical E-HR tools e-recruitment e-appraisal e-leave e-claims e-profile e-learning e-attendance e-overtime

Slide 11: 

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 : 

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 : 

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