Electronic _HRM By Saman Matloob People management has travelled a long way.

From handling industrial disputes, it grows into personnel management and involves in activities such as welfare, wage administration, promotion etc. overtime personnel management matured into human resource management but in all this technology also travelled with the management of people in organizations. From a technical perspective, the IT possibilities are endless. In principal all HR processes can be supported by IT. E-HRM is the relatively new term for this IT supported HRM, especially through the use of web technology. When HR dept make use of the internet and the related technologies to support their activities, the process becomes electronic HRM or E-HRM. Its an integration of all HR systems and processes based on common HR data and information and on interdependent tool and processes. E-HRM is not the same as Human Resource Information system which refers to ICT systems used within HR departments. Nor is it the same as V-HRM or Virtual HRM - which is defined as a network-based structure built on partnerships and typically mediated by information technologies to help the organization acquire, develop. E-business is emerging, and therefore HR and HR professionals are faced with the challenge of performing in ways that are in line with the business. In their view 'HR functions become critical partners in driving success, but to do so requires that HR changes its focus, its role, and its delivery systems. According to them, in e-business, the application of intranet technology for HR is inevitable. Since the mid 1990s, organizations increasingly introduce electronic Human Resource Management (HRM). It has different names, for example e-HRM, digital HRM and web based HRM. E-HRM has the potential to change all traditional HRM functions. For example employees in different locations can work together. E-HRM is seen as offering the potential to improve services to HR department clients both employees and management, improve efficiency and cost effectiveness within the HR department, and allow HR to become a strategic partner in achieving organizational goals.

There are three tiers of E-HRM. These are described respectively as Operational, Relational and Transformational. Operational E-HRM is concerned with administrative functions - payroll and employee personal data for example. Relational E-HRM is concerned with supporting business processes by means of training, recruitment, performance management etc. Transformational EHRM is concerned with strategic HR activities an organization may choose to peruse E-HRM policies from any number of these tiers to achieve their HR goals.

E-HRM business solution excels in the solution which can be accessed and used in a web browser. It provides access protected levels of access to individual modules, records documents and their component parts. it provide user-friendly interface which help to access records and document providing Connectivity with the client's existing information system (payroll accounting, ERP, attendance registration, document system. E-HRM is coming to a more full-grown stage within organizational life. Results show that actual use of the e-HRM application correlates with HR effectiveness, especially the content and design. Regression analysis confirms that the experienced quality of the e-HRM application is the only significant explanatory factor of technical and strategic HR effectiveness. So at last we can conclude that it refer to the use of internet and related technologies in support of HR activities-HRM has the potential to change all the traditional activities . 1. Strohmeier, S. (2007). "Research in e-HRM: Review and implications." Human Resource Management Review 17(1) 2. Aswathappa .K, HUMAN RESOURCE MANAGEMENT: Text and Cases Tata McGraw Hill,India 3. Pathnayak Biswajeet , HUMAN RESOURCE MANAGEMENT 3 edition ,PHI,india 4. Rao V.S.P HRM II edition excel books, India 5. is the use of web-based technologies to provide HRM services within employing organizations. It embraces e-recruitment and e-learning, the first fields of human resource management to make extensive use of web-based technology. From this base e-HRM has expanded to embrace the delivery of virtually all HR policies. Within a system of e-HRM, it is possible for line managers to use desktop computers to arrange and conduct appraisals, plan training and development, evaluate labour costs, and examine indicators for turnover and absenteeism. Employees can also use a system of e-HRM to plan their personal development, apply for promotion and new jobs, and access a range of information on HR policy. Systems of e-HRM are increasingly supported by dedicated software produced by private suppliers.

6. Read more: e-HRM - e-recruitment, e-learning http://www.jrank.org/business/pages/448/e-HRM.html#ixzz0mOZzuHCj

7. Presentation Transcript 8. 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 ontime 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 EHRM. ARTI SINHA www.humanresource.co.in
E-HRM is the (planning, implementation and) application of information technology for both networking and supporting at least two individual or collective actors in their shared performing of HR activities.[1] E-HRM is not the same as HRIS (Human resource information system) which refers to ICT systems used within HR departments.[2] Nor is it the same as V-HRM or Virtual HRM - which is defined by Lepak and Snell as "...a network-based structure built on partnerships and typically mediated by information technologies to help the organization acquire, develop, and deploy intellectual capital."[3]

E-HRM is in essence the devolution of HR functions to management and employees. They access these functions typically via intranet or other web-technology channels. The empowerment of managers and employees to perform certain chosen HR functions relieves the HR department of these tasks, allowing HR staff to focus less on the operational and more on the strategic elements of HR, and allowing organisations to lower HR department staffing levels as the administrative burden is lightened. It is anticipated that, as E-HRM develops and becomes more entrenched in business culture, these changes will become more apparent, but they have yet to be manifested to a significant degree. A 2007 CIPD survey states that "The initial research indicates that much-commented-on development such as shared services, outsourcing and e-HR have had relatively little impact on costs or staff numbers".[4]

Contents
[hide]
y y y y

1 Types 2 Goals 3 See also 4 References

[edit] Types
There are three tiers of E-HRM. These are described respectively as Operational, Relational and Transformational. Operational E-HRM is concerned with administrative functions - payroll and employee personal data for example. Relational E-HRM is concerned with supporting business processes by 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.[2] An organisation may choose to puruse E-HRM policies from any number of these tiers to achieve their HR goals.

[edit] Goals
E-HRM is seen as offering the potential to improve services to HR department clients (both employees and management), improve efficiency and cost effectiveness within the HR department, and allow HR to become a strategic partner in achieving organisational goals.