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• When HR department uses Internet and other related
technologies to support their activities the process is
called e-HRM (e stand for electronic).
• e-HRM is the complete integration of all HR systems and
processes based on common HR data and information
and on interdependent tools and processes.
• Fully developed e-HRM can provide:
• data gathering tools,
• analysis capabilities, decision support resources for HR
professionals to hire, pay, promote, terminate, assign,
develop, appraise and reward employees.
• Integrated with other modules, monthly or daily payroll
process is just as easy as a single click of a button. The
whole salaries and wages calculation will be computed
automatically. However the following are some of the
highlights, supplied by you, that will be included for
completing the modules.
• e-Recruitment
• e-Selection
• e-Performance Management
• e-Learning
• e-Compensation
Advantages of E-HRM
• Good for routine tasks
• improves record keeping
• Improves accuracy and reduces human bias
• Maintains anonymity of staff in evaluation/feedback
• Time & recourses saver
• Organization system supportive
• Easy controlling approach
• Advancement of technology
• Standard provider
Disadvantages of HRM
• High cost of implementation and maintenance
• Cost of training and development before adopting e-Hrm
• Not much useful for small scale industries
• Can alienate staff members that need personal support
• Reduces the need for managers to interact with staff (i.e.
less face-time and increased risk of 'losing touch' with
• Subject to corruption/hacking/data losses
Human Resource Information System
• The Human Resource Information System (HRIS) is a
software or online solution for the data entry, data tracking,
and data information needs of the Human Resources,
payroll, management, and accounting functions within a
• The human resource information system is a method by
which an organization collects analyses and reports
information about people and jobs. HRIS is designed,
basically, to meet the following objectives:
• Offer adequate, comprehensive and on going information
system about people and jobs
• Supply up-to-date information at a reasonable cost
• Offer data security and personnel privacy
• The Human Resource Information Systems (HRIS)
provide overall:
• Management of all employee information.
• Reporting and analysis of employee information.
• Company-related documents such as employee handbooks,
emergency evacuation procedures, and safety guidelines.
• Benefits administration including enrollment, status changes, and
personal information updating.
• Complete integration with payroll and other company financial
software and accounting systems.
• Applicant tracking and resume management.
Benefits of HRIS
• HRIS can process, store and retrieve enormous quantities
of data in an economical way.
• The records can be updated quickly.
• There is improved accuracy.
• HRIS can greatly reduce fragmentation and duplication of
• Information can be readily manipulated, merged and
disaggregated in response to special and complex
demands and presented promptly.
Problems of HRIS
• Costly Exercise
• Inaccurate at times (especially at the time of data entry
from manual to computerized).
• Fragmented Information.
• Difficult to analyze.