E-HRM

Group members: 1. 2. 3. 4. 5. USHAKIRAN BASTIKAR Swapnil Chavan Chetna satam Khalid Shaikh Suraj Vaishnav 02 04 25 29 43

INDEX
1. Introduction. 2. Objectives & Goals of E- HRM. 3. Reasons for Adopting E-HRM BY THE COMPANIES. 4. Features of E-HRM 5. Types of E- HRM 6. Scope of E-HRM 7. Important Aspects of E-HRM 8. E- HRM 9. Conclusion. 10. Acknowledgement

INTRODUCTION
HRM is the strategic approach to the acquisition, motivation, development & management of human resource. It is a developed to shaping an appropriate corporate culture and introducing programs which reflect the core values of enterprise and ensure its success. E-HRM is a way of implementing HR strategies, policies, and practices in organisations through a conscious and directed support of or with the full use of Web- technology- based channels. 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. E-HRM is mainly to improve HR's administrative efficiency/to achieve cost reduction. E- HRM helped to improve employee competences, but resulted in cost reduction and a reduction of the administrative burden. It is comprehensive but easy to use, feature-rich yet flexible enough to be tailored to your specific needs. E-HRM System is able to meet the demands of today's Human Resource Management.

OBJECTIVES OF E- HRM
The E-HRM is designed to achieve the following objectives: To provide support for future planning and also for policy formulations; To facilitate monitoring of human resources demand and supply imbalances; To automate employee related information; To enable faster response to employee related services and faster HR related decisions; To offer data security and personal privacy.

GOALS OF E- HRM
The goals of E-HRM are to acquire the following tasks: Improving the strategic orientation of HRM Cost reduction. Efficiency gains Client service improvement/ facilitating management & employees

 Allowing integration of the HR function

Reasons for adopting e-hrm BY THE COMPANIES

Organisations adopt E-HRM for reasons that include:

The aim of HR service improvement, making it more strategic and business focused. This may be facilitated by e-developments.

The objective of cost cutting and aiding operational efficiency. The desire of the HR function to change the nature of its relationship with employees and line managers.

The transformation of HR into a customer-focused and responsive function.

 The offer of services that fits the new world of work and is attractive to current and future staff.

The ability to produce comprehensive and consistent management information.

FEATURES OF E-HRM
The following are the features of E- HRM: The solution can be accessed and used in a web browser; Security of data, protected levels of access to individual modules, records documents and their component parts; User- friendly interface; Modularity; Access to archived records and documents; Connectivity with the clients existing information system (payroll accounting, attendance registration, document systems, etc.);

 Designed for human resources professionals and executive managers who need support to manage the work force, monitor changes and gather the information needed in decision-making. Enables all employees to participate in the process and keep track of relevant information

TYPES OF E-HRM
E-HRM is not a specific stage in the development of HRM, but a choice for an approach to HRM. The 3 tiers of e-HRM are: 1. Operational E-HRM-: It is concerned with the basic HR activities in the administrative area like payroll, employee personal data, etc. The operational type of HRM provides the choice between asking employees to keep their own personal data up-to-date through an HR website or to have an administrative force in place to do this. 2. Relational E-HRM-: It is concerned with supportive business processes such as recruiting and selection of new personnel, training, performance management and appraisal, and rewards. For relational HRM there is

the choice between supporting recruitment and selection through a web-based application forms and letters, etc. 3. Transformational E-HRM-: It is concerned with strategic HR activities such as organizational change processes, strategic competence management, strategic knowledge management, etc. In this it is possible to create a change ready workforce through an integrated set of web- based tools that enables the workforce to develop in line with the companys strategic choices.

SCOPE OF E-HRM
A decisive step towards a paperless office; Higher speed of retrieval and processing of data; Collection of information as the basis for improving the strategic orientation of HRM; More consistent and higher accuracy of information/ report generated;

 Fast response to answer queries; More transparency in the system; Significant reduction of administrative burden; Integral support for the management of human resources and all other basic and support processes within the company. A more dynamic workflow in the business process, productivity and employee satisfaction.

Important aspects of E-HRM

1) E- Planning: Computer Programmes are developed & used extensively for the purpose of planning human resources requirements based on the data & the information. These programmes indicate the number of employees required at each level for each category of the jobs based on sales & production for casts. 2) E-Recruitment: E- Recruitment simplifies this process by providing a sophisticated web-based solution that manages the process of recruitment from start to finish. It is also known as online recruitment. E-recruitment is a tool for many employers to search for job candidates and for applicants to look for job. It can be either a job website like- naukri.com, or the organizations corporate website or its

own intranet. Many big and small organizations are using internet as a source of recruitment. The most important methods for Erecruitment are: Electronic resumes Online assessments Online interviewing Online assessment centers

3) E- Selection: Usually, it is difficult to decide where recruiting ends and selection begins. The main purpose of the selection process is to distinguish individuals on the basis of important characteristics. E-Selection is a paperless process where electronic documents and information can be quickly disseminated nationwide or worldwide. E -Selection has become popular with the conduct of various tests through online, contacting the candidates through e-mail and conducting the preliminary interviews and final interview thru audio and videoconferencing.

4) E-Training & Development: It is also referred to as webbased training, or just-in-time training. It consists of modularized training courses that are available over the web anytime and anywhere you have access to the Internet.

Companies started providing online training and online executive development. Employees learn various skills by staying at the place of their work. Participants complete course work from wherever they have access to a computer and an internet E-Learning is enabled by the delivery of content via all electronic media, including the internet, intranet, satellite broadcast audio/ video tape, interactive TV & CD-ROM.

5) E- Performance Appraisal: Managers do not even have to select from the range of appraisal templates in the database, as the system automatically selects the relevant ones for employees, according to their specific Job Titles in their User Files. HR can custom-design, edit and update the Appraisal Templates at any time, so managers have the latest versions instantly, "on-tap" available. HR can update Job/Role Descriptions at any time in Appraisal Smart, so managers AND staffhave the latest versions on-tap in the system, with the mere click of a mouse (employees can only access their own Job Descriptions this way in the system, while managers can view and print out those of all their direct reports).

6) E- Compensation Management: Amost all the organisations started using computers for salary fixation, salary payment, salary calculations, fixation and calculation of various allowances, employee benefits, welfare measures and fringe benefit.

E-HRIS
It is the most comprehensive, web-based enterprise Human Resource Information System. All the functionalities are available through a familiar, easy to use web page format. Unlike many Human Resource Management solutions that still run on standalone or client-server technology (only using wed extension for selfservices), eHRiS.net is a truly 100% wed-based solution. It is designed to allow your employees to conduct human resource transactions over the Internet or the Intranet network at the comfort of their home or office i.e. without the need to be physically present at the office. It has been developed with the flexibility to be used by both corporate and home (individual) users. E-HRIS consists of the following modules:

Security manager

 HR Manager Pay Manager Benefit Manager Recruitment Manager Performance & Succession Planning Manager Training Manager Leave Manager Loan Manager Time Management Manager Self Service Portal.

CONCLUSION
E-HRM is not the same as HRIS (Human resource information system). E-HRM is in essence the devolution of HR functions to management and employees. E-HRM enables business to have multiple physical presences, with one virtual HR department, which react quickly to a continually changing business structure. It helps to obtain human capital information from anywhere in the world. The HR department reduces HR service delivery cost by automating key HR business processes. It manages workforce with right portfolio of skills and knowledge by eliminating cost related to printing and dissemination of information to employees.

ACKNOWLEGEMENT
We are very thankful to everyone who all supported us, for we have completed our project effectively and moreover on time. We are equally grateful to our teacher Mrs. Geetha Narayan. She gave us moral support and guided us in different matters regarding the topic. She had been very kind and patient while

suggesting us the outlines of this project and correcting our doubts. We thank her for her overall support.

Thanking you