E-HRM

Group members:
1. USHAKIRAN BASTIKAR 02
2. Swapnil Chavan 04
3. Chetna satam 25
4. Khalid Shaikh 29
5. Suraj Vaishnav 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 E-recruitment 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 web-
based 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 self-
services), 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