E-HRM

 E-HRM is the integration of all HR systems and activities using the web-based
technologies. Simply, when HR uses the Internet or related technologies to
support their activities, procedures, processes, then it becomes an e-HRM.
Through e-HRM, the HR manager can get all the data compiled at one place
and can make the analysis and decisions on the personnel effectively.
Speaking about the types, there are three kinds of e-HRM:

 Operational e-HRM: It is concerned with the operational functions of HR

such as payroll, employee personal data, etc.
 Relational e-HRM: It is concerned with the supporting business processes
Viz. Training, recruitment, selection, etc.
 Transformational e-HRM: It is concerned with the HR strategies and its
activities such as knowledge management, strategic orientation.

ADVANTAGES OF E-HRM:
 Improves record keeping
 Good for routine tasks.
 Improves accuracy and reduces human bias.
 Maintain secrecy of staff in evaluation or feedback giving.
 Time and resources saver
 Organization system supportive.
 Easy controlling approach
 Advancement of technology.
 Standard provider.
DISADVANTAGE OF E-HRM:
 High cost of implementation and maintenance.
 High cost of training and development before adopting e-HRM.
 Not much useful for small scale industries.
 Human relations may be replaced with just technical and inorganic
relations.
 Reduces the need for managers to interact with staff (i.e. less face-time
and increased risk of ‘losing touch’ with staff).
 Subject to corruption or hacking or data losses.