PSSM eto el pri WN i161) SDJ INTERNATIONAL COLLEGE:Meaning of E-HRM e-HRM is , ‘a set of e-policies, e-methods, ¢-practices and e-programmes designed to maximize both individual and organizational goals.” e-HRM is the “Planning, organizing, directing and controlling of the e-recruitment, e-selection, e-learning, e-development and e-integration of human resources to the end that personal, organizational and societal objectives are accomplished.”Features of E-HRM Web-based HRM (Information technology, web-based HR activities) Different from HRIS (collecting, storing, maintain and retrieving the data) Innovative Practices (Online application, info. by using blogs, interviewing via video or telephone) More scientific (Theoretical concepts with academic domain of HRM and Management of IT) Procuring personnel (e-recruitment, e-selection, etc.) Complete integration of HR system (with its process) More flexible (E.g. e-HR policies can be changed with circumstances, etc.)E-HR Activitiese-Recruitment (Online Recruiting) > ‘e-recruitment is the e-process of... and searching for prospective employees stimulating them to apply for jobs in the organisation.” > Benefits of e-recruitment > Apply online Wide reach Reduced cost Reduced time & energy Reduced adi istrative processes,Guidelines regarding e-Recruitment Must be according to strategic goals Develop organizational Image (reputation) Easy accessible (so that can attract the candidate) Develop online screening systems (Job analysis, should be reliable and valid ) Provide relevant Information (about company and position of applicant) Use website to promote values (can attract most suitable... not traditional one) Collect Feedback (can be direct indirect, regarding climate of organization) Use appropriate languages (appropriate for applicant with diverse background) Other cautions while using e-recruiting (should not cause anxiety, simple, free from bias, secured, protect privacy, etc.)Selection E ~selection is e-hiring the best candidate trom the pool of e-applications. itis @ process start with joint efforts of HR manager and IT manager. (Cost Reduetion ‘Maximum utiization of ) f Human capil Objectives of E-Selegtion > Time Saving SustainabillyProcedure of e-Selection Planning for e-selection (design recruitment page with mail ID of HR dept) Resumes uploaded by the job seekers (or simply enter the informations required for given post) Onfine screening (by using technologies’software shortlist the potential candidate for next stage) Online Testing (emailsicalls, alerts, greets/connects, read instruction, appear test, take feedback from Unsuccessful & Successful candidate, recruiter get result by email & successful will send to next stage) Online Interview (Specialist hiring manager appointed & select a type of interview...one-on-one, in depth one-on-one, video conferencing, web-cam.) e-Offer letter (m e-Appointment letter and placement (sent on candidate's mail ID. finally ends with placement on job) jentioned all terms & condition & accepted, approved by candidate)e-Training > “Online Training is an act of increasing the knowledge and skill of a employee for doing a certain job by using web-based programme.” » e-Learning and e-Training requires sufficient top management support and funding needs to be committed to develop and implement e-learningAdvantages of e-Training Online training materials are made available 2 Relatively easy for trainers 8 Learn on thelr own time 4 Cost effective Better access to subjects Saves time, money and energy » Suitable for idealistic workforce © More floxible ©. in-house training possible 10. Interactive © Allows for consistency 12 Used to enhance instructor-led training Use when neededDisadvantages of e-Training Online assessments are objective in nature Problem of the extent of security. Cause trainee anxiety Not appropriate for all training content Allltrainees may not be ready All may not have easy & uninterrupted access to computers Require huge amount of investment Requires significant top management supportThank You