EFFECTIVENESS OF E-HRM PRACTICES,”A STUDY WITH SPECIAL REFERENCE

TO THE IT COMPANIES IN CHENNAI CITY”

QUESTIONNAIRE

DEMOGRAPHIC FACTORS

1. NAME OF THE ORGANISATION:

2. TOTAL NUMBER OF EMPLOYEES:

3. GENDER: Male

Female

4. AGE:

Less than 25 years

25 - 35 years

35 - 45 years

Above 45 years

5. EDUCATIONAL QUALIFICATION: ___________________

Computer Science

Non Computer Science

6. DESIGNATION

Top Level

Middle Level

Junior Level

8. HOW LONG HAS YOU ARE OPERATED IN YOUR COMPANY -------------------

9. YOUR ANNUAL PAY PACKAGE/ CTC (Cost to the Company) Rs. ____________
 ELECTRONIC HUMAN RESOURCE MANAGEMENT (e-HRM) PRACTICES
IN YOUR ORGANISATION

1. Electronic Human Resource Management is a web-based technology used to upgrade

human resource department in the organizationthrough converting all HR activates into e-
HRM mode.
i). Strongly Agree ii) Agree iii) Neutral iv) Disagree v) Strongly Disagree

S.No Objectives of e-HRM in your Organisation SA A Neu DA SDA

1 e-HRM is considered as a decision making tool in a
work place.
2 Decision-support tools provided by e-HRM affect
the quality of decision making in your workplace.
3 The mediators that affect the relationships between
e-HRM information tools and decision-making
quality in your institution.
4 HRM staff members in this institution were faced
challenges with regard to the use of E-HRM
system.
5 e-HRM has helped with forecasting staffing needs
6 e-HRM has increased security concerns
7 e-HRM has decreased the time spent on
communicating information within the institution,
processing paperwork and correcting errors
8 e-HRM helps highly secured about the database
9 e-HRM improves the client service
10 e-HRM establishes a common HR information
infrastructure across the whole world
11 e-HRM involves large investments in the beginning
12 e-HRM makes HR specialists
13 e-HRM is connected the process of Globalization
with the aims of the company.
14 e-HRM tries to harmonize & standardize HR
Processes
15 e-HRM technology is not compatible with other
systems
S.No Practices of e-HRM in your Organisation SA A Nue DA SDA
1 e-HRM is found to have facilitated in employee
engagement and better Quality of Work Life
(QWL).
2 e-HRM has a positive impact on employee
motivation and learning
3 e-HRM facilitates better manpower planning and
budgeting.
4 e-HRM leads to a more transparent system.
5 Considerable reduction of administrative burden
6 e-HRM Encouraging team working and co-
operation across internal organisational boundaries
7 The use of e-HRM can estrange staff members that
need personal support as it reduces the need for
managers to interact with staff
8 e-HRM can save costs while maintaining the
quality of data
9 e-HRM reduces the recruitment related cost.
10 e-HRM reduces time for recruitment,
administration and hiring.
11 Increase retention and productivity ( by way of
Increasing the Quality of Hire)
12 e-HRM establishing direct access to social media
portals
13 e-HRM entails increased involvement of
employees and managers in HR practices.
14 e-HRM improves services to internal customers
15 e-HRM can also improve organisational
performance through reframing the HR policies
according to the preferences of the employees.
s.no Climate of e-HRM practices SA A Nue DA SDA
1 The use of e-HRM system assists the HR
department to deliver effective and efficient service
to their colleagues and stakeholder
2 HR practitioners are able to provide adequate,
accurate and fast information through the use of e-
HRM
3 Main thrust of the e-HRM system is to act as
grievance addressing system
4 e-HRM Improve accuracy and reduce human
biasness
5 e-HRM helps in quick and sound insight into
reporting and analysis
6 e-HRM helps to produce a variety of HR-related
reports
7 Reduced workload by minimizing repetitive
administrative tasks like acquiring, storing,
upgrading and manipulation of large volumes of
information.
8 e-HRM improves the structure, style, system of HR
9 e-HRM improves the skill and competencies of
HR.

10 e-HRM identifies the area that need improvement

11 Higher speed of retrieval and processing of data

12 The company improved its image and reputation

internally through e-HRM
13 The company improved its image and reputation
externally through e-HRM
14 The company improved its technology
competencies
15 The company culture towards people management
was improved
s.no Outcome of e-HRM practices SA A Nue DA SDA
1 Employees required high competence, that
describes to learn new tasks of e-HRM

2 The individual who were called upon to work with

these new technologies continued their work as
before without any essential change
3 After adopting new e-HRM technologies within the
organisation, the company gradually began to
operate more effectively than before.
4 After adopting new e-HRM technologies within the
organisation, the company incorporated the system
into its standard hrm practices and routines.
5 e-HRM technology was relevant to the system and
tools that were already in place
6 Employees are enthusiastically using e-HRM
system
7 With the implementation of e-HRM systems, help
in decision making, in generating various
alternatives, and in getting divergent views.
8 E-HRM is used to monitor and analyse the human
resource in the organization and updates the
employee information accordingly.
9 HR professionals should collect the survey
from the members to know the usage of e-HRM
activities.
10 Evaluate the suggestion of the people and change
the e-HRM applications accordingly and
customized based on the work activity and people
suggestion