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E-HRM

PREPARED BY:-
DEV PARKASH
13MBA1052
MBA-II A
INTRODUCTION
The processing and transmission of digitalized HR
information is called electronic human resource
management (e-HRM). E-HRM is the application of IT
for HR practices which enables easy interactions with
in employee and employers. It stores information
employee personal data, performance management,
Information technology is changing the way HR
departments handle record keeping and information
sharing. It decreases the paperwork substantially. The
employee can also keep track of his/her achievements
without having to go through litigious procedures.
DEFINITION
E-HRM is a way of implementing HR strategies, policies,
and practices in organization through a conscious and
direct support of and/or with full use of web-technology
based channels.
E-HRM GOALS
- Improving the strategic orientation of HRM.
-Cost reduction/efficiency gains.
-Client service improvements/ facilitating
management and employees.
E-HRM Tools:
E-HRM Tools
The Tools which is used in e-ham are as follows :-
E- Employee Profile
E-Recruitment
E-Selection
E-Learning
E-Training
E-Performance Management system
E-Compensation
IMPLEMENTATION OF E-HRM
There are five main phases in the implementation of the
E-HRM business solution.



Analysis
(Infrastructure)
Business
processes in
the company
Implementation
Implementation
and Training
Maintenance
ADVANTAGES OF E-HRM
To influence both efficiency and effectiveness.
Less paper work .
Help full in quick decision making .
More Transparent system.
Amplified and easy access to HR data.


DISADVANTAGES OF E-HRM
Illicit Access
Specialized Knowledge
Data Entry Errors
Low interpersonal contact
Improper use due to rigid mindsets
Threat to HR Itself
E-HRM IS A BOON OR BANE
The Use of tech and info systems in making the
business processes more effective and efficient,
along with saving costs and making the tasks more
accurate and less time consuming. but it can be
disastrous as the easily accessible data can be
collected without Authorization and can be misused.
Also at times the rigid mindsets of people can pose
a great challenge to the application of E-HRM.
Therefore the mindsets of employees and line
managers need to be changed, they have to
comprehend and recognize the usefulness of E-
HRM and its tools.
CONCLUSION
The transformation of Traditional HR to strategic HR
where it not only plays the role of an administrative
expert, but also becomes the employee champion, a
change agent and a business partner has been
majorly possible with the use of technological tools
and applications-HRM. With the various advantages
and little disadvantages. It can be recommended
that all the organizations use E-HRM technology,
that promises to provide a useful, efficient and
Increased performance through this e-HRM
technology in spite of all barriers it has to face.