-MVP

Technical session 2
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 E-Recruitment

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 Competency Management

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 Time and attendance

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 Organizational management

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Talent management analytics

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 Benefits management

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 U-Tube Videos

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e-HRM
Planning
Implementation
Application
…of information technology for both networking and
supporting at least two individual or collective actors
in their shared performing of HR activities.

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 V-HRM
HRIS
…a network-based structure built on
…ICT systems used
partnerships and typically mediated
within HR
by information technologies to help
departments…
the organization acquire, develop,
and deploy intellectual capital

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 Where HRIS were directed to support the HR
professionals in performing their HR tasks, electronic
HRM (e-HRM) applications are, besides directed to
support HR professionals in performing their HR
tasks, also directed to support managers and
employees performing their HR tasks

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 “E-HRM is a way of implementing HR strategies, policies,
and practices in organizations through a conscious
and directed support of and/or with the full use web-
technology-based channels”

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 “e-HRM costs money, but ignoring e-HRM costs a
fortune. Modern technology can be helpful in creating a
strategic HRM-policy, reducing costs, higher
productivity, increasing quality of your labor force and
more responsibility of managers and employees in the
execution of HRM-tasks. Your organization cannot

miss this surplus value.”

-Website of a
consultancy agency-
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 “With e-HRM, managers can access relevant information and data, conduct analyses,
make decisions, and communicate with others - and they can do this

without consulting an HR professional unless they choose to do so”

-A manager who wants to make a merit pay decision may access files containing
text, audio, and video describing how best to make the decision
-The manager can access the data file containing information on his/her
employees.
-With a click of the mouse, the decision is recorded and other
departments (such as finance) are notified.
-Hours of processing are reduced to minutes, and much paperwork is avoided by the use of
this technology

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 “With e-HRM employees control their own personal
information. They can update records when their
situations change and make many decisions on their
own, consulting HR professionals only when they deem it
necessary”
An employee who wishes to increase investments in a
retirement plan can do so from work or home using the
Internet.
Employees may also, for example, participate in a
training program at home after working
hours

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 “For the HR function, e-HRM has the potential to affect both
efficiency and effectiveness”
Efficiency can be affected by reducing cycle times for
processing paperwork, increasing data accuracy, and reducing
HR staff
Effectiveness can be affected by improving the capabilities
of both managers and employees to make better, timelier
decisions
Provides the HR function the opportunity to create new
avenues for contributing to organizational effectiveness
through such means as knowledge management and the creation
of intellectual and social capital

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 Operational : Operational E-HRM is concerned with
administrative functions, payroll and employee
personal data for example.
Relational: Relational E-HRM is concerned with
supporting business processes by means of training,
recruitment, performance management and so forth.
Transformational: Strategic HR activities such as
knowledge management, strategic re-orientation.
An organization may choose to pursue E-HRM
policies from any number of these tiers to
achieve their HR goals
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Theoretical framework for measuring e-HRM
effectiveness

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Summarizing e-HRM goals

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Summarizing
the use of e-
HRM

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Summarizing the
impact of e-HRM on
the effectiveness of
the HR
system

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Finalizing the
theoretical
framework

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Informational e-HRM

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Relational e-HRM

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Transformational e-HRM

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 HR function prime target for outsourcing
Consequently organizational resistance to the new changes implied by
the use of the e-HRM application is minimized and customer
satisfaction is increased

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Talent management processes

Competency management
Recruitment
Employee performance management
Talent Assessment and Review
Employee development
Enterprise learning management
Succession management
Compensation management
Talent management analytics
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Workforce Process Management

Employee administration
Organizational management
Benefits management
Time and attendance
HCM processes and forms

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Workforce Deployment
Project resource planning
Resource and program management
Retail scheduling

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Login Screen

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Initial Screen

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MSS

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My Space…

‘ABCB’

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www.mscribbler.com

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Useful links
http://essay.utwente.nl/583/1/scriptie_Maatman.pdf
www.mscribbler.com

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