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E HRM

SUBMITTED BY:-

Shivani sharma BBA-3RD


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CONTENTS: MEANING GOALS EFFECTIVENESS FEATURES ADVANTAGES LIMITATIONS TYPES CONCLUSION


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WHAT IS EHRM?

E-HRM is the (planning, implementation and) application of information technology for both networking and supporting at least two individual or collective actions in their shared performing of HR activities. functions to management and employees. They access these functions typically via intranet or other web-technology channels.

E-HRM is in essence the devolution of HR

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E - H R M :-

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EARLIER

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NOW..

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GOALS OF E-HRM
1. Improving the strategic orientation of

HRM 2. Cost reduction/efficiency gains


3. Client service

improvement/facilitating management and employees.


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EFFECTIVENESS OF E-HRM

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FEATURES OF Ev Web based HRM application v Customizable work flow flexibility v Access control and multi site capability v Online leave application, auto routing and approval

M:-

capability
v Integrated with Time Management System v Integrated with Payroll System v Web reporting features using Crystal Report
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The e-HRM business solution excels in:


modularity the solution can be accessed and used in a web

browser security of data, protected levels of access to individual modules, records documents and their component parts parametric and customizability access to archived records and documents user-friendly interface connectivity with the client's existing information system (payroll accounting, ERP, attendance registration, document systems) 5/9/12 multi-language support

ADVANTAGES OF EHRM: gradual implementation adaptability to any client collection of information as the basis for strategic

decision-making integral support for the management of human resources and all other basic and support processes within the company prompt insight into reporting and analysis a more dynamic workflow in the business process, productivity and employee satisfaction a decisive step towards a paperless office lower business costs 5/9/12

LIMITATIONS OF E-HRM
Can alienate staff members that need

personal support 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/hacking/data losses
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TYPES OF EHRM:There are three types of E-HRM. These are described respectively as: Operational Relational and Transformational. OPERATIONAL EHRM is concerned with

administrative functions payroll and employee personal data.

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Relational E-HRM is concerned with supporting Business processes by means of training, recruitment, performance management and so forth.

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Transformational E-HRM is concerned with strategic HR activities such as knowledge management, strategic re Orientation.

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Companies already implemented eHR Strategy:


v Dow Chemicals v ABN-AMRO v Ford Motor Company v IBM

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CONCLUSION:-

Therefore E-HRM is seen as offering the potential to improve services to HR department clients (both employees and management), improve efficiency and cost effectiveness within the HR department, and allow HR to become a strategic partner in achieving organizational goals.
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NK HA T !! U YO
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