PRESENTATION ON
SHIFALI GARG
MBA
NCCE
Contents
Definition
Employment Process Flowchart
Implications of e-HRM
Cautions in e-Recruiting
Important aspects of e-HRM
Merits and Demerits
Conclusion
Definition
According to Ruel et al, ``E-HRM is a way of
implementing HR strategies, Policies and practices in
organisations through a conscious and directed support
or with the full use of web technology based
channels.
Electronic aspect is embodied in all the areas of HRM
where there is transmission of information from one
employee to another employee and from one client to
another
Goals of E-HRM
It helps in reducing administrative HR work
Helps to gain cost reduction and efficiency
helps in improving employees satisfaction
with HRM services.
Helps in improving the strategic orientation
and strategic role of HRM.
Employment Process Flowchart
Candidate (C) visits
company website
and enters a
resume.
C reads
instructions, takes
first computerised
batter of tests.
FAIL
TA gives C
feedback
form with
disqualified
results.
Hiring
Manager
conducts
interview.
PASS
Recruiter (R) screens
resumes for
potential job fit.
C takes second
computerised
battery of test (if
any).
R emails/calls
candidates and
schedules onsite
testing. R alerts test
administrator.
TA PASS
gives C
feedback form with
qualified results,
next step. R
receives result by
emails, calls C for
follow
PASSup interview.
Test Administrator
(TA) greets
candidates,
connects to website
for testing.
R schedule
interview by
Hiring Manager
PASS
FAIL
Recruiter
informs C that
C did not
qualify.
Recruiter
Recruiter
informs C
extends job
FAILthat C did not
offer to
qualify
candidate.
Implications of e-HRM
HRM Practices
Implication of e-HRM
Analysis and designs of work
Employees in geographically dispersed locations can
work together in virtual teams using video, email and
the internet.
Recruiting
Post job openings online, candidates can apply for
jobs online.
Selection
Online simulations, including tests, videos and email,
can measure candidates abilities to deal with real-life
business challenges.
Training
Online learning can bring training to employees
anywhere, anytime.
Compensation and benefits
Employees can review salary and bonus details and
seek information about and enrol in benefits plans.
Cautions in e-Recruiting
e-recruiting needs to be aligned with organisations
strategic goals
Organisations that have reputation can benefit from erecruiting
Firms need to use e-recruiting as one of the sources but not
the only source of attracting talents
Websites should be designed for easy use, to navigate and
attract candidates rather than simply screening them
Organisations should develop online screening systems
based on job analysis and ensure that inferences made from
the systems are reliable and valid
The system should give adequate information about the
company and the positions to the candidates
Cautions in e-Recruiting
e-Recruiting can be measured in terms of successful
placements made
The system should be simple and should not cause anxiety
in the minds of job applicants while navigating the site
Should meet all legal requirements and without any bias
based on caste or religion
Protect the privacy of individual. The web should have
limited access to data and the data collected must be
relevant to the job
Important aspects of e-HRM
e-Job Design and Job Analysis
e-Human Resource Planning
e-Recruitment
e-Selection
e-Performance Management
e-Training & Development
e-Compensation Management
e-Grievance Redressal
e-HR Records
e-HR Information
e-HR Audit
e-Job Design And Job Analysis
Information of listing skills and competency
mapping are placed on the net
System matches the listing skills and
competency mapping and produces the output
by identifying the employee suitable for a
particular task
e-Human Resource Planning
Computer programs are developed and
used extensively for the purpose of
planning human resource requirements
based on the data and the information
available
Programs indicate the number of
employees required at each level for each
category of the job.
e-Recruitment
Organisations advertise job vacancies through the
World Wide Web(WWW)or send the info directly to the
most competent people through e-mail
Job seekers send their applications through e-mail
using internet
Job seekers place their CVs in the World Wide
Web(WWW) through various jobsites
Allows managing of recruitment and hiring in a
systematic manner
Advertise
openings,
manage
applications
and
interviews up to hiring electronically using applicant
tracking system.
e-Selection
e-Selection has become popular with the
conduct of various online tests, contacting
candidates through e-mail, conducting the
preliminary interviews and final interview
through audio/video conferencing.
e-Performance Management
Software on employee performance
appraisal(EPSS: Electronic performance support
system) provides a number of statements and sub
statements on each of the performance category
Appraiser selects and clicks the appropriate rating
for each statement
System generates a detailed report by the time the
appraiser has moved all the performance
categories and sub factors.
In the report modification, comments can be added
or deleted by the appraiser and a final report can
be prepared by the manager
e-Training and Development
Companies provide online training and online
executive development.
Employees can learn various skills by staying
at the place of their work
Participants can complete course work from
wherever they have access to a computer
and an internet
e-Learning is enabled by the delivery of
content via all electronic media, including the
internet,
intranet,
satellite
broadcast
audio/video tape, interactive TV and CD-ROM
E-payroll
E-payroll models automatically collect data
regarding attendance and work record for
the purpose of evaluating work
[performance ,they calculate various
deductions including tax, and generate
periodic pay cheques and tax reports.
payroll system can define standard rules
for automatically assigning and changing
employee salary by using simple formula.
e-Compensation Management
It enable HR professionals to track and
administer diverse and complex benefit
plans ,employee benefit programmes.
Almost all the organizations started using
computers
for
salary
fixation,
salary
payment, salary calculations, fixation and
calculation of various allowances, employee
benefits, welfare measures and fringe
benefits
e-Grievance Redressal
Employees send their grievance through e-
mail to the superior concerned who in turn
solves the problems / redress grievances
and communicates the same to the
employee
This reduces the time in the process and
avoids face to face interaction
E-self service
HR model collects ,processes and manages
all other kinds of data and information.
Employee have access to his/her profile for
updating or editing
Controlled maintained by HR prior to
approval
e-HR Records
HR records are created, maintained and updated with the help
of computers easily and at a first rate
e-Information
HR information is generated, maintained , processed and
transmitted to the appropriate places or clients with the help of
software with high speed and accuracy
e-HR Audit
The standard human resource practices or
the desired HR practices are fed into the
computer
The data and info regarding the actual
practices are also fed into the computer
The software automatically completes the
HR audit and produces the audit report.
The HR manager can then modify the
report by deleting or adding any comments
Merits and Demerits
Advantages
Disadvantages
It is self-paced. Trainees can proceed
on their own time
May cause trainees anxiety
It is interactive, tapping multiple
trainee senses
Not all trainees may be ready for elearning
Allows for consistency in the delivery
of training
Not all trainees may have easy and
uninterrupted access to computers
Enables scoring of services/
assessments and the appropriate
feedback
Not appropriate for all training
content (e.g. leadership, cultural
change)
Incorporates built-in guidance and help Requires significant upfront cost and
for trainees to use when needed
investment
It is relatively easy for trainers to
update content
No significantly greater learning
evidenced in research studies
Can be used to enhance instructor-led
training
Requires significant top management
support to be successful
Conclusion
The bottom line:e-HRM is seen as offering the potential to
improve services to HR department clients
(both employees and management),
improve efficiency andcost
effectivenesswithin the HR department,
and allow HR to become a strategic partner
in achieving organizational goals
References
www.google.com
www.wikipedia.com
www.scribd.com
www.authorstream.com
www.webse.com
www.indianmba.com
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