E-business has had a significant impact on human resource management. HR functions like recruitment, selection, training, performance evaluations, and promotions can now be done online through an organization's intranet, extranet, or the public internet. This allows companies to find qualified candidates more efficiently and cost effectively. HRIS systems further help digitalize HR processes for tasks like time and attendance tracking, benefits administration, and payroll processing. Overall, e-business has made HRM more convenient, accurate, and data-driven.

1. Impact Of E-Business On
Human Resource
Management
Presented By
Syed Kahsif Shah
BBA, 8th
I-D=4687

2. E-Business Definition
 The conduct of business on the Internet, not only
buying and selling but also servicing customers and
collaborating with business partners, & stay in touch
with clients, suppliers and employees.

3. Human Resource Management
 Human Resource Management (HRM) is the function
within an organization that focuses on recruitment
of, management of, and providing direction for the
people to become more valuable for organization.

4. E-Business & Human Resource
Management
 Now we see Human Resource Management in the
Context of E-Busniess
 How E-Busniness Impact on Human Resource
Management?
 Are that impacts are Beneficial for organization?

5. Impact Of E-Business On Human
Resource Management
 E-Business now a days playing a vital role in H.R.M
 Peoples are recruited, evaluated, promoted, and
developed (Internet or Intranet or Extranet)
 We find out your required candidate on just few clicks

6. Impact Of E-Business On Human
Resource Management
 For Human Resource Management organization uses
different software's in which of them which are mostly
used and large organization that are separated
department
 HRIS (Human Resource Information System)

7. HRIS (Human Resource Information
System)
 A human resource information system (HRIS) is
software containing a database that allows the
entering, storage and manipulation of data regarding
employees of a company. It allows for global
visualization and access of important employee
information.

8. HRIS
 Recruitment
 Selection
 Time & attendance
 Training and Development
 Performance Evaluation and Management
 Promotions
 Compensation and Benefits
 Benefits of HRIS

9. Recruitment
 The Process of finding and hiring the best-
qualified candidate (from within or outside of
an organization) for a job opening, in a timely and cost
effective manner.
 (from within Organization (Intranet or Extranet)
 From outside Organization (Internet)
 Cost effective

10. Selection
 The process of interviewing and
evaluating candidates for a specific job and selecting
an individuals for employment based on
certain criteria.
 Easy
 Minimum chance of mistake

11. Time & attendance
 Easy to keep record of every employee
 Easy to retrieve the record
 Easy to detect employee timing
 Attendance are done through fingerprint & eye
scanner
 Employee are try to reached office in time

12. Time & attendance

13. Training and Development
 Training – for current jobs
 Development – for future jobs
 Easy to do through HRIS
 Remove distance barrier

14. Training and Development

15. Performance Evaluation and
Management
 Evaluate employees work efficiency
 We see the employees records
 Weekly, monthly or Year wise
 We also see the records in graph due to which we easily
take a decision about employee performance

16. Performance Evaluation and
Management

17. Promotions
 Responsible for proper compensation of the deserving
employees
 Equality among employees
 Those who deserve can get promotion

18. Compensation and Benefits
 Responsible for giving appropriate benefits and salaries to
the employees in order to maintain or increase their
efficiency level
 Those who deserve can get benefit
 No chance of fraud or mistake or favoritism

19. Compensation and Benefits

20. Payroll
 Automates the pay process by gathering data on
employee time and attendance, calculating various
deductions and taxes, and generating periodic pay
cheques and employee tax reports.

21. Benefits of HRIS
 Higher speed of retrieval and processing of data
 Ease in classifying and reclassifying data
 Better analysis leading to more effective decision
making
 Higher accuracy of information/report generated
 Fast response to answer queries
 Improved quality of reports
 More transparency in the system