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E-HRM

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E-HRM, E-Human Resource Management, E-Recruitment, E-Business, advantages of e-hrm, disadvantages of e-hrm, Advantages Of E-Recruitment, Disadvantages Of E-Recruitment, E-Performance management, e-hr records, e-selection, e-training & development

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E-HRM

  1. 1. Prof. R. S. Joshi Prof. L. N. Soni Prof. A. 5. Bhanii _. Dayanand College of Commerce, Latur
  2. 2. E-BUSINESS cs, » E-business is about using the convenience, availability and world wide reach to enhance existing business or creating new virtual business. <3 Intranet- connectivity between the organization as, » Extranet- connectivity between two intranet Gill Internet- connectivity is world wide
  3. 3. INTRODUCTION (E-HRM) 6553} When HR department uses Internet and other related technologies to support their activities the process is called E-HRM (e stand for electronic). oz E-HRM is the complete integration of all HR systems and processes based on common HR data and information and on interdependent tools and processes. cs; Fully developed E-HRM can provide: data gathering tools, analysis capabilities, decision support resources for HR professionals to hire, pay, promote, terminate, assign, develop, appraise and reward employees.
  4. 4. DEFINITION “E-HRM is the planning, implementation and application of information technology for both networking and supporting at least two individual or collective actors in their shared performing of HR activitie s . ”
  5. 5. GOALS / OBJECTIVES G3“: To improve services to HR department clients (both employees and management) To improve efficiency and cost effectiveness within the HR department Cir} To allow HR to become a strategic partner in achieving organizational goals
  6. 6. SOFTWARE USEFUL FOR E-HRM ERP (Enterprise Resource Planning) Bio-red 63} SAP (System Approach & Product) O HR payroll system
  7. 7. E-HRM WORKING AREA cs. » e-Job design & Job analysis O e- Human Resource Planning e-Recruitment r: :> e-Selection G3} e-Performance Management e-Training & Development 6;» e-Compensation Management Q32 e-HR Records
  8. 8. Types of E-HRM concerned with concerned with supporting business strategic I-[R processes. activities. concerned with administrative functions. e. g- payroll and employee personal data e. g. training, e. g. knowledge recruitment, management, performance strategic management etc. orientation-
  9. 9. ADVANTAGES OF E-HRM 0 Improves record keeping 0 Good for routine tasks 0 Improves accuracy and reduces human bias 0 Maintains secrecy of staff in evaluation/ feedback giving 0 Time & recourses Saver 0 Organization system supportive 0 Easy controlling approach 0 Advancement of technology 0 Standard provider
  10. 10. DISADVANTAGES OF E-HRM as High cost of implementation and maintenance Git High cost of training and development before adopting e-HRM (I Not much useful for small scale industries Gt} Human relations may be replaced with just technical & inorganic relations O Reduces the need for managers to interact with staff (i. e. less face-time and increased risk of ‘losing touch’ with staff) I» Subject to corruption/ hacking/ data losses
  11. 11. E—JOB DESIGN & JOB ANALYSIS
  12. 12. JOB DESIGN 0 Job design is an effective tool which is used in order to meet the needs of the employees & on the other to satisfy the interest of the organization. 0 HR Manager’s job under this environment is identifying the skill requirements of the company, identifying the employee skills and matching these two. 0 HR Manager’s do these activities through listing skills and competency mapping. The collected information is placed on the net. 0 The system matches the listing skills & competency mapping and produces the output of identifying the employee suitable for a particular task or activity. .
  13. 13. O E—RECRUITMENT & SELECTION
  14. 14. E—I: '%; EORUITMENT The buzzword and the latest trends in recruitment is the “E-Recruitment”. Also known as “Online recruitment”, it is the use of technology or the web based tools to assist the recruitment process. The tool can be either a job web site like naukri. com, the organization's corporate web site or its own intranet. Many big and small organizations are using Internet as a source of recruitment. They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae (CV) through an e-mail using the Internet. Alternatively job seekers place their CV’s in worldwide web, which can be drawn by prospective employees depending upon their requirements.
  15. 15. KINDS OF E- RECRUITMENT 0 Job portals — i. e. posting the position with the job description and the job specification on the job portal and also searching for the suitable resumes posted on the site corresponding to the opening in the organization. 0 Online recruitmentlapplication section- Creating a complete Online recruitment/ application section in the companies own web site. - Companies have added an application system to its web site, where the ‘passive’ job seekers can submit their resumes into the database of the organization for consideration in future, as and when the roles become available. .
  16. 16. India’s No 1 Job Site I: :“. :‘I: I:Ibui| dermm- ——'rl|1o -Itllyl -SeIectaJo: Calegor, - I J . _ , ., I! ‘ § 4: » s ¢ 4- Q - - ' u -2. o 1- g 5.‘ 4» 4 I : — use . F 1 Because you are worth more over zaoco EIGm‘IfllfiE@lI'S 2.@@. @mE+ ESE EEEIFEFIES : -‘I; — r Fill in your ambition Job ortals
  17. 17. I lotcmn . »~~ (- -'1 jsmoszwsua cawsiaua. cu: anz: euis, jheeicaundLwndov»sM«IaetpIaoe wrndowmada Whtlows ‘I5 TATA . -zadersrcp with ’. ‘u5I AIIHIII U5 HIIII E6l, I§IIIES[‘5 SI, l>IAlIIA‘lI_l| | III InI[('| A'4 I~‘1WI-I | IIt‘L. I"Ff IJLSIK >, i)IIIl«1.I IIS ', »"«FTE[H Vision 2025 than u4m<«. s I Ina or nr mi -'~ H0 M eseilalkin TATA GROUP'S VISION 2025 Play video 3 vwvw z&s. co. ripa'fIAIe_x3rcuo_pvese: w.-cn. pa' Stone 5 Online recruitmentlapplication section
  18. 18. “ CIRUICTIIIIENT “ A general E- Recruitment process is as follows: - 0 Identify current needs of employment in the organisations. 0 Posting the advertisement of job vacancy on job board (Online). 0 Managing the response i. e. Applicant database. 0 Short—listing of Applicant according to job specification. 0 Arranging and conducting Online interviews (By chatting, video conferencing etc) and 0 Decision making regarding further process.
  19. 19. ADVANTAGES E—R, EcRU1TMENT 6;. j>: - Lower costs to the organization. <5) No intermediaries. e: .j>: - Reduction in the time for recruitment (over 65 percent of the hiring time). c; .j>: - Facilitates the recruitment of right type of people With the required skills. 6132- Improved efficiency of recruitment process. <: .3:- Gives a 24*7 access to an online collection of resumes. 432- Online recruitment helps the organizations to out the unqualified candidates in an automated Way. c: “j>: - Recruitment Websites also provide valuable data and information regarding the compensation offered by the competitors etc. which helps the HR managers to take various HR decisions like promotions, salary trends in industry etc
  20. 20. DISADVANTAGES E—iI~? ;;EcRU1TMENT ct» Screening and checking the skill mapping and authenticity of million of resumes is a problem and time consuming exercise for organizations. 6:» Lack of awareness of internet in many locations across India. Organizations cannot be dependant solely and totally on the online recruitment methods. an In India, the employers and the employees still prefer a face-to-face interaction rather than sending e-mails.
  21. 21. E-SELECTION E-TRAINING 8: DEVELOPMENT E-PERFORMANCE MANAGEMENT E- COMPENSATION MANAGEMENT E- HR RECORD
  22. 22. E-SELECTION E-selection has become popular with the conduct of various tests through online, contacting the candidates through e-mail and conducting the preliminary interviews and final interview through audio conferencing & video conferencing. Further, the employers get the reference letters/ opinions from the referees through e-mail.
  23. 23. ADVANTAGES OF E-SELECTION at» The candidate need not move from his place to take the written test, preliminary interview, provide additional information and final interview. Thus, it eliminates inconvenience, reduces costs and time required to conduct the selection process. cg» It reduces the time required for other selection techniques. G» It reduces the overall cost of selection process.
  24. 24. DISADVANTAGES or E-SELECTION as, » It can not operate certain selection tests like psychological tests. 6:» Mechanical defects in transmitting information reduce the efficiency of selection techniques 63> Judgment based on the E-selection process cannot be as perfect as traditional process.
  25. 25. E-TRAINING & DEVELOPMENT Now-a-days, companies started providing online training and online executive development. Employees learn various skills by staying at the place of their work. Participants complete course work from wherever they have access to computer & internet. The term e-learning covers a wide set of applications & processes including computer based training, web based learning, virtual classrooms and digital collaborations.
  26. 26. ADVANTAGES OF E-TRAINING 85 DEVELOPMENT 63) E-training helps the employees specify corporate competencies and build up knowledge management strategies. O The HR department gets the IT department to its side. (3:33 Training material will be available more widely.
  27. 27. E-PERFORMANCE MANAGEMENT Performance appraisal and management plays an important role in the effective management of employees in every viable organization. E-Performance helps the organization retain and motivate top talent by gaining insight into top performers across the enterprise. The performance management effectively supports key executives and operational management by providing timely and relevant information from both within and outside the enterprise.
  28. 28. BENEFITS FROM E—i? EREORMANOE 6:» An effective approach to identify staffs’ potential as Highlight areas for staff development and training €‘:3:- Easier to complete and review than paper-based systems €_: .é: - Maximize performance feedback at all management levels 63> Ensure performance reviews are completed on time 6:» Differentiate between individual, departmental and corporate goals @. :.s: - Ensures higher stafif acceptance G3} Easy for staff and managers to review previous performance reviews
  29. 29. E- COMPENSATION MANAGEMENT O Almost all the organizations started using computers for- salary fixation, salary payment, salary calculation of Various allowances, fixation and calculation of various employee benefits, welfare measures and fringe benefits.
  30. 30. E- HR RECORDS O Human resource records are created, maintained and updated with the help of computers easily and at a fast rate. O HR Records can easily transferred with the help of computers and internet facilities.
  31. 31. THANK YOU ! Q Prof. R. S. Joshi . Prof. L. N. Soni Prof. A. S. Bhanji Dayanand College of Commerce, Latur

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