INTRODUCTION Advances in computer-related technology have

had a major impact on the use of information for managing HR. The development of e-business has included ways to move HRM activities onto the Internet.

EARLIER

NOW

NATURE OF E-HRM:

Complete integration of all HR systems Provides data gathering tools, analysis capabilities,& decision support resources. Helps to hire, pay promote ,terminate, assign, develop, appraise & reward employees. Employees from different geographical locations can work together. Enables companies to search talent across distance & time constraints. Allows online job postings, applications & candidate screenings. Employees from different geographical locations can receive the same training. Provides enhanced performance in self service Call centers Outsourcing Productivity improvements Reduces HR staff to employee ratio from 1:100 to 1:150. Enables outsourcing of HR activities.

E-HR activities Recruitment Selection Training

Performance management compensation

1. e-Recruitment: Aka online recruitment

Approx 70 % - 90% of large firms use it. Cisco systems recruit only through this method.

Merits: Apply online. Wide reach. Reduced cost Decreased cycle time. Reduced burdensome administrative process

Demerits: Impersonal Inflexible Disadvantageous to people who lack skills Invade personal privacy. Misuse of confidential information

Most commonly used practices in e-recruitment are: Adding recruitment to existing organizational websites. Using special recruitment websites. Developing interactive tools for processing applications. Using software for online screening of applications.

Cautions while using e-recruiting Needs to be aligned with organizations strategic goals. Can be used as one of the sources but not the only source. Can attract frequent job hoppers. Websites must be user friendly. Ensure online screening systems based on job analysis. System should give adequate info about company & profile. E-recruitment must not loose its essence. Collect feedback from employees about website. Ensure use of appropriate language.

Meet all legal requirements. should attract disadvantaged sections of society. Protect privacy of people applying.

2. e-Compensation E-Compensation represents a web-enabled approach to an array of compensation tools that enable an organization to gather, store, manipulate, analyze, utilize and distribute compensation data and information. Using internet, individuals can access electronically distributed compensation softwares, databases and analytical tools.

HR professionals are able to gain access to knowledge management databases, best practices and competitive information. Web-enabled tools distribute compensation metrics to employees and managers for critical decision making.

3. e-Selection e-Selection is a paperless process where electronic

documents and information can be quickly disseminated worldwide . The various methods of e-Selection are Electronic

resumes, online assessments and online interviewing.

Purposes of e-Selection Achieving cost reduction Loss rates between events in the selection process is

minimised, administrative cost involved in the selection process is minimised and cost of sourcing the candidates into the employment process becomes less. Achieving maximum utilization of human capital This is achieved through high retention rates, increased percentage of candidates who meet job requirements and

improved productivity after the new hires. Sustainability It is the firms willingness and ability to use e-enabled system and evolve the system to satisfy the changing requirements.

e-Selection Process

4. e-Performance Management: e-Performance is a performance management module in

used to plan, track, and evaluate the performance of employees. The use of technology in performance management helps to a) Increase productivity b) Enhance competitiveness c) Motivate the employees

Advantages of technology based performance management. Technology can facilitate measuring an individuals

performance via computer monitoring activities. Scalability it can be deployed on a large scale. Managers and Employees are able to access systems anytime, any place, on demand. Availability of Appraisal software which help to generate appraisal forms and performance data. Psychometric feature in these software keeps a check on the evaluators from inflating the ratings thus enhancing accurate ratings.

Disadvantage of e-based performance management process Performance appraisal is person centric and no machine

can substitute one-on-one interaction. Face-to-face interaction is vital for objective assessment of an employees performance. e-Performance tends to forgo this feature.

5. e-Learning The intentional use of networked information and

communications technology in teaching and learning is known as e-Learning. In simple terms it is Education via the Internet , network, or

standalone computer. e-Learning applications and processes include Web-based

learning, computer-based learning, virtual classrooms and digital collaboration.

TYPES: 3 TIER OF E-HRMAdministrative Functions Supportive Business Strategic HR Activities

Operational

Relational

Transformat ional

Operational e-hrm is concerned with administrative

function like payroll, employee personal data, etc. Relational e-hrm is concerned with supportive

business process by the means of training, recruitment, performance management and so forth . Transformational e-hrm is concerned with strategic

HR activities such as knowledge management, strategic re-orientation, etc.

Benefits of e-HRM

Business

HR Division

Employees

BusinessAble to have multiple physical presence, with one virtual HR Department React quickly to a continually changing business structure Obtain human capital information from anywhere in the world, e.g. China, etc.

HR DivisionReduce HR service delivery cost by automating key HR business processes Manage workforce with right portfolio of skills and knowledge Manage reward programs to attract, motivate and retain skilled workers Data Entry Reducdes Correction cost

EmployeesImproved levels of service from HR to meet employees demands Employee self-service allows quick and immediate access to info

Employees career development and appraisal done more effectively and efficiently

HUMAN RESOURCE INFORMATION MANAGEMENTSYSTEMA computerized skills inventory for: Acquiring Storing Analyzing and Controlling the flow of information throughout an organization.

ACTIVITIES IN HRIMS Payroll module Work time system module Administration system module

HR management System module Talent Management system module Online recruiting system module Training module

HRIMS MODULESThe payroll module automates the pay process by gathering data on: Employee time and attendance Calculating various deductions and taxes Generating periodic pay cheques and employee tax reports

HRIMS MODULES The work time system module gathers

standardized time and work related efforts. The module provides broad flexibility in data collection methods, labor distribution capabilities and data analysis features.

HRIMS MODULESThe administration module provides a system for organizations to administer and track employee participation in benefits programs, typically encompasses: Insurance Compensation Profit sharing and retirement

HRIMS MODULESThe HR management module covers from application to retirement. The system records: Basic demographics and Address Data, Selection Training and Development, Capabilities and Skills Management Compensation Planning Records and Other related activities

HRIMS MODULES Talent Management systems encompass: Analyzing personnel usage within an organization Identifying potential applicants

Recruiting through company-facing listings Recruiting through online recruiting sites or

publications that market to both recruiters and applicants. Online recruiting

HRIMS MODULES The training module The system, normally called a Learning Management System it

allows HR to: Track education Qualifications and Skills of the Employees As well as outlining what training courses, books,

CDs, web based learning or materials are available to develop which skills.

SAPWHAT IS IT ANYWAY? The 'SAP which is a short form for System Application

and Product for Data Processing is an integrated enterprise resource planning (ERP) software manufactured by SAP AG that targets business software requirements of small size, midsize and large size organizations in all industries and sectors. It allows for open communication within and between all company functions.

Financials

Internet Integration

Employee SelfServicePersonnel Management Travel Management Payroll Time Management Information Systems Personnel Development Organization Management

Office Logistics

Organizational Management Module Overview Forms the basis for the entire personnel planning and

development application Facilitates analysis of the organizational structure Allows planning to develop actual and proposed personnel

scenarios

Personnel Administration Module Overview Establishes organizational hierarchies Used to perform essential personnel administration tasks such

as: hiring employees performing organizational reassignments termination from the University salary adjustments

Data stored in such a way that you can easily access and

maintain at any time

Recruitment Module Overview Functions you need for working through the entire recruitment

process Contains an entire range of powerful, flexible functions that you can use to implement an effective and largely automated recruitment strategy such as: Receipt of application via web access Issuance of recruitment requests Selection process of applicant Applicant pool administration Notification to applicants

Benefits Module Overview Comprehensive method of administering employee benefits such as: Health (medical and dental) Insurance (Life) Savings (Retirement) Spending Accounts (Medical and Dependent Care)

Encompasses the key concepts and processes you need to manage

extensive and highly individual benefits packages for your employees Open Enrollment Employee Life-cycle Events (e.g. Marriage, Child, and Separation)

Compensation Management Module Overview Toolset for strategic remuneration planning Empowers managers to offer competitive and motivating

remuneration Fixed pay Variable pay Merit increases Promotion Includes Personnel Cost Planning Allows experimenting with future projected costs

Training & Events Management Module Overview Enables you to plan and manage business events Training Conferences

Interfaces with other R/3 components Basis for extending and updating employees skills and

knowledge Flexible Reporting Appraisal functions Provide important decision support feedback to ensure the business events offered are both high quality and effective

Personnel Development Module Overview Helps compare current or future work requirements with

employees qualifications, preferences and aspirations Can contain general measures to impart qualifications so

that employees retain or further their professional skills and keep track with technological developments Converts training proposals directly into bookings for

employees with qualification deficits or needs

Time Management Module Overview Enables flexible representation of all personnel procedures

involved in recording and evaluating employee time data Infrastructure for time data recording Work schedules Record of planned attendance and absences Recording of attendance and absence Annual and Sick Leave accrual Time evaluation Ability to transfer absence and attendance data to other SAP

applications

Payroll Accounting Module Overview Ability to process payroll for employees using data from SAP

Personnel Administration, Benefits, and Time Management Payroll run (regular and off-cycle)

Payroll corrections Payments Remuneration Statements Posting to Financial Accounting Third Party Remittance

Offers a number of standard payroll reports

Conclusion: 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 of web-technology-based channels. E-HRM is the use of technology to automate human resource activities and functions. Common e-HRM solutions include webbased self-service tools that allow employees to change their mailing address online, use the web to complete forms needed to hire a new employee or submit the documentation for annual performance reviews and salary increases electronically. Even though e-HRM appears as a challenge; it has gained much importance in corporate and is inevitable.

Case study

COMPANY PROFILE Bajaj Allianz Life Insurance Co. Ltd. is a joint venture between

two leading conglomerates -Allianz AG, one of the world's largest insurance companies, and Bajaj Auto, one of the biggest 2 and 3 wheeler manufacturers in the world. Bajaj Allianz Life Insurance has a shareholder base of over Rs 700 crores with an asset management value of Rs 5,500 crores and over 850 offices and 4 million satisfied customers.OBJECTIVE OF THE COMPANY: To conduct company-wide skill assessment of the employees Effective knowledge dissemination for the geographically distributed offices

SOLUTIONSIt followed the Wizdom Web LMS offered by G-Cube solutions. Open APIs to integrate seamlessly with existing HRMS Precise Assessment and Reporting capabilities User-friendly training platform with multi-lingual interface capability Wizdom Web LMS not only tracked and reported learning activities but also helped the HR department in analysis and future planning of training. Complete flexibility to increase supported user base at moments notice

THANK YOUPRESENTED BY: Rahul Kate Vishal Lulla Foram Madhavani Madhura Malgaonkar PG-11-021 PG-11-022 PG-11-023 PG-11-024