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E-HRM

It 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 activities.

It is in essence the devolution of HR

functions to management and employees.

They access these functions typically via

intranet or other web-technology channels.

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DEFINITION

The processing and transmission ofdigitalized HR information is called electronichuman resource management (e-HRM)

Information technology is changing the way HRdepartments handle record keeping andinformation sharing.

Employees can gain information through

self-service.

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ILLUSTRATION

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EARLIER

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NOW

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E-HRM AIMS TO

Leveraging of technology to deliver HR

solutions that brings about convergence

in human capital, processes, data and

tools as a catalyst towards achieving

business strategies.

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TYPES

THERE ARE 3 TIER OF E- HRM

OPERATIONAL

RELATIONAL TRANSFORMATIONAL

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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, performancemanagement and so forth .

Transformational e-hrm is concerned with

strategic HR activities such as knowledgemanagement, strategic re-orientation, etc.

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Critical E-HR tools

e-recruitment

e-appraisal e-leave

e-claims

e-profile

e-learning

e-attendance

e-overtime

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e-Recruitment Allows managing of recruitment and hiring in a systematic manner

Advertise openings, manage applications and interviews up to hiringelectronically

e-Leave Application and approval of leave managed through defined workflow

Approving authority will be able to review the history record

e-Claims

Submission and approval of claims on-line Submit/scan original receipts to Finance for verification

e-Profile Employee have access to his/her profile for updating or editing

Controlled maintained by HR prior to approval

e-Appraisal Web-enabled appraisal, skills development and career mapping

Reduces the paperwork and paper-pushing by HR, onus on manager

-- Able to conduct appraisal on-time

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S-HRM

It is process of linking the human resource

function with the strategic objectives of the

organization in order to improve

performance.

It is considered to be a continuous activity

that requires a constatnt adjustment of

three independent poles: the values ofsenior management, the environmenta nd

the resource available.

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Seniormanagement

environment

resource

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Model

Step 1:- Mission and GoalsManagement philosophy values

Step 2:- Environmental Analysis

Internal scan

External scan

Step 3:- Strategic Formulation

Strategic choice

Corporate

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Step 4:- Strategy Implementation

Leadership

Structure

Human resource

Step 5:- Strategy evaluation

Operating performance

Financial performance

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Cyber Offences

Information Technology and

communication networking systems have

revolutionized the functioning of all

sectors.

Even though the situation prevails, today

there is a threat namely crimes through

net working and communication devices.

Cyber crimes are defined, as "acts that are

liable to be punished by the Information

Technology Act".

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Cuases

1. AGAINST INDIVIDUALS

-Harassment via e-mails.

-Cyber-stalking.-Dissemination of obscene material.

-Defamation.

-Unauthorized control-Indecent exposure

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2. AGAINST ORGANISATION

-Unauthorized control

-Possession of unauthorized info.-Cyber terrorism against the govt. org.

-Distribution of pirated software etc.

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Penalties

Penalty for misrepresentation

Penalty for breach of confidentiality and

privacy

Penalty for publishing Digital Signature

Certificate false in certain particulars.

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