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 activities
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

Employment Process Flowchart

Candidate (C) visits company website and enters a resume. C reads instructions, takes first computerised batter of tests.
PASS FAIL

TA gives C feedback form with disqualified results.

Hiring Manager conducts interview.

Recruiter (R) screens resumes for potential job fit. R emails/calls candidates and schedules onsite testing. R alerts test administrator.

C takes second computerised battery of test (if any).

PASS

PASS FAIL

Recruiter informs C that C did not qualify.

TA gives C feedback form with qualified results, next step. R receives result by emails, calls C for follow up interview.
PASS

Recruiter informs C that FAILC did not qualify

Recruiter extends job offer to candidate.

Test Administrator (TA) greets candidates, connects to website for testing.

R schedule interview by Hiring Manager

Implications of e-HRM
HRM Practices Implication of e-HRM Employees in geographically dispersed locations can work together in virtual teams using video, email and the internet. Post job openings online, candidates can apply for jobs online.

Analysis and designs of work

Recruiting

Selection

Online simulations, including tests, videos and email, can measure candidates abilities to deal with real-life business challenges.
Online learning can bring training to employees anywhere, anytime.

Training

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 Collect feedback from job applicants on the direct and indirect messages conveyed by the website regarding the environment of the organisation so that people with diverse background can use the website 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

Merits and Demerits

Advantages It is self-paced. Trainees can proceed on their own time Disadvantages May cause trainees anxiety

It is interactive, tapping multiple trainee senses

Allows for consistency in the delivery of training Enables scoring of services/ assessments and the appropriate feedback

Not all trainees may be ready for elearning

Not all trainees may have easy and uninterrupted access to computers 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 Can be used to enhance instructor-led training No significantly greater learning evidenced in research studies Requires significant top management support to be successful

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
Use of technology or the web based tools to assist

the recruitment process. The tool can be either a job website like naukri.com, the organizations corporate web site or its own intranet. Companies advertise job vacancies through worldwide web. Job seekers place their CVs in worldwide web, which can be drawn by prospective employees depending upon their requirements.

e-Recruitment
Organisations advertise job vacancies through

the World Wide Web(WWW)or send the info directly to the most competent people through email Job seekers send their applications through email using internet Job seekers place their CVs in the World Wide Web(WWW)thru various jobsites

E- Recruitment Process
Post the company profile and the job specifications on one of the

many available job portals and also search the portal to see if any suitable resumes are on the site.
The alternate is to create an online recruitment page on the

companys own website where job seekers can submit their resumes which will get added to the database of the organization for future

consideration.

Trends in E- Recruitment
A recent survey of more than 90% organizations using e-

recruitment methods reported the reasons for the switch-over from traditional methods to e-recruitment:
Web presence and using Internet improve corporate image Minimizes recruitment costs Lessens paper work and administrative burden Ability to deploy advanced web tools for the recruitment team.

Advantages of E- Recruitment Process

Cost effective

Online recruitment is quick

Online recruitment gives a better chance of success

Online recruitment gives you a bigger audience

Online recruitment is easy

Disadvantages of E- Recruitment Process

Too many candidates

It wont work always

Eg: On line recruitment process

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

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-Training and Development

ADVANTAGES
It is self paced. Trainees can

proceed on their own time. It is interactive, tapping multiple trainees Allows for consistency in delivery of training Enables scoring and gives appropriate feedback Relatively easier for trainers to update content Incorporates built in guidance and help for trainees to use when needed

DISADVANTAGES May cause trainee anxiety Not all trainees may be ready for e-learning Not all trainees may have easy and uninterrupted access to computers Not appropriate for all training content Requires significant upfront cost & investment Requires significant top management support to be successful

e-Compensation Management
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-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

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 and cost effectiveness within the HR department, and allow HR to become a strategic partner in achieving organizational goals