ELECTRONIC

HUMAN
RESOURCES
M ANAGEMENT

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
When HR departments make use of the Internet and
related technologies, to support their activities, the
process becomes e-HRM ( electronic HRM). E-HRM is
the complete integration of all HR systems and
processes based on common HR data and information
and on interdependent tools and practices. Properly
developed e-HRM could provide the data gathering
tools , analysis capabilities and decision support
resources for HR professionals to hire, pay, promote,
terminate, assign, develop, appraise, and reward
employees .

The HR field has evolved over time and now a

days HR is under more scrutiny and is more
accountable than ever. There is little room for
mistakes, which can be overwhelming costly.
HRs these days and in the near future have a
greater importance in the strategic business
partnership with the organization, and for this
challenge to be won there is an increasing
need for technology to be inserted on its daily
operations and on its decision-making
considerations.

Technology needs to be managed like

any other business practice or
systemand be part of your overall goals
and objectives.
Let us show you how to manage
technology and the Internet as part of
your overall strategic human resource
management program!

E-Recruitment and Staffing

The entire recruiting function is undergoing a virtual revolution. Self-service
systems are being installed on both the supply side for applicants and the
demand side for hiring managers, using the Internet not only to help provide
the match, but also to help handle the hurdles along the way, such as
applicant testing and background screening. Companies can search
thousands of resumes, internationally, either through proprietary databases
or those of vendors such as The Career Connect, Career Mosaic, Career Web,
The Monster Board, or Skills Scape. Most resumes still come to companies on
paper but whatever the media, paper, e-mail, the Web or fax, they can be
scanned and re-formatted according to corporate specifications, and then
made available to the hiring manager or HR manager anywhere in a
company, anywhere in the world. Improvements in optical character
recognition have played an important part in this new capability, as have
improvements in expert systems that provide categorizations and recognition
of terms and rules. Systems can make inferences about skills and potential
based on the words and phrases used in a resume. New technology not only
helps with the review of a large number of resumes, but it also gets them to
the right people quickly, using a variety of media and vendors. The next
generation of recruiting software is incorporating skill-based questions
enabling the hiring company to pre-screen applicants.

Compensation and
Appraisals
With the arrival of secure e-mail transactions and electronic
signatures, the face of salary administration has changed.
Line managers can now be self-sufficient with their
compensation planning. Managers can look at salary
histories online. Salary changes now can be approved
readily through the hierarchy, without day- to-day paper
shuffling. Furthermore, these changes can be automatically
routed to payroll systems on a real-time basis, and any
applicable changes to an employee's benefits also can be
factored in immediately. Employees can also have the
responsibility for their own financial security. New
applications allow employees to do individual analyses of
their financial positions and plan their retirement.

Managing the Virtual Workplac

The emerging virtual organizational workplace requires a new set of
management and human resources tools. The lack of face-to-face
communication impacts how you manage your people. Motivation and
performance issues were always handled in face-to-face meetings.
Nowadays, how do you motivate or discipline someone you never see?
Do you stay connected to that virtual work-at-home person? Or do you
let the out of sight/out of mind philosophy rule your management?
Some employees will never be able to work in a virtual environment.
How do you determine and evaluate who would benefit and who would
not? Many managers are more comfortable in face-to-face
relationships. How are you developing their skills in managing the
virtual worker?
We focus on:
Managing the virtual worker
Virtual performance management
Employer of Choice connection strategies
Selecting and managing outsourced services
Work life/ balance
Telecommuting strategies and training
Virtual organization design
Legal & regulatory compliance
Virtualizing your policies and procedures
Privacy/Monitoring
High tech/High Touch strategies

Web Site Design

We help get you started using the Internet as a
strategic business tool. We assist you in every
aspect; from finding an Internet Service Provider
(ISP), to building your web site, to implementingecommerce solutions.
We design your Internet site to generate the return
on your technology investment. Not necessarily all
the bells and whistles but the right functionality in
the right design with a layout and flow that brings
your employees and applicants back for return visits.
Let us assist you in:
Web hosting
Web site design
Web site programming and development
Self-service functionality
Database integration
e-Commerce solutions

Employee Privacy, Monitoring &

Testing

It's a brave new "virtual" world out there. New tools emerge every day that allow you to
monitor employee's performance and activities. You are obligated to protect them from
dangers in the workplace. How do you want to be seen, as "Big Brother" or an "Employer of
Choice?"
The speed and availability of communication presents new challenges for organizations.
Reference checks returned electronically by managers, e-mail messages containing dirty
jokes and visits to X-rated web sites during work time can create defamation and
harassment problems for your organization.
There are numerous web-based and technology-based tools appearing on the market that
can help in the recruitment, selection and development process. The key is to determine
which solution matches your requirements. Just because they are web-based does not mean
that your responsibilities under EEOC guidelines go away. Indeed, all tests must be job
related and conform to validity and reliability requirements.
There is a new breed of web-based software that monitors and prevents employee Internet
usage. Your goals should be to strike a balance between encouraging creativity and finding
new information versus controlling and inhibiting web usage.
We help you develop the right strategy for your business.
E-mail monitoring
Internet usage
Electronic signature
Surveillance
Drug testing
Security vs. Privacy
Testing
Background checks
Workplace searches
Consumer and employee data protection
Employee Right-to-Privacy
Defamation
Discrimination

Training & Project Management

Have you generated the expected return on your technology or HR
solution? If you are like many companies, the answer is probably no. In
order to successfully implement technology, the selection and
implementation process must be managed to avoid cost over runs,
missed deadlines and project creep.
Even if you install the system on time, there is no guarantee that your
people will use it. Many organizations spend so much of their resources
on technology that they fail to analyze the training requirements of the
users. Training needs to be delivered early and often and tied to the
requirements of the users. You need to involve your employees and
end-users in the process
We can help you implement our project management and training
methodology to manage technology implementations.
Goals & objectives
Needs assessment
Requirements planning
Developing specifications - customization
Budget development
Vendor selection
Scheduling
Implementation
Training

Communications, Collaboration &

Information
Though technology has
improved the speed and ease of
communication, has it really improved the effectiveness of the
way we communicate with each other?
Is 24 x 7, anytime, anyplace communications the most effective
way for people? Instant technology with the expectation of an
immediate response is one thing. Effective time management
practices maybe another.
What about the isolation that technology delivers?
We create a virtual worker, then fail to keep them connected and
feeling a part of the team. Does your team building skills include
strategies for managing and interacting with the virtual worker?
You have people all over the globe. Do they feel a part of the
team?
We want people to collaborate and share but can you expect that
when we set people apart and reduce face-to-face
communications?
Face-to-face interactions built trust. Lack of face-to-face reduces
it. If there is less trust do you really expect people to share?
We work with organizations to design technology and
management practices to improve collaboration and sharing in
organizations.

E-HR: Increasing human

resources efficiency with a
proven portal solution

A proven e-HR solution

IBM has developed IBM Web Sphere Portal software, a member of
the IBM
Workplace family, to help businesses of all sizes realize new
efficiencies
while gaining new levels of business value from human resources
programs.
IBM Web Sphere Portal software provides the framework for
companies to
present highly personalized and security-rich views of human
resources
information from the office, plant, kiosk or home. With IBM Web
Sphere Portal
software, organizations can integrate business applications,
workflow, content
and presence awareness in a single, role-based environment
enhancing
employee self-service by enabling users to gain easy access to

an employee can access a portal that includes expense

and travel systems, training, and other HR-related
documents and tools, enabling the worker to retrieve
the required information when he or she needs it. With
the HR-related information and relevant tools easily
and readily available to each employee, HR is freed to
dedicate its time to supporting the needs of the
business instead of handling information requests. This
employee self-support helps enable the human
resources organization to reduce costs through
increased efficiency.

IBM WebSphere Portal software leverages IBMs significant

SOA investments and leadership position. WebSphere Portal
and Workplace software, built on an SOA framework, provide
the optimized mix of processes and people connectivity
needed for e-HR. An IBM WebSphere Portal software solution
can help businesses of all sizes realize:
Lower costs by increasing efficiency with automated
processes for managing
the many types of transactions found in human resources.
Enhanced efficiency through single sign-on to existing HR
systems from
vendors such as SAP, Oracle and Lawson; employee selfservice using
electronic forms; and streamlined processes for managing
benefits, training
and compliance programs.
Increased revenues from the competitive advantages
delivered by a human
resources department focused on supporting business

IBM Blogs

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 web-based 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.

Thank
you