Spandana priya .C.

S
Research scholar
Dr. Munivenkatappa
Research supervisor
 Introduction to E-HRM

 E-HRM (Electronic Human Resource

Management) is an advance business solution
which provides a complete on-line support in
the management of all processes, activities,
data and information required to manage
human resources in a modern company. It is
an efficient, reliable, easy-to-use tool,
accessible to a broad group of different users.
 TYPES OF E HRM
 Operational
 Relational
 Transformational.
 Operational E-HRM is concerned with administrative
functions - payroll and employee personal data for example.
 Relational E-HRM is concerned with supporting business
processes by 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. An organization may choose to pursue E-HRM
policies from any number of these tiers to achieve their HR
goals.
E-hrm tools
 E-employee profile
 E-recruitment
 E-selection
 E-learning
 E-training
 E-performance management
 E-compensation
 OBJECTIVES OF THE STUDY
 To investigate the contribution of E-hrm to HR
performance in the companies.
 To analyze to what extent the various e-HRM
Instruments/ Tools are being utilized in companies.
 To understand the satisfaction level of HR managers
with regard to the implementation of E-HRM
systems.
 To identify the various challenges/pitfalls associated
with implementing and maintaining E-HRM systems.
 To draw inferences through respondents
questionnaires and give suggestions for
implementation of effective E-hrm systems.
RESEARCH METHODOLOGY
 Sampling design
 Sampling technique
Convenient sampling technique will be used
in selecting respondents from the sample
frame.
 Sampling size
A sample size of 30 organizations was
selected as respondents using convenient
sampling technique.
 10 companies from manufacturing industry
 20 companies from service industry and IT
industry
RESEARCH METHODOLOGY
contd…
 Sources of data
 (a) Primary data: Primary data will be collected from the
employees i.e. HR professionals and line managers of top
management and middle level management
 (b) Secondary data: Secondary data information will be
collected from reading journals, text books, previous
research, publication, magazines and reports, websites, etc.
 Tools of data collection
Questionnaire & Interview schedule
 PLAN OF ANALYSIS
 Appropriate statistical tools like graphs, diagrams,
percentage, averages, correlation and regression analysis
would be employed for analysis of the collected data and
conclusions will be arrived.
LIMITATIONS OF THE STUDY
 Complete and correct information may not
be available from the employers of the
organizations.
 Personal bias of respondents will always
exist.
 Time and cost is a limiting factor.
 Availability of information will be a limiting
factor.
 The study is confined to Bengaluru city only.
THANK YOU
 Hypotheses
 It is hypothesized that E-hrm systems impact
the HR performance positively.
 It is hypothesized that the different E-HRM
tools/instruments are fully utilized in
companies.
 It is hypothesized that the HR managers are
not satisfied with the implementation of E-
HRM systems in companies.
 It is hypothesized that the E-hrm practices are
not successful in satisfying employees HR
needs in the perspective of HR managers.
Variables –IV & DV
 IV- impact of E-hrm tools
 DV- HR performance
The HR performance of the companies
depends on the e-hrm tools used by
them
 SOP
 no concrete result-oriented process to
check whether such an E-HRM practice is
relevant or not
 Whether Ehrm tools has bought negative or
positive impact.
Research gap
 Research done in developed economies
 Not much research found in Indian
economies
 The range/level of utilization of E-HRM
tools in company