E-HRM

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
DEFINITION
The processing and transmission of digitalized
HR information is called electronic human
resource management (e-HRM)
There are two important aspects of E-HRM;
1. Sharing of Human Resource Information
2. Linking Employees and Teams
Electronically.

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.
TYPES
THERE ARE 3 TIER OF E- HRM
OPERATIONAL
RELATIONAL
TRANSFORMATIONAL

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.
Human Resource
Management, 5E
9
Employment Process Flowchart
Candidate (C) visits company
website and enters a resume.
Recruiter (R) screens
resumes for potential job fit.
R emails/calls candidates
and schedules onsite testing.
R alerts test administrator.
Test Administrator (TA)
greets candidates, connects
to website for testing.
C reads instructions, takes
first computerised batter of
tests.
C takes second
computerised battery of test
(if any).
TA gives C feedback form
with qualified results, next
step. R receives result by
emails, calls C for follow up
interview.
R schedule interview by
Hiring Manager
TA gives C
feedback form with
disqualified results.
Recruiter informs
C that C did not
qualify
Hiring Manager
conducts interview.
Recruiter extends
job offer to
candidate.
Recruiter informs
C that C did not
qualify.
PASS
PASS
PASS
FAIL
FAIL
FAIL
PASS
Critical E-HR tools
e-recruitment
e-appraisal
e-leave
e-claims
e-profile
e-learning
e-attendance
e-overtime

e-Recruitment
Allows managing of recruitment and hiring in a
systematic manner
Advertise openings, manage applications and
interviews up to hiring electronically

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
Controlled maintained by HR prior to approval
Employee have access to his/her profile for updating
or editing


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

13
Implication of e-HRM
HRM Practices Implication of e-HRM
Analysis and designs of work
Employees in geographically dispersed locations can
work together in virtual teams using video, email and
the internet.
Recruiting
Post job openings online, candidates can apply for
jobs online.
Selection
Online simulations, including tests, videos and email,
can measure candidates abilities to deal with real-life
business challenges.
Training
Online learning can bring training to employees
anywhere, anytime.
Compensation and benefits
Employees can review salary and bonus details and
seek information about and enrol in benefits plans.
Source: Raymond Noe, et al., op. cit., p.52
Benefits of e-HR

Business
Able 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 Division
Reduce HR service delivery cost by
automating key HR business processes
HR gets to focus on strategic issues more
Manage workforce with right portfolio of
skills and knowledge
Manage reward programs to attract, motivate
and retain skilled workers
Data Entry increase error detection/reduce
correction cost
Eliminating cost related to printing and
dissemination of information to employees


Employees

Improved 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