E-HUMAN RESOURCE

MANAGEMENT (E-HRM)
&
HUMAN RESOURCE
INFORMATION SYSTEM (HRIS)
 CONCEPT OF E-HRM
E-Human Resource Management (e-HRM) means application
of information technology in the performance of HRM
activities. It involves the devolution of HR functions to
management and employees. They access these functions via
internet and other web-technology channels.

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.

E-HRM
 LEVELS OF E-HRM SYSTEM
• Operational E-HRM: Concerns the basic HR activities in the
administrative area. Like, salary administration and personnel
data administration.
• Relational E-HRM: Concerns on HR tools that support basic
business processes. Like, recruiting and performance
management.
• Transformational E-HRM: Concerns HRM activities with a
strategic character. Like, organizational change processes and
strategic competence management.

E-HRM
 E-HRM GOALS
The HR goals have traditionally been broken down into three
types:
➢ being cost effective,
➢ improving services for internal customers, and
➢ addressing the strategic objectives of the business.
➢ Fourth Goal added: Improvement of Global Orientation of
HRM
Transactional goals focus on improving the productivity and
service delivery of the HR function, while transformational
goals focus on freeing up time for HR professionals to address
more strategic issues and can be seen as sub-goals of the
overall goal of the HR function to meet the strategic needs of
the business.
E-HRM
 FUNCTIONS:
1. E-Employee Profile: A web application providing access to employee
information, updated regularly and systematically.
2. E-Recruitment: Posting vacancies on corporate websites and online
recruitment websites, and receiving applications through email.
3. E-Selection: Recruiting employees through online job search engines and
conducting online selection tests.
4. E-Learning: Programmed of learning, training or education where
electronic devices, applications and processes are used for knowledge
creation, management and transfer. Like, virtual classroom.
5. E-Training: Online training aimed to reduce costs and increase
convenience.
6. E-Performance Management System: A web-based performance appraisal
system.
7. E-Compensation: Usage of intranet and internet for compensation
planning.
E-HRM
 E-HRM OPPORTUNITIES
Opportunity Title Effectiveness Percent in E-HRM
Improving knowledge minimums and
skills in organization and creating 11%
competitive advantage
Diversity in the reports of human 27%
resources and increasing their number
Focusing on strategic human resource
management planning instead of 35%
following daily routines
The distribution of duties of human
resource unit among practitioners in an 14%
organization and increasing participation
The ease of redesigning human resource
processes due to the integration in 13%
human resource management software
components
E-HRM
Softwares useful for E-HRM

•ERP(Enterprise resource planning)

•Bio-red
•SAP(system approach and product)
•HR payroll system

• 9
 Applications of e-HRM
⮚HR planning and analysis
⮚Recruitment and selection
⮚Training and development
⮚Performance appraisals
⮚Providing payroll information
⮚Health ,safety and security information
⮚Maintaining skill inventory
⮚Tracking leave and absence behavior of employees.
 Advantages of E-HRM
The main tenet benefits of E-HRM is improved quality
services and efficient services at amazing speed.
Improves accuracy and reduces human bias.
Prompt insight into reporting and analyses.
Everything is standardized an d automated so that
everyone can be benefitted.
E-HRM plays decisive steps towards a paperless office.
E-HRM facilitates globalization.
It helps to deal with the dynamic environment quickly,
fairly and continually.
 Disadvantages of E-HRM
• Sometimes E-HRM could turn out to be costly because it has
to abreast with changes and moreover organizations should
properly train people for handling these softwares.
• It can alienate the staff members that need personal
support.
• Reduces the needs of mangers to interact with the
employees(i.e. less face time and increased risk of “losing
touch” with staff).
• Guaranteeing the security and confidentiality of data and
information is always an issue with E-HRM.
HUMAN RESOURCE INFORMATION SYSTEM

Human Resource Information System(HRIS) is an information

system or managed service that provides a single, centralised
view of the data that a human resource management requires
for completing human resource processes.

Such processes include recruiting, applicant tracking, payroll

time and attendance, performance appraisals, etc.

It is an intersection of human resource and information

technology through HR software. This system allows HRM to
meaningfully participate in planning and leadership.
E-HRM
 COMPONENTS OF HRIS
1. Input Function: This component provides the capabilities
needed to enter information into the HRIS. This includes the
procedures required to collect the data.
2. Data Maintenance: After the data are processed by the
input function, they enter the data maintenance. It updates
and adds new data to the existing database.
3. Output Function: Outputs can take many forms. The output
reports are the crucial link to the users.

Input Data Maintenance Output

E-HRM
 COMPUTERISED HRIS
A computerised HRIS is an information system that
makes use of computers to monitor, control and
influence the movement of human beings in an
organization.
SUB-SYSTEMS

Recruitment Information Personnel Information

Manpower Planning Information Training Information
Health Information System Appraisal Information
Payroll Information Human Resource Statistics System

E-HRM
 ADVANTAGES OF HRIS
A sound HRIS can offer the following advantages:
• Clear definition of goals
• Reduction in the time and amount of stored human resource
data
• Availability of timely and accurate information about human
assets
• Development of performance standards for the human
resource division
• Individual development through linkage between
performance, rewards and job training
• High status for the human resource function due to its
capability for strategic planning within the total organization

E-HRM
 HRIS vs. E-HRM
• E-HRM is not the same as HRIS which refers to ICT systems
(information and communication technology) used within
HR departments.

• Nor it is same as V-HRM, Virtual HRM, which is defined as

network –based structure built on partnerships.

• E-HRM is in essence the devolution of HR function to

management and employees. They access these functions
typically via intranet or other web technology channels.
 Difference …….
HRIS
• It is directed towards the HR
department itself. Users of this
system are mainly HR staff.
• Scope of HRIS is wide as it can
provide information about
every aspect of employee
beginning with his recruitment
and ending with his separation.
• HRIS facilitates the use of
computer technology to
streamline HR operations
E-HRM
• In this target group is not the
HR staff but the people
outside this department
:employees and management.
• Scope of E-HRM includes all
the HR functions of
organization.
• When the access to HRIS is
provided to users through
internet or intranet and
portals ,it is called E-HRM.