This document discusses electronic human resource management (E-HRM). It defines E-HRM and describes its main types: operational, relational, and transformational. Common E-HRM tools are also outlined, including e-profiles, e-recruitment, e-learning, and e-performance management. The objectives and methodology of the research study are then presented, focusing on investigating the impact of E-HRM on HR performance and analyzing E-HRM tool usage. Limitations and hypotheses of the study are also noted.
This document discusses electronic human resource management (E-HRM). It defines E-HRM and describes its main types: operational, relational, and transformational. Common E-HRM tools are also outlined, including e-profiles, e-recruitment, e-learning, and e-performance management. The objectives and methodology of the research study are then presented, focusing on investigating the impact of E-HRM on HR performance and analyzing E-HRM tool usage. Limitations and hypotheses of the study are also noted.
This document discusses electronic human resource management (E-HRM). It defines E-HRM and describes its main types: operational, relational, and transformational. Common E-HRM tools are also outlined, including e-profiles, e-recruitment, e-learning, and e-performance management. The objectives and methodology of the research study are then presented, focusing on investigating the impact of E-HRM on HR performance and analyzing E-HRM tool usage. Limitations and hypotheses of the study are also noted.
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