E-hrm

GUIDED BY PROF:- Mrs. ANUSHA PATILPujya Mulki 65

Natasha Pereria 69Sunny Sharma 97

Jeet Thaker 107Ankush Thorat 108

Vriti Trikha 110

Objectives Concept of e-HRM Driving forces of e-HRM e-HRM tools e-HRM goals Difference between e-HRM & HRIS Types of e-HRM e-HRM outcomes Consequences of e-HRM e-HRM MODEL State of e-HRM in organizations HRIS Manpower planning – HRIS Real INDUSTRY PRACTICES of e-HRM

Concept of e-HRM

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.

Driving forces EXTERNAL

INTERNAL

COMPETITIONLEVEL OF SERVICEADVANCEMENT IN TECHONOLOGYMERGERS & ACQUISTIONS

REDUCE COST & INCREASED QUALITYPORTFOLIO OF SKILLSMANAGE WORKFORCE GLOBALLYREDUCTION IN RETENTION RATE

e-HRM tools

e-recruitment

e-appraisal

e-learninge-profilee-claims

e-leave

e-HRM toolse-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

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

e-Appraisal Web-enabled appraisal, skills development and career mapping Reduces the paperwork and paper-pushing by HR

e-HRM GOALS

e-HRM EFFICIENT

STRATEGY FOCUSED

FLEXIBLE

CLIENT-ORIENTED

e-HRM V/S HRIS

Directed towards people in the HR department

Improve the processes within the HR department

e-HRM HRISDirected towards

people outside the HR department

Improve the processes across the organization

e-HRM

E-HRM

MARKETING

OPERATIONFINANCE

HRIS

HRIS

Compensation

Welfare

Training & development

Recruitment

TYPES OF e-HRM

OPERATIONAL HRM

RELATIONAL HRM

TRANSFORMATIONAL HRM

e-HRM OUTCOMES

HIGH COMMITMENT

HIGH

CONGRUENC

E

COST

EFFECTIVENESS

HIGH

COMPETEN

CE

Consequences of e-HRM

COST(10%)STRATEGY

VALUE(60%)

COST (30%)HR SERVICE DELIVERY

VALUE(30%)

COST(60%)HR ADMINISTRATION

VALUE(10%)

CHANGES IN COST INCURRED

(30%)STRATEGY

(50%)HR SERVICE DELIVERY

(20%)HR AMINISTRATION

SIMPLE COST BENEFIT ANALYSIS

Obtain Form, Check Leave Balance and Apply

Submit to Secretary for Boss’s Approval

Approval by Boss, incl. Review Submit to Secretary and to HR Inform Applicant Update Database

TOTAL TIME TO COMPLETE

Manual 5 min 1 min 5 min By

pass 10 min 1 min 10 min By pass 10 min 1 min 5 min 3 min

45 min 5 min

e-leave

CONCLUSION

Cost Per Man Hour = RM 150.00 Cost for Entitled 14 days leave = RM

1575.00 Company with 100 staff = Direct

Savings up to RM 157 500.00 per year !!!

STATE OF e-HRM IN ORGANISATION

BUREAUCRATIC POLICY

MARKET POLICY

PLAN POLICY

e-HRM MODEL

HRIS

Definition:- It is the system to acquire, store, manipulate, analyze, retrieve and distribute information regarding an organization's human services

HRIS Software

ABS SuiteABS (ATLASBUSINESS SOLUTION)

ORACLE-HRMS

HR MICRO SYSTEMSHRSOFT

CORT

HRIS Software

Abra Suite:-Human resources & payroll manamgemet

ABS (ATLAS BUSINESS SOLUTIONS): - wages, customer & emergency information, reminders

CORT:HRMS:-Tracking of applicant, attendance, skills, status, job history, cost center & reviews

HRSOFT:-Identify & track senior managers , assess management skills, talents, people for promotion, create resumes, profiles

HUMAN RESOURCE MICRO-SYSTEMS:-Sophisticated data collection, spending A/cs, HR automation, training & development

HRIS software

ORACLE-HRMS:-Oracle – iRecruitment, Self-service HR, HR intelligence, Time & labor

PEOPLESOFT:- Enterprise eRecruit, resume processing, workforce planning

SAP HR:- HUMAN CAPITAL management, ALL-IN-ONE:RAPID HR

SPECTRUM HR:- iVANTAGE & HRVantage for upto 10,000 employees

VANTAGE HRA:- ‘POINT & CLICK’ report writing & internal messaging system for reminders – special events, leaves, benefits .

Manpower planning Module of HRIS

Matching person & Job information Manpower forecasting & planning Future replacements List of potential promotion worthy candidates Career planning systems Succession planning – vacant post due to

retirement General surplus of manpower & confidential

reports Grievances data bank Industrial disturbance data bank

TOP MANAGEMENT (Wages as %)

of SALES TURNOVER of NET PROFIT

of COST OF PRODUCTION

REAL INDUSTRY PRACTICES

THOMAS COOK

E-HRM

CENTER OF LEARNING

MANAGEMENT EDUCATION

LEADERSHIP

FRONTLINE CERTIFICATION

PROGRAM

ANGEL BROKING

SIX SIGMA

E-learning

Talent program

STAR RANK SYSTEM

PRAGATI

RELIGARE Enterprises

e-HRM

Performance tracker

Religare Academy

Clover link

LINTAS MEDIA GROUP

Central.com

Internal training Panchpran 3rd Eye

Awards