E- HUMAN RESOURCE MANAGEMENT

E HRM, GOALS, SCOPE AND OBJECTIVE, TYPES, ADVANTAGES, AND DISADVANTAGES, WORKING AREAS, IMPACT, BENEFITS, ADDITIONAL SKILLS, CONCLUSION, AND SUMMARY.

1. Presented by : K.Kranthi (30) Kalyan (16) Bhargavi priya (06) Hariprasad (37) K.K.Neeraja (33) K.Srividhya (29) C.Shalini (11) Jaya Gayathri (35) Saipriya . B (46)

2. Contents: Definitions of HRM,E-Business,E-HRM Goals,Scope,Objectives and Types of E-HRM Working areas of E-HRM Impact of E-HRM on HR system Benefits to Organisation,Manager and Employees Additional skills,Competitive analysis of E-HRM with tradit Covid-19 effect on E-HRM Conclusion

3. 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.”

4. Objectives of E-hrm Define an organizational structure which drives productivity. Developing effective coordination and communication within the organization Dedicate time to finding the right staff and developing their skills base Embracing wider societal and ethical developments

5. Types of E-hrm Operational : Administrative functions – payroll and employee personal data. Relational : Relational E-HRM is concerned with supporting business processes by means of training, recruitment, performance management and so forth. Transformational:Transformational E-HRM is concerned with strategic HR activities such as knowledge management, strategic reorientation.

6. Scope of E-hrm Personal aspect This is concerned with manpower planning, recruitment , selection, placement, transfer, promotion, training and development , layoff and retrenchment, remuneration, incentives, productivity etc. Welfare aspect It deals with working conditions and amenities such as canteens, cr?ches, rest and lunch rooms, housing , transport , medical assistance, education , health and safety, recreation facilities, etc. Industrial relation aspect This covers union-management relations, joint consultation, collective bargaining, grievance and disciplinary procedures, settlement of disputes, etc.

7. E HRM TOOLS E JOB DESIGN AND JOB ANALYSIS E HUMAN RESOURCE PLANNING E RECRUITMENT E SELECTION E PERFORMANCE MANAGEMENT E TRAINING AND DEVELOPMENT E COMPENSATION E HR RECORDS

8. E JOB DESIGN AND JOB ANALYSIS Job Design involves systematic attempt to organize tasks, duties and responsibilities into a unit of work to achieve certain objective. Job Analysis is the process of studying and collecting information relating to the operations and responsibilities of a specific job.

9. E HUMAN RESOURCE PLANNING E Human resource planning (E HRP) is the continuous process of systematic planning ahead to achieve optimum use of an organization's most valuable asset—quality employees. Electronic Human resources planning ensures the best fit between employees and jobs while avoiding manpower shortages or surpluses.

10. E RECRUITMENT E SELECTION E-recruitment is the use of digital technology to attract, assess, recruit and onboard candidates, rather than pen-and-paper solutions. By leveraging powerful e recruitment strategies and tools, employers are able to reach larger, more talented potential employee audiences. https://www.thebalancecareers.com/what-is-the-star-interview-response-technique-2061629 https://www.interviewedge.com/articles/Conducting-the-Behavioral-Event-Interview-BEI.htm E-selection has become popular with the conduct of various tests through online, contacting the candidates through e-mail and conducting the preliminary interviews and final interview through audio conferencing & video conferencing.

11. E-PERFORMANCE MANAGEMENT An online performance appraisal system is a software program that facilitates the completion of performance evaluation online. Further, it can act as a historical archive , storing past evaluations and permitting comparison between evaluations over time. E-TRAINING & DEVELOPMENT The term e-learning covers a wide set of applications & processes including computer based training, web based learning, virtual classroom and digital collaborations.

12. E-COMPENSATION MANAGEMENT Almost all the organization started using Computers for salary fixation, payment, calculations and calculation of various allowances , welfare measures and fringe benefits. E-HR RECORDS Human resource records are created, maintained and updated with the help of computers easily and at a fast rate . This record can be shared with other departments easily.

13. Impact of E-HRM on effectiveness of HR system Cost reduction Enhanced quality of HR processes. Operational efficiency. Elimination of human errors.

14. HR Philosophy HR philosophy  revolves around management‘s beliefs and assumptions about people – their nature, needs, value and their approach to work. These beliefs and assumptions, then determine how people should be treated .

15. HR Policies and programmes Human resource policies are the formal rules and guidelines that businesses put in place to hire, train, assess, and reward the members of their workforce. These policies, when organized and disseminated in an easily used form, can serve to preempt many misunderstandings between employees and employers about their rights and obligations in the business place. A human resource program is a valuable way to gain the necessary skills and knowledge for managing "human capital" ..

16. HR practices and processes HR processes refer to the fundamental strategies that HR leaders implement to ensure successful employee lifecycles and work experiences. Human resources practices are strategic in nature. They represent a vital guidance system that coordinates with your executive business plan.

17. HR Efficiency They have covered a range of products where they have transformed HR departments in order to better serve TOP management and the company. Return on investment [ROI] is the most often used metric for measuring HR efficiency.

18. HR Effectiveness At the process level it is important how different activities are performed. The HR system at the philosophy level is effective when there is an alignment of the HR strategy with the organisation’s overall strategy. Job of the HR professional: As the use of e-HRM technology also drives a change in HR architecture. The HR professionals are responsible for the end users of the technology and the attainment of the right technological skills.

19. BENEFITS TO ORGANISATION -- Lower the HR department staffing level Entails huge cost and risks Recruitment system Career development system.

20. BENEFITS TO MANAGER:- Decision making Quickly and accurate Define jobs more clearly and enhance communication with the employees and the external community.

21. BENEFITS TO EMPLOYEES:- Idea and creativity exchange system Employee system Learning and training system Welfare system .

22. Additional skills needed for e-hrm In 1970-80s, very first systems supported administrative HR tasks without electronic internet-based technology. 1990s brought new automatization era to HRM: recruitment, learning, knowledge sharing, team work -were made digital. 1.social Media Platforms 2.Human Resources Information Software 3.Talent Acquisition Software 4.Cloud Technology 5.Gamification Techniques 6.Talent Management Software

23. Competitive analysis of e-hrm with traditional hrm 1. Present study incorporated with 45 employees of the Public organization (DIOS office and BSA Office, Moradabad). For the present study moradabad place has been selected through convenience sampling. And the respondents have been selected through random sampling and as per availability 2. In order to analyze the effectiveness of E-HRM and Traditional HRM, a questionnaire was constructed and administered with some relevant and related questions based on five points Likert scale.

24. Research Findings It was found that there was a significant difference between traditional HRM and e-HRM. The calculated value of t(0.792) was greater than the tabular value(0.511) at 5% level of significance. E-HRM focuses on internet and intranet,self-service,replaced paperwork,speedy communication channel,cost reduction,achieving more competitive advantage

25. E-hrm during covid To prevent the spread of the coronavirus, companies have switched to a remote work model at a rate and scale they've never experienced. As face-to-face collaboration is replaced with e-mail and videoconferencing, HR managers have to do difficult work under difficult circumstances. Not only are HR professionals concerned about employees' health and well-being during the pandemic, they are also under the strain of processing the paperwork and providing solace to the millions of workers who have been laid off or furloughed. For employees still on the job, HR managers are trying to keep their workers productive, motivated, engaged and connected—all factors that are moving targets in the new normal.

26. CONCLUSION e-HRM Tools What is HRM and e-HRM Types of e-HRM e-HRM during covid Competitive analysis Additional Skills needed for e-HRM HR Policies and Programmes Impact of e-HRM on effectiveness of HR system

27. THANK YOU