human resource managment differnce between E-HR and HRIS

Human Resource in the field of technology. E-HR and HRIS differences. Human Resource management system used in industry for managing and recurring Employees

1. Demystifying HR Tech: HRIS vs. e-HR Presented by Kunal Kumar Gupta Yash Chopra Manav Wadhwa

2. Advantages of HRIS Improved Data Accuracy and Consistency:  HRIS eliminates the risk of errors associated with manual data entry and ensures everyone has access to the same up-to-date information. Enhanced Efficiency and Productivity:  HRIS automates time-consuming tasks like payroll calculations, benefits enrollment, and report generation, freeing up HR professionals to focus on more strategic initiatives. Simplified Compliance Management:  HRIS helps track and manage regulatory requirements like employee leave entitlements and tax reporting. Better Reporting and Analytics:  HRIS provides valuable data insights for workforce planning, identifying trends, and making data-driven HR decisions.

3. HRIS in Action: A Real-World Example Scenario:  Imagine a company with 500 employees. Previously, HR relied on paper files and spreadsheets to manage employee data, a cumbersome and error-prone process. Implementing an HRIS allows them to: Store all employee data electronically in a secure and centralized location. Automate tasks like payroll calculations and benefits enrollment. Generate reports on employee demographics, turnover rates, and training completion. Facilitate self-service options for employees to access paystubs, update contact information, and request time off.

4. What is

5. E-HR stands for Electronic Human Resources. It's a broader concept encompassing the use of technology in all aspects of HR. e-HR goes beyond data storage and includes functionalities like: Online recruitment and onboarding portals E-learning platforms for employee training Performance management systems Communication tools like employee self-service portals HR analytics for workforce planning and strategic decision-making

6. e-HR in Action: A Practical Example Scenario:  A company with a remote workforce wants to streamline its leave management process. Traditionally, employees submitted paper forms, leading to delays and potential errors. Implementing an e-HR solution allows them to: Introduce a mobile app for employees to electronically submit and track leave requests. Automate approval workflows for faster processing. Provide managers with real-time insights into team leave schedules.

7. Advantages of e-HR Improved Employee Experience:  e-HR tools like self-service portals and mobile apps empower employees to access paystubs, update personal information, request leave, and view training materials at their convenience. Enhanced Communication and Collaboration:  e-HR facilitates better communication across the organization with tools for internal messaging, knowledge sharing platforms, and online collaboration tools. Streamlined Recruitment and Onboarding:  e-HR solutions can automate job postings, applicant tracking, and onboarding processes, leading to faster talent acquisition and improved new hire experiences. Data-Driven Decision Making:  e-HR analytics provide HR with valuable data insights to support workforce planning, identify skill gaps, and make informed decisions about talent development and performance management.

8. Conclusion HRIS and e-HR are two powerful tools that can revolutionize HR operations. HRIS provides a centralized platform for employee data management. e-HR encompasses the strategic use of technology across all HR functions. When combined, HRIS and e-HR can empower HR to streamline processes, improve efficiency, and contribute more strategically to the organization's success.

9. Open for Questions and Doubts

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