A

RESEARCH PAPER ON

A STUDY ON IMPACT OF E- HRM ON SELECTED ORGANIZATIONS

INTRODUCTION
E-HRM, the use of web-based technologies for human resource management practices and policies, is maturing within organizational lifecycle. E-HRM is in essence the devolution of HR functions to management and employees e.g. many activities, previously performed by HR professionals, can now be performed online by Managers and Employees on their own desktops. Line Managers nowadays perform appraisals, evaluate employee costs, generate HR reports (turnover, absenteeism), process training requests and oversee competence management. Employees have access to everything they need to change and manage their personal files, plan their development, process financial documents and apply for internal job postings. These functions are typically accessed via intranet or other webtechnology channels. The empowerment of managers and employees to perform certain chosen HR functions relieves the HR department of these tasks, allowing HR staff to focus less on the administrative and more on the strategic elements of HR. E- HRM managers always strive to provide a seamless integration of all HRM services with a common goal of employee satisfaction.

This paper aims at demystifying the phenomenon E-HRM and its tools. Also we explain the electronic application of HRM. Then, we identify a model to look if electronic HRM is leverage for HRM effectiveness. E-HRM is typically defining the use of computer systems, interactive electronic media, and telecommunication networks to carry out the functions of the human resources management department. In addition, while some human resources management departments utilize a few virtual HRM applications, others strive to reengineer, automate and integrate nearly all of their HRM functions.

E- HRM, technology-assisted model of HRM has often begun as an efficiency program, but it soon evolves into a major source of competitive advantage. The topic of E-HRM is

certainly not becoming obsolete, and its full potential is still anticipated, and therefore, academic involvement in the topic needs to grow.

LITERATURE REVIEW
Paper 1: The implications of implementing electronic- human resource management (EHRM) systems in companies, Shilpa Varma and Gopal R. (2010)

This paper presents a comparative picture between the services vs. manufacturing sector with respect to the adoption of e-HRM systems in Indian companies. On comparing, the findings showed that the Manufacturing group is moving towards achieving Administrative excellence (routine HR tasks being e-enabled) whereas the Services group has moved beyond administrative excellence and is now in the process of achieving Service excellence (high usage of HR Service Delivery Tools). The gap between the Manufacturing and Services group is likely to be bridged in about a time-span of 5-6 years. However, it is yet to be seen how fast both the sectors move towards Performance Excellence (HR metrics and Business Intelligence).

Paper 2: Forging New Employee Relationships via e-HR, HR Focus, Dec 2000

This paper presents different company objectives behind introducing E-HRM. One of the objectives was to understand and improve relations with its employees through implementing E-HR tools and enhancing those relationships. This was initiated by Lloyd Wilky, director of employee services for Honeywell Global Business Services and Mike Christie, consultant in human resource effectiveness practice at Hewitt Associates. Honeywell developed a total value strategy that included development programs to enhance employee needs and build leadership skill and will to create a work environment that embodies trust and respect.

Paper 3: The contribution o f e-HRM to HRM effectiveness: Results from a quantitative study in a Dutch Ministry, Emerald Group Publishing Limited

The aim of this paper is to investigate the effects of technology readiness on technology acceptance in e-HRM field. It aims to look at whether this is of benefit to an organization. The study showed that individual assessment of e-HRM applications influences HRM technical and strategic effectiveness. This is especially so in the perceived quality of the content and the structure of e-HRM applications which have a significant and positive effect on technical and strategic HRM effectiveness.

RESEARCH METHODOLOGY
The system of collecting data for research projects is known as research methodology. The data may be collected for either theoretical or practical research for example management research may be strategically conceptualized along with operational planning methods and change management. Some important factors in research methodology include validity of research data, Ethics and the reliability of measures most of your work is finished by the time you finish the analysis of your data.

OBJECTIVES:
To study impact of E-HR on the human resource functioning of the organization. To study the use of E-HRM technologies having impact on the performance of the HR system. To study the use of E-HRM technology having impact on employees. To identify whether E-HRM technology has brought transparency in HR functions.

SCOPE:
Limited to companies in geographical area of Pune City

DATA COLLECTION METHOD:

Primary: Data that has been collected from first-hand-experience is known as primary data. Primary data has not been published yet and is more reliable, authentic and objective. Primary data has not been changed or altered by human beings; therefore its validity is greater than secondary data.This can be through numerous forms, including questionnaires, direct observation and telephone interviews amongst others. In this project, data is collected through Structured Questionnaire. Questionnaire consists of a number of questions relevant to the objectives of research and are printed or typed in a definite order on the form or sets of forms. Secondary: Data collected from a source that has already been published in any form is called as secondary data. The review of literature in any research is based on secondary data. This can be mostly from books, journals, periodicals and magazines. Secondary data is very useful

in deciding the objectives of research study. In this project, data is collected from Internet and Various Literatures and articles related to E-HR.

HYPOTHESES:
E-HRM technology is transparent in its functioning E-HRM reduces complexity in work

RESEARCH DESIGN:
Descriptive Research Descriptive research design is a scientific method which involves observing and describing the behaviour of a subject without influencing it in any way. These types of experiments are often used by anthropologists, psychologists and social scientists to observe natural behaviours without affecting them in any way. It is also used by market researchers to judge the habits of customers, or by companies wishing to judge the morale of staff.

SAMPLING METHOD:
Simple Random sampling method Random sampling is the purest form of probability sampling. Each member of the population has an equal and known chance of being selected. When there are very large populations, it is often difficult or impossible to identify every member of the population, so the pool of available subjects becomes biased.

SAMPLING FRAME:
10 Organizations which include production and service provider firms and their employees

SAMPLE SIZE: 122 STATISTICAL TOOLS:

In this research, researchers have used frequency analysis, percentage analysis and pie chart. Piersons chi-square test t analyzes and interprets data. Researchers have used SPSS 16.0 for this test and MS Office 2010 to draw graphs and charts

DATA ANALYSIS
Q.3) Is E-HRM technology used in your company? No. Of Respondents Percentage (%)

Yes No Total

114 8 122

93.4 6.6 100

Yes

No

7%

93%

INTERPRETATION: From the above data, it is found that most of the organization uses EHRM technology. From observation 93.4% employees said that E-HRM technology is used in their organization. Those organizations which not use this technology are either small scale production industry or the employees work there are not aware about technology

Q.4) Do you find E-HRM technology effective?

No. Of Respondents Percentage (%)

Not Valid Not Effective Less Effective Effective More Effective Total

1 2 7 70 42 122

0.8 1.6 5.7 57.4 34.4 100

Not Valid 1%

Effectiveness
Very Effective 34% Effective 57%

Not Effective 2% Less Effective 6%

INTERPRETATION: In the above Pie chart, about 57% employees said that E-HRM system is effective, 34% said that system is very effective and 82 % said that E-HRM system is time effective.

Q.13) Does E-HRM reduce complexities in your work?

No. Of Respondents Percentage (%)

Not Valid Yes No Total

1 96 25 122

0.8 78.7 20.5 100

No 20% Yes 79%

Not Valid 1%

INTERPRETATION: It is found, 79% employees said that E-HRM reduces complexities in their work, while 20% employees are not agree with this point.

Q.14) E-HRM provides transparency in its function.

No. Of Respondents Percentage (%)

Strongly Disagree Disagree Neutral Agree Strongly Agree Total

2 6 38 56 20 122

1.6 4.9 31.1 45.9 16.4 100

Strongly Agree 16%

Strongly Disagree 2%

Disagree 5% Neutral 31%

Agree 46%

INTERPRETATION: Near about half of employees are agree with E-HRM provides transparency in its function, 16% strongly agree and 31% are neutral with this statement.

Q.17) Has your productivity changed after introduction of E-HRM?

Percentage No. Of Respondents (%) Cumulative Percentage (%)

No Change Moderate Change High Change Total

20

16.4

16.4

75 27 122

61.5 22.1 100

77.9 100

High Change 22%

No change 16%

Moderate Change 62%

INTERPRETATION: From the above Pie Chart, it is shows that 22% employees agree with there is high change in productivity after introduction of E-HRM technology.

FINDINGS
Most of the Employees i.e. 93.4% said that E-HRM system is used in their organization. Even some small scale industries used E-HRM system. From research study it is found that E-HRM system is time effective. There has been maximum percentage of employees (i.e. 71%) agree that E-HRM provides platform to communicate with the other employees. Very few employees said disagree with this point. About 85% employees in organization use course material through intranet for Elearning and service provider organizations also use audio visual techniques for training purposes. It has helped employees to continuously update their knowledge without hampering their productivity. Many organization switched recruitment process from traditional to E-recruitment method i.e. 96% through job portal on website, company website. After introducing E-HRM system there has been a moderate change in organization as well as its productivity. E-HRM system has smoothened the payroll process which is very hectic job for organizations, also has reduced complexities and errors in their work. It also helped reduce the administrative cost. Implementation of E-HRM has been fruitful for both employees as well as the organizations.

SUGGESTIONS
1. As it is found that E-HRM system is effective, it is necessary that most of the training given to employees may gave through the E-HRM so, time as well as cost gets reduces. 2. As many employees which are from non technical background there will be training to them. 3. HR manager should use E-HRM system as more as possible for recruitment so recruitment cost will get reduces.

CONCLUSION
From the research it may be concluded that most of the organization use E-HRM system. E HRM system is quite user friendly for graduate qualified people. It helps to reduce the complexities as well as reduces time in employees work. E-HRM system also helps in e-learning process which is part of training and in recruitment and payroll process. Researcher found that Most of the Employees feel that E-HRM provides transparency in organization. On the whole researcher feels that involvement of employee in E-HRM is effective for both employees and organizations. .

BIBLOGRAPHY
The Implications of implementing Electronic Human Resource Management (E-HRM) systems in companies, Journal of Information Systems and Communication ISSN: 0976-8742, E-ISSN: 0976-8750, Vol. 2, Issue 1, 2011 Electronic Human Resource Management: Challenges in the digital era, The International Journal of Human Resource Management, Vol.20, No.3, March 2009 Designing a model for evaluating the effectiveness of e-HRM, International Journal of Information Science & Technology, Volume 6, Number 2 July / December, 2008 Case Study: Forging New Employee Relationships via e-HR, HR Focus/December 2000

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