e-HR Management

Electronic aspect is embodied in all areas of HRM where there is transmission of info from -employer to employee -employee to employee -one client to another

e-Job Design & Job Analysis

Identifying Skill requirements of the company Identifying employee skills Matching the two HR managers do this thru -Competency Mapping -Listing Skills/ Skills Inventory Suitable matches are then found Also assist with: Multi-skills & work Schedules

e-HR Planning
Software used for HRP Indicate number of workers required in each category/ level of skill based on Sales & Production forecasts Outsourcing made possible thru Extraneta network of companies who can take job work Contingency planning possible because of this

e-Recruitment
Advertise vacancies thru/ on the net Applications thru email Job seekers upload their CVs on job sites & prospective employers can draw from it Advantages: -reduces cost of recruitment -reduces time -short-listing faster/ accurate -prepares interview schedule -drastic reduction in HR staff

e-Selection
Tests: written/ psychometric on-line Prelim interview thru video/ audio confer. Even final interview thru video conference Reference check thru email Advantages -Reduces time -Reduces cost- TA/DA Limitations

-Not possible to operate some Psychological tests Judgment based on e-selection not as good as face-to-face interviews/ GDs

e-Performance Management
Software to do Appraisals- click on appropriate statement/ rating Provides weightage differences for supervisors rating & HODs rating Report can be modified/ comments added or deleted Advantages -manager can do more/ more frequent assessment -Saves time

e-Training & Development

Employees learn skills staying at their place complete course work Instant feedback on learning Web based learning High tech/ skill simulation- saves cost/ lives Virtual reality- virtual classrooms More interactive hand-on Opportunity for differential pace of learning

e-Compensation Management
Wage & Salary Admin of HR Dept was the first function to adopt Computers Salary fixation Calculation/ payment of salaries Deductions/ TDS Allowances & calculation as a % Other Employee benefits/ Eligibility Welfare measures

MIS- HRIS
Info generated & maintained /processed /transmitted to appropriate clients Speed & accuracy

e-HR Audit
Standard HR practices and/or desired HR practices fed into a computer- software completes the audit & produces report Report can be modified by deleting/ adding HR Managers comments

Challenges b4 Hr managers Today

Developed from Knowledge of Organization of the Business to understanding of the Business of the Organization Needs to Know about all the different functional areas Contribute to the bottom line of the Organization in real terms ($) What value addition?

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Economic Challenges: People/goods/ Capital/ Information all moving across Globe. Companies operate in different geographical locations/ cultures HR role in creating favorable climate to initiate & implement change quickly HR managers will have to anticipate change & initiate proactive action on how to utilize the human resources best in the rapidly changing business environment

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Political Factors: Stability of Government/ support of political parties to TU Workers are not gullible any more- wage linked to productivity is the norm Multi skilled so Trade Unions do not really exist Pure economic interest is what TUManagement relations are based on

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Diversity Issues: More Women in work force/ more outsiders Social Issues: Hiring workers who can be trained rather than only those exactly qualified Corporate Social Responsibility Changes in Employee Role: Partners Change in Values Level of Education