CHAUDHARY BANSI LAL UNIVERSITY,
BHIWANI
ASSIGNMENT ON: E- HRM
SESSION: 2023-2024
SUBMITTED TO: SUBMITTED BY:
DR. SUPRIYA Name : Lakshy attri
Roll no.23000502029
What is e-HRM?
e-HRM is the use of ICTs (Information and Communication
Technologies) by HR departments and HR professionals to
perform their roles in a more effective, automated, and result-
driven manner. It is also said that e-HRM is the use of e-
business technologies to enable and support the acquisition,
development, management, and retention of human capital
within organizations.
E-HRM is not a new concept, but rather an extension of HRM
that takes advantage of the opportunities offered by technology.
The goal of e-HRM is to use technology to improve the
efficiency and effectiveness of HRM processes. Many benefits
can be gained from e-HRM, including improved communication,
increased access to information, more efficient HR processes,
and better decision-making.
Meaning of e-HRM
There is a lot of employee personal data that needs to be
collected and managed at HR department staffing levels for the
HR department to function properly. This data includes things
like contact information, employment history, performance
reviews, and more. The HR department needs to be able to
access this data easily and efficiently in order to support the
business’s various processes. E-HRM is a great way to
manage this data and ensure that the HR department can do its
job effectively.
E-HRM can also help with things like knowledge management
and supporting the various strategic activities of the HR
department clients. By using E-HRM, the HR department can
focus on its core functions, strategic HR activities, and HRM
services. The specific sort of chosen HR functions relieves
some of the burdens on the business. E-HRM is a great way of
supporting business processes and improving the efficiency
and effectiveness of the HR department, and it is a service that
more businesses should consider using.
What are the Elements of E-Human
Resource Management?
The elements of e-HRM can be summarized into five main
categories:
1. Employee self-service
This is when employees have access to their HR department
information and can perform various HR tasks themselves,
such as updating their personal information, requesting time off,
or applying for training programs.
2. Manager self-service
This is when managers have access to HR information and
tools that they can use to manage their employees, such as
performance review data, time and attendance records, or
training and development programs.
3. E-recruitment
This is the use of technology to recruit new employees, such as
posting job ads online, conducting video interviews, or using
social media for recruiting.
4. E-learning
This is the use of technology to deliver training and
development programs electronically, such as online courses,
e-books, or webinars.
Types of E-HRM
1. Operational
The operational e-HRM system is used to automate and
streamline HR processes, such as employee onboarding or
performance reviews. This type of e-HRM system is designed
to improve the efficiency of HR processes and make it easier
for HR professionals to do their jobs.
2. Relational
The relational e-HRM system is used to create a more
collaborative and interactive relationship between HR
professionals and employees. This type of e-HRM system is
designed to improve communication and collaboration between
HR professionals and employees.
3. Transformational
The transformational e-HRM system is used to radically change
the way HR functions are performed. This type of e-HRM
system is designed to completely overhaul the way HR
functions are performed, making them more efficient and
effective.
Role of E-HRM in Organizations
The role of e-HRM in organizations can be summarized into
three main categories:
1. Communication
E-HRM can improve communication between HR professionals
and employees by providing a more efficient way to exchange
information.
2. Processes
E-HRM can improve the efficiency of HR processes by
automating and streamlining various HR tasks.
3. Decision making
E-HRM can improve decision-making in HR by providing
access to data and analytics that can be used to identify trends
and make informed decisions.
Advantages of E-HRM
Some of the notable advantages of e-HRM are
1. Improves communication between HR professionals and
employees
E-HRM provides a more efficient way for HR professionals and
employees to exchange information. This can lead to improved
communication and collaboration between HR and employees.
2. Increases access to HR information and tools
E-HRM provides employees with access to HR information and
tools that they can use to manage their careers. This can help
employees to be more proactive in managing their careers and
make better-informed decisions about their future.
3. Makes HR processes more efficient
E-HRM automates and streamlines various HR processes,
such as employee onboarding or performance reviews. This
can help to make HR processes more efficient and easier to
manage.
4. Improves decision-making in HR
E-HRM provides access to data and analytics that can be used
to identify trends and make informed decisions about HR
policies and practices. This can help to improve the overall
effectiveness of HR decision-making.
5. Enables remote working for HR professionals
E-HRM enables HR professionals to work remotely by
providing access to HR information and tools via the internet.
This can help to reduce the cost of running an HR department
and make it more accessible to employees.
6. Reduces the cost of HR operations
E-HRM can help to reduce the cost of HR operations by
automating and streamlining various HR processes. This can
lead to significant savings for organizations that implement e-
HRM systems.
7. Increases the accuracy of HR data
E-HRM systems can help to increase the accuracy of HR data
by providing a more efficient way to collect and store data. This
can help to improve the quality of HR decision-making.
Disadvantages of E-HRM
While e-HRM has many advantages, some disadvantages
should be considered, such as
1. Security concerns
One of the main concerns with e-HRM is the security of
employee data. e-HRM systems store a large amount of
employee data, which can be vulnerable to security breaches.
2. Privacy concerns
Another concern with e-HRM is the privacy of employee data.
e-HRM systems collect and store a large amount of employee
data, which can be used to track and monitor employee
behavior.
3. Implementation costs
e-HRM systems can be costly to implement and maintain.
Organizations need to carefully consider the costs and benefits
of e-HRM before deciding to implement such a system.
4. Change management
e-HRM can require a significant change in the way HR
functions are conducted. Organizations must carefully manage
this change to ensure that e-HRM is successfully implemented.
5. Employee resistance
Some employees may resist e-HRM because they feel that it
invades their privacy or because they are not comfortable using
new technology. Organizations must carefully manage
employee resistance to e-HRM to ensure its successful
implementation.
Conclusion
In the end, it is clear that E-HRM is a process of managing
Human Resources in an organization through the use of
electronic methods and tools. E-HRM has numerous
advantages over traditional HRM, including increased
efficiency, improved communication, and enhanced data
security.
While there are some challenges associated with E-HRM, such
as resistance to change and lack of personal interaction, these
can be overcome with proper planning and implementation. E-
HRM is the future of HRM, and organizations that embrace it
will be well-positioned to succeed in the modern business
world. What do you think? Is E-HRM the way of the future? Let
us know in the comments!
