e-hrm
TRANSCRIPT
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GUIDED BY PROF:- Mrs. ANUSHA PATILPujya Mulki 65
Natasha Pereria 69Sunny Sharma 97
Jeet Thaker 107Ankush Thorat 108
Vriti Trikha 110
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Objectives Concept of e-HRM Driving forces of e-HRM e-HRM tools e-HRM goals Difference between e-HRM & HRIS Types of e-HRM e-HRM outcomes Consequences of e-HRM e-HRM MODEL State of e-HRM in organizations HRIS Manpower planning – HRIS Real INDUSTRY PRACTICES of e-HRM
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Concept of e-HRM
Leveraging of technology to deliver HR solutions that brings about convergence in human capital, processes, data and tools as a catalyst towards achieving business strategies.
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Driving forces EXTERNAL
INTERNAL
COMPETITIONLEVEL OF SERVICEADVANCEMENT IN TECHONOLOGYMERGERS & ACQUISTIONS
REDUCE COST & INCREASED QUALITYPORTFOLIO OF SKILLSMANAGE WORKFORCE GLOBALLYREDUCTION IN RETENTION RATE
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e-HRM tools
e-recruitment
e-appraisal
e-learninge-profilee-claims
e-leave
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e-HRM toolse-Recruitment Allows managing of recruitment and hiring in a systematic manner Advertise openings, manage applications and interviews up to
hiring electronically
e-Leave Application and approval of leave managed through defined
workflow Approving authority will be able to review the history record
e-Claims Submission and approval of claims on-line
e-Profile Employee have access to his/her profile for updating or editing Controlled maintained by HR prior to approval
e-Appraisal Web-enabled appraisal, skills development and career mapping Reduces the paperwork and paper-pushing by HR
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e-HRM GOALS
e-HRM EFFICIENT
STRATEGY FOCUSED
FLEXIBLE
CLIENT-ORIENTED
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e-HRM V/S HRIS
Directed towards people in the HR department
Improve the processes within the HR department
e-HRM HRISDirected towards
people outside the HR department
Improve the processes across the organization
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e-HRM
E-HRM
MARKETING
OPERATIONFINANCE
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HRIS
HRIS
Compensation
Welfare
Training & development
Recruitment
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TYPES OF e-HRM
OPERATIONAL HRM
RELATIONAL HRM
TRANSFORMATIONAL HRM
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e-HRM OUTCOMES
HIGH COMMITMENT
HIGH
CONGRUENC
E
COST
EFFECTIVENESS
HIGH
COMPETEN
CE
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Consequences of e-HRM
COST(10%)STRATEGY
VALUE(60%)
COST (30%)HR SERVICE DELIVERY
VALUE(30%)
COST(60%)HR ADMINISTRATION
VALUE(10%)
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CHANGES IN COST INCURRED
(30%)STRATEGY
(50%)HR SERVICE DELIVERY
(20%)HR AMINISTRATION
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SIMPLE COST BENEFIT ANALYSIS
Obtain Form, Check Leave Balance and Apply
Submit to Secretary for Boss’s Approval
Approval by Boss, incl. Review Submit to Secretary and to HR Inform Applicant Update Database
TOTAL TIME TO COMPLETE
Manual 5 min 1 min 5 min By
pass 10 min 1 min 10 min By pass 10 min 1 min 5 min 3 min
45 min 5 min
e-leave
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CONCLUSION
Cost Per Man Hour = RM 150.00 Cost for Entitled 14 days leave = RM
1575.00 Company with 100 staff = Direct
Savings up to RM 157 500.00 per year !!!
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STATE OF e-HRM IN ORGANISATION
BUREAUCRATIC POLICY
MARKET POLICY
PLAN POLICY
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e-HRM MODEL
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HRIS
Definition:- It is the system to acquire, store, manipulate, analyze, retrieve and distribute information regarding an organization's human services
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HRIS Software
ABS SuiteABS (ATLASBUSINESS SOLUTION)
ORACLE-HRMS
HR MICRO SYSTEMSHRSOFT
CORT
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HRIS Software
Abra Suite:-Human resources & payroll manamgemet
ABS (ATLAS BUSINESS SOLUTIONS): - wages, customer & emergency information, reminders
CORT:HRMS:-Tracking of applicant, attendance, skills, status, job history, cost center & reviews
HRSOFT:-Identify & track senior managers , assess management skills, talents, people for promotion, create resumes, profiles
HUMAN RESOURCE MICRO-SYSTEMS:-Sophisticated data collection, spending A/cs, HR automation, training & development
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HRIS software
ORACLE-HRMS:-Oracle – iRecruitment, Self-service HR, HR intelligence, Time & labor
PEOPLESOFT:- Enterprise eRecruit, resume processing, workforce planning
SAP HR:- HUMAN CAPITAL management, ALL-IN-ONE:RAPID HR
SPECTRUM HR:- iVANTAGE & HRVantage for upto 10,000 employees
VANTAGE HRA:- ‘POINT & CLICK’ report writing & internal messaging system for reminders – special events, leaves, benefits .
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Manpower planning Module of HRIS
Matching person & Job information Manpower forecasting & planning Future replacements List of potential promotion worthy candidates Career planning systems Succession planning – vacant post due to
retirement General surplus of manpower & confidential
reports Grievances data bank Industrial disturbance data bank
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TOP MANAGEMENT (Wages as %)
of SALES TURNOVER of NET PROFIT
of COST OF PRODUCTION
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REAL INDUSTRY PRACTICES
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THOMAS COOK
E-HRM
CENTER OF LEARNING
MANAGEMENT EDUCATION
LEADERSHIP
FRONTLINE CERTIFICATION
PROGRAM
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ANGEL BROKING
SIX SIGMA
E-learning
Talent program
STAR RANK SYSTEM
PRAGATI
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RELIGARE Enterprises
e-HRM
Performance tracker
Religare Academy
Clover link
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LINTAS MEDIA GROUP
Central.com
Internal training Panchpran 3rd Eye
Awards
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