hr km and e learning
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e-HRM
Sangeeta Shah Bharadwaj
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• A company has implemented Integrated ERP for its HR department on a client server environment
• It is wondering whether it needs to have an e-HRM system as well?
• Comment-why or why not
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e-HRM in Practice
e-HRM is application of web based technologies for HR
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Delivering core
services
Managing personal
information
Managing people more
effectivelyRecruitment
Time management
Reward management
Performance management
Facilitating learning and collaboratio
nKnowledge
management
Communication and
collaboration
Managing learning
Engaging and
motivating employees
Benefits management
Concierge services
e-HRM
Administrative Strategic
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What are the benefits of e-HRM?
• A more strategic approach to HR– Allowing HR professional more time for strategic
HR activities rather than data processing– Providing information for strategic decision
making– a happier workforce-- quick and efficient retrieval
of information at individual level
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What are the benefits of e-HRM?
• Better support to management at all levels– Senior managers can have focus on strategy – More operational functionality-for line managers
to carry out their day to day activities– Providing better quality information– 24/7 access and just in time access– Improved monitoring of work force
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Greater potential for organizational collaboration and learning
– Learning opportunities can be delivered and managed more easily
– Improved opportunities for collaboration
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What are potential challenges with e-HRM?
• Does HR loose contact with people?
• Is there a challenge of keeping information secure?
• How to ensuring authorized access to system and 24/7 access?
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e-HRM is web based initiative
What are the challenges for putting the same in place?
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HR-Portal development challenges• Content management, Prioritization and release strategy of
applications• Portal and content policies, compliance• Branding and messaging, user experience• Technical architecture, portal development• Operations and administrations
Who ( HR/IT/other dept ) is responsible for what?
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Design a Portal governance system for your organization
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Portal Governance Challenges
• Who will develop and design it• Who will upload the content and manage the
content• Who will address the legal and other issues?
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Portal Governance
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Making your e-HRM Portal : Effective
• Passive manuals vs Active systems through ESS– How to make an expense claim for a car journey
• Integrating information to people who want it– Bulletin boards which get actively populated as
and when accessed and with new information highlighted
– Can an ERP back end database make it possible?• Having an FAQs section
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What is Content?
• The concept of – structured vs. unstructured data– Data vs. Content
• Structured data fits into well-defined fields of data base.
• “unstructured” data, which does not fit into the fields
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What Makes Content Management Difficult?
• The flexibility and unpredictability of content• Lack of well-defined, industry-standard application
infrastructure for handling content• Complex creation, update and change management cycles• Complex reuse and repurposing issues• Complex cross-referencing and indexing schemes• Complex formatting and transformation requirements• Complex search and retrieval issues
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Web Content Management Ensure that complex Web site content is complete, up-to date
Content Management
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Document Management Manage complex document-basedinformation so common elements can be reused, anddocuments can be dynamically assembled for publishing, Images, Pdf etc
Content Management
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Digital Asset Management Allow a mass of multi-media electronic content (photos, audio, video, etc.) to be stored in Multimedia Data base
Content Management
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Is content management same as knowledge management?
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Knowledge Management Archive and index critical organizational knowledge so thatemployees can takeadvantage of it
Knowledge Management
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Challenges of KM
• Knowledge type and storage• Inability to store experience• Accessing relevant knowledge• Keeping knowledge upto date• Knowledge out of context becomes
meaningless
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Hence to KM demands explicit KM through content management and
tacit KM through improved collaboration in the organizations
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Improve collaboration among people
• Many ways of doing it face to face
• How to do it through technology?
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On-line collaborative tools
• Content as well as through online meetings • Synchronous vs asynchronous• For on line meetings—co-ordinations of
interaction are important• Compatibility with accepted business practices• Recording and reuse of events• Integration with other systems
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How to implement on-line collaborative tools say for e-learning
• Establish the business objectives say it is for e- learning
• Develop your specifications– Will it meet all your needs– Will it be purchased or it will be service mode– How stable is the supplier– Is application scalable– What will be the training requirements?
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How can e-learning be delivered?
• Self paced individual learning• Tutor mediated• Blended learning with face-to face
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E—learning and KM
• Competencies identification• developing expertise against those
competencies• Developing structure for those competencies • Developing material for the same• Determining the mode of delivery/ other rules
and regulations
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Role of Social Medias in Human Resource
Management System
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What is Social Media? " Social media” are media for social interaction, using highly accessible and scalable communication techniques– involves use of web-based and mobile technologies to turn
communication into interactive dialogue
– technological foundations is Web 2.0, which allows the creation and exchange of user-generated content
– A common thread running through all definitions of social media is a blending of technology and social interaction for the co-creation of value.
WIKIPEDIA
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Enterprise 2.0• ‘as the use of emergent social software platforms within
companies and their partners or customers’• Emergent means the software is freeform, in the sense that
people can choose to use it or not• is egalitarian and can accept different forms of data• It rules open web-based platforms, such as Wikipedia,
YouTube, Flickr and MySpace, because they widely available to individuals
• corporate internets because they are not emergent, and • traditional email and SMS because they aren’t persistent
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Pfizerpedia
• Pfizerpedia in enabling employees to share and access knowledge more quickly than before
• The ability to publish freely attributed information on line can help overcome any tendencies that may exist towards ‘silo protectionism’ or a bureaucratic approval process
• internal ‘Pfizerpedia’ application (similar to Wikipedia) available to all employees
• Its popularity has grown and it is fast becoming an on-line resource of first preference for R&D employees, seeking knowledge pertinent to their job role. This internal wiki, visible to all, has over 4500 pages, of which 3300 pages have received at least 1000 hits each. There have been a total of 10,956,000 page views, and 79,400 page edits since Pfizerpedia was established