GUIDED BY PROF:- Mrs.

ANUSHA PATIL
Pujya Mulki 65
Natasha Pereria 69
Sunny Sharma 97
Jeet Thaker 107
Ankush Thorat 108
Vriti Trikha 110
 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
 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.
 Driving forces
 EXTERNAL
COMPETITION
LEVEL OF SERVICE
ADVANCEMENT IN TECHONOLOGY
MERGERS & ACQUISTIONS

 INTERNAL

REDUCE COST & INCREASED QUALITY

PORTFOLIO OF SKILLS
MANAGE WORKFORCE GLOBALLY
REDUCTION IN RETENTION RATE
 e-HRM tools

e-recruitment e-appraisal e-leave

e-claims e-profile e-learning

 e-HRM tools
e-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
 e-HRM GOALS
STRATEGY
FOCUSED

FLEXIBLE e-HRM EFFICIENT

CLIENT-
ORIENTED
 e-HRM V/S HRIS
e-HRM HRIS
 Directed towards  Directed towards
people outside the people in the HR
HR department department
 Improve the  Improve the
processes across the processes within the
organization HR department
 e-HRM

MARKETING

E-HRM

FINANCE OPERATION
 HRIS

Compensation

Recruitment HRIS Welfare

Training &
development
 TYPES OF e-HRM

OPERATIONAL HRM

RELATIONAL HRM

TRANSFORMATIONAL HRM
 e-HRM OUTCOMES

CO HI
MM GH
ITM
EN HIGH CE
T PE TEN
COM

EF
FE CO
C T ST
IV E HIGH
NE G R U ENCE
SS CON
Consequences of e-HRM
COST(1
0%)
STRATE
GY
VALUE(
60%)
COST (30%)
HR SERVICE DELIVERY
VALUE(30%)

COST(60%)
HR ADMINISTRATION
VALUE(10%)
CHANGES IN COST INCURRED

(30%
)
STR
ATE
GY
(50%)
HR SERVICE
DELIVERY
(20%)
HR AMINISTRATION
SIMPLE COST BENEFIT ANALYSIS

Manual e-leave
 Obtain Form, Check Leave Balance and 5 min 1 min
Apply
 Submit to Secretary for Boss’s Approval
5 min By pass
 Approval by Boss, incl. Review 10 min 1 min
 Submit to Secretary and to HR
10 min By pass
 Inform Applicant
 Update Database 10 min 1 min
5 min 3 min

 TOTAL TIME TO COMPLETE

45 min 5 min
 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 !!!
STATE OF e-HRM IN ORGANISATION

BUREAUCRATIC POLICY

MARKET POLICY

PLAN POLICY
e-HRM MODEL
 HRIS

 Definition:- It is the system to acquire, store,

manipulate, analyze, retrieve and distribute
information regarding an organization's
human services
 HRIS Software

ABS (ATLAS
ABS Suite BUSINESS CORT
SOLUTION)

HR MICRO ORACLE-
HRSOFT SYSTEMS HRMS
 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
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 .
 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
TOP MANAGEMENT (Wages as %)

of SALES TURNOVER of NET PROFIT

of COST OF PRODUCTION
REAL INDUSTRY PRACTICES
 THOMAS COOK

CENTER OF
LEARNING

FRONTLINE MANAGEMENT
CERTIFICATION E-HRM EDUCATION
PROGRAM

LEADERSHIP
 ANGEL BROKING

SIX SIGMA

PRAGATI E-learning

STAR RANK Talent

SYSTEM program
 RELIGARE Enterprises

Performance
tracker

Clover link Religare

Academy
e-HRM
 LINTAS MEDIA GROUP

Central. Internal 3rd Eye

Panchpran
com training Awards