e-HRM is the use of web-based technologies to provide HRM services

within employing organizations. It embraces e-recruitment and elearning, the first fields of human resource management to make
extensive use of web-based technology. From this base e-HRM has
expanded to embrace the delivery of virtually all HR policies. Within a
system of e-HRM, it is possible for line managers to use desktop
computers to arrange and conduct appraisals, plan training and
development, evaluate labour costs, and examine indicators for turnover
and absenteeism. Employees can also use a system of e-HRM to plan
their personal development, apply for promotion and new jobs, and
access a range of information on HR policy. Systems of e-HRM are
increasingly supported by dedicated software produced by private
suppliers.
E-HRM is the (planning, implementation and) application of information
technology for both networking and supporting at least two individual or
collective actors in their shared performing of HR activities.
E-HRM is not the same as HRIS (Human resource information system)
which refers to ICT systems used within HR departments. Nor is it the
same as V-HRM or Virtual HRM - which is defined by Lepak and Snell as
"...a network-based structure built on partnerships and typically
mediated by information technologies to help the organization acquire,
develop, and deploy intellectual capital."
E-HRM is in essence the devolution of HR functions to management and
employees. They access these functions typically via intranet or other
web-technology channels. The empowerment of managers and
employees to perform certain chosen HR functions relieves the HR
department of these tasks, allowing HR staff to focus less on the
operational and more on the strategic elements of HR, and allowing
organisations to lower HR department staffing levels as the
administrative burden is lightened.
It is anticipated that, as E-HRM develops and becomes more entrenched
in business culture, these changes will become more apparent, but they
have yet to be manifested to a significant degree. A 2007 CIPD survey
states that "The initial research indicates that much-commented-on
development such as shared services, outsourcing and e-HR have had
relatively little impact on costs or staff numbers.
Types
There are three tiers of E-HRM. These are described respectively as
Operational, Relational and Transformational. Operational E-HRM is

concerned with administrative functions - payroll and employee personal

data for example. Relational E-HRM is concerned with supporting
business processes by means of training, recruitment, performance
management and so forth. Transformational E-HRM is concerned with
strategic HR activities such as knowledge management, strategic reorientation. An organisation may choose to puruse E-HRM policies from
any number of these tiers to achieve their HR goals.

Goals
E-HRM is seen as offering the potential to improve services to HR
department clients (both employees and management), improve
efficiency and cost effectiveness within the HR department, and allow HR
to become a strategic partner in achieving organisational goals.

The recruiting aspect there are number of websites for recruiting of

employees in companies some of the popular and important web sites in
INDIA are listed below they are
1
2
3
4
5
6
7
8
9
10

www.naukri.com
jobsahead.com
monsterindia.com
careerindia.com
placementindia.com
jobsearch.rediff.com
bestjobsindia.in
jobzing.com
cybermediadice.com
Careerjet.co.in

E-HRM Goals
E-HRM is seen as offering the potential to improve services to HR
department clients (both employees and management), improve
efficiency and cost effectiveness within the HR department, and allow HR
to become a strategic partner in achieving organisational goals.
60% employers to monitor their employees' Facebook pages by 2015:
Gartner
Many employers already monitor their workers' Facebook, Twitter and
other social media pages - but the practice is set to increase, a new
report has revealed.

A new report by data analysts Gartner has claimed that by the year
2015, 60 per cent of employers will monitor social media pages of their
employees. The 'Big Brother' monitoring will be driven by security
worries about employees leaking information or talking negatively about
their workplace.

Electronic technology in employee overtime management

overtime payment is one of the overheads under the compensation
management by the human resource Department. According to labour
laws of different countries like in United States, Fair labour standards act
and in India, factories act 1948, overtime should be paid double the
wage than the normal working hours.
Introduction of the electronic technology in the human resource
functional task will result in better controlling and cost saving. Biometrics
is the latest electronic technology design for accurate attendance
maintenance for human beings with zero errors or frauds. Biometrics
scans finger of human and stores permanently as his identity and proof
that he is present. Many companies are entrusting attendance
management to biometrics that gives accurate attendance dates with in
and exit time of employee. The time employee remained in office on
work can be monitored exactly and hence paid appropriate remuneration
to his total working hours. Biometrics are playing very crucial role in the
employee work time management that is linked with compensation
management and and also in cost-saving by measuring employee work
time contributed to organisation.
Biometric system leads to reduction in sum paid as overtime

INDIA, March, 2012: The amount paid on an average per month as

overtime allowance to the employees of Finance Ministry has come down
by around one fourth after installation of biometric attendance system,
the Ministry has said in response to an RTI query.
The Ministry used to pay an average overtime allowance of Rs 2,26,978
each month, which after installation of biometric attendance system has
reduced to Rs 62,600 approximately, the RTI (The Right to Information
Act 2005 ) reply.
Biometric attendance system was installed in the Ministry to ensure that
the employees and officials come to their office on time and do not leave
early.
The application to seek the information on overtime allowance paid by
the Ministry was filed by RTI activist Gopal Prasad.
He had also sought information on the modernisation plans undertaken
by the Ministry at its offices here.

OBJECTIVES: E -HRM is designed to achieve the following objectives:

To offer an adequate, comprehensive and on-going information system about
people and jobs at a reasonable cost;
To provide support for future planning and also for policy formulations;
To facilitate monitoring of human resources demand and supply imbalance
To automate employee related information;
To enable faster response to employee related services and faster HR
related decisions and;
To offer data security and personal privacy.
SCOPE OF E-HRM:
A decisive step towards a paperless office;
Higher speed of retrieval and processing of data;
More consistent and higher accuracy of
information/report generated;
Fast response to answer queries
A higher internal profile for HR leading to
better work culture
More transparency in the system
Significant reduction of administrative burden
Adaptability to any client and facilitating management;
Integral support for the management of human resources and all other basic
and support processes within the company;
A more dynamic workflow in the business process, productivity and employee
satisfaction.
BENEFITS OF E-HRM:
Standardization
Ease of recruitment, selection and assessment
Ease of administering employee records Reductions to cost, time and labour
Access to ESS training enrollment and self-development
Cost and ESS
Location and timeliness

-HRM goals: The main goals of e-HRM are as followed:

Improving the strategic orientation of HRM
Cost reduction/efficiency gains
Client service improvements/ facilitating management and employees.
E-HRM outcomes: According to Beer et al(1984) all E-HRM activities, will implicitly
or explicitly be directed towards distinguish four possibilities:
high commitment,high competence,cost effectiveness and higher congruence.
These outcomes, in turn, may change the state of HRM in an organization,in to a
new HRM state. E-HRM will change the nature of the HR department by making
less administrative tasks for the HR department and therefore less administrative
positions, more focus on the strategic goals of the organization.
TYPES OF E-HRM: Lepak and Snell(1998) distinguished three areas of HRM as,
operational HRM, relational HRM and transformational HRM.
Operational HRM: e-HRM is concerned with administrative function like payroll,
employee personal data, etc.
Relational HRM: e-HRM is concerned with supportive business process by the
means of training, recruitment, performance management, and so forth.
Transformational HRM: e-HRM is concerned with strategic HR activities such as
knowledge management, strategic re-orientation, etc.
E-HRM Tools:
E- Employee Profile: The E-Employee Profile web application provides a central
point of access to the employee contact information and provides a comprehensive
employee database solution, simplifying HR management and team building by
providing an employee skills, organization chart and even pictures. E-Employee
profile maintenance lies with the individual employee, the manager and the
database manager. E-Employee profile consist of the following:
Certification, Honor/Award, Membership, Education, Past Work Experience,
Assignment Skills, Competency, Employee Assignment Rules, Employee
Availability, Employee Exception Hours, Employee Utilization, Employee tools, Job
information, Sensitive job Information, Service Details, Calendar, Calendar
Administration, Employee Locator.
E-Recruitment: Organizations first started using computers as a recruiting tool by
advertising jobs on a bulletin board service from which prospective applicants
would contact employers. Then some companies began to take e-applications.
Today the internet has become a primary means for employers to search for job
candidates and for applicants to look for job. As many as 100,000 recruiting web
sites are available to employers and job candidates and which to post jobs and
review resumes of various types. But the explosive growth of internet recruiting also
means the HR professionals can be overwhelmed by the breadth and scope of
internet recruiting.
E-Recruiting Methods: Job boards, Professional/Career,websites, Employer
Websites.
E-Selection: Most employers seem to be embracing Internet recruitment with
enthusiasm, the penetration of on-line assessment tools such as personality

assessments or ability tests, has so far been limited. A survey has shown that
although more than half respondents organizations already use either psychometric
or other assessment during the recruitment process, only few of these companies
use on-line assessments prior to interview. Fewer still include a core fit
questionnaire in the recruitment pages of their websites.
E-Learning: E-Learning refers to any programmed of learning, training or
education where electronic devices, applications and processes are used for
knowledge creation, management and transfer. E-Learning is a term covering a
wide-set of applications and processes, such as web-based learning, computerbased learning, virtual class room, and digital collaboration. It includes the delivery
of content via Internet, intranet/extranet (LAN/WAN), audio-and videotape, satellite
broadcast, interactive TV, CD Rom, and more. Training program provides.
Classical and Virtual Learning: This classical learning model especially from nonreversible flow of information. AT the beginning is the pedagogue, which governs
the course. For students, pedagogue offers information, knowledge, and
educational materials mostly in the representation of educational lecture notes for
lessons. For the most part the feedback is weak, inconsistent, or even missing.
Virtual education environment by its communications links collects the feedback of
participants, simplifies teaching and simplifies teamwork of students with
pedagogue. The virtual learning system enables horizontal and vertical
communication. For required information, participant can often gets much more
information than in classical model of education as here the other participant also
share which is not a real happening in the classical model.
Characteristics of E-Learning:
E-Learning outcomes extend beyond learning to strategic outcomes.
E-Learning is much more than e-training for skill outcomes.
E-Learning involves information and communication technology.
E-Learning is about people learning in a given context.
E-Training: Most companies start to think of online learning primarily as a more
efficient way to distribute training inside the organization, making it available any
time, anywhere reducing direct costs (instructors, printed materials, training
facilities), and indirect costs (travel time, lodging and travel expenses, workforce
downtimes). Attracted by these significant and measurable advantages, companies
start to look for ways to make the most of their existing core training available
online, and to manage and measure the utilization of the new capabilities.
Characteristic of E-Training:
Rich learning interface.
Personalized training programs.
Training from
work place/home
Virtual
class room.
E-Performance Management system: A web-based appraisal system can be
defined as the system which uses the web(intranet and internet) to effectively
evaluate the skills, knowledge and the performance of the employees.

E-Compensation: All companies whether small or large must engage in

compensation planning. Compensation planning is the process of ensuring that
managers allocate salary increases equitably across the organization while staying
within budget guidelines. As organizations have started expanding their boundaries,
usage of intranet and internet has become vital. The usage of intranet and internet
for compensation planning is called E-Compensation Management.
Implementation of E-HRM: There are five main phases in the implementation of
the E-HRM business solution.
1 Analysis (Infrastructure)
Analyzing the existing infrastructure with regard to quantity of data and
classification of business activities.
2 Business processes in the company
After the existing processes have been analyzed, the options for automating these
processes in the clients environment are proposed. Finally a project plan is
developed based on the model of the processes identified.
3 Implementation
After the fundamental analysis of the processes in the work team, individual
modules are deployed in the clients environment. With modular design a gradual
implementation is possible. Company-specific functionalities are discussed with the
client and built upon request.
4 Implementation and Training
A complete knowledge of the components of the solution is a key factor for
successful implementation. The entire team of project managers, information
technology professionals and human resources specialist are thus involved in user
training and implementation.
5 Maintenance
Fast technological development and development of new modules make
cooperation after the implementation indispensable. A maintenance contract
typically includes:
Technical support experts available by phone, through e-mail or on-site
Adaptation of existing modules or development of new ones
Application software adjustment to changes in the system environment or
Operating system
Functionality improvement and software upgrades in the form of new
versions
Consultation about further development of the system.
Advantages of E-HRM
The E-HRM business models are designed for human resources
professionals and executive managers who need support to manage the work
force, monitor changes and gather the information needed in decision-making. At
the same time it enables all employees to participate in the process and keep track
of relevant information.
Collection and store of information regarding the work force, which will
act as the basis for strategic decision-making
Integral support for the management of human resources and all other
basic and support processes within the company.

Prompt insight into reporting and analysis

A more dynamic workflow in the business process, productivity and
employee satisfaction
A decisive step towards a paperless office
Makes the work to get over fast
Disadvantages of E-HRM
Employees and line managers mindsets need to be changed: they have to
realize and accept the usefulness of web-based HR tools.
They generally feel that they lack the time space needed to work quietly and
thoughtfully with web-based HR tools and so, if there is no need, they will not
do it.
Guaranteeing the security and confidentiality of input data is an important
issue foe employees in order that they should feel safe when using webbased HR tools.
CONCLUSION:
E- HRM is a web-based tool to automate and support HR processes. The
implementation of e-HRM is an opportunity to delegate the data entry to the
employee. e- HRM facilitates the usages of HR marketplace and offers more selfservice to the employees. e- HRM (Electronic Human Resource Management) is
advance business solution which provides a complete on-line support in the
management of all processes, activities, data and information required to manage
human resources in a modern company. It is an efficient, reliable, easy to use
tool, accessible to a broad group of different users. e- HRM is a way of
implementing HR strategies, policies, and practices in organizations through a
conscious and directed support of and/or with the full use of web-technology-based
channels. It covers all aspects of human resource management like personnel
administration, education and training, career development, corporate organization,
job descriptions, hiring process, employees personal pages, and annual interviews
with employees. Therefore e-HRM is way of doing HRM.