Nature of e-HRM
E-HRM is the relatively new term for this IT supported HRM, especially through the use of web technology. The major goals of e-HRM are mainly to improve HR’s administrative efficiency/to achieve cost reduction. Next to these goals, international companies seem to use the introduction of e-HRM to Standardize/ harmonize HR policies and processes.
Though e- HRM hardly helped to improve employee competences, but resulted in cost reduction and a reduction of the administrative burden.
There is a fundamental difference between HRIS and e-HR in that basically HRIS are directed towards the HR department itself. Users of these systems are mainly HR staff. These types of systems aim to improve the processes within the HR departments itself, although in order to improve the service towards the business. With e-HR, the target group is not the HR staff but people outside this department: the employees and management.
HRM services are being offered through an intranet for use by employees. The difference between HRIS and e-HR can be identified as the switch from the automation of HR services towards technological support of information on HR services.
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. The word ‘implementing’ in this context has a broad meaning, such as making something work, putting something into practice, or having something realized. e-HRM, therefore, is a concept - a way of ‘doing’ HRM.
The e-HRM business solution is 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.
The e-HRM business solution excels in:
- Modularity
- The solution can be accessed and used in a web browser
- Security of data, protected levels of access to individual modules, records documents and their component parts
- Parametric and customizability
- Access to archived records and documents 202
- User-friendly interface
- Connectivity with the client’s existing information system (payroll accounting, ERP, attendance registration, document systems…)
- Multi-language support.
Advantages of the e-HRM business solution:
- Gradual implementation
- Adaptability to any client
- Collection of information 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
- Lower business costs
e-HR Activities
We talk about using technology in HR functions. Here we focus on recruitment, selection, training, performance management and compensation.
1. e- Recruitment: e- recruitment strategy is the integration and utilization of internet technology to improve efficiency and effectiveness of the recruitment process. Most companies understand this and have begun the evolution by integrating e-recruitment strategy into their hiring process.
e-Recruitment Methods: Methods of E-recruitment are many, among those the more important ones are:
Job Boards: These are the places where the employers post jobs and search for candidates. Candidates become aware of the vacancies. One of the disadvantages is, it is generic in nature.
Employer Websites: These sites can be of the company owned sites, or a site developed by various employers. For an example, Directemployers.com is the first cooperative, employerowned e-recruiting consortium formed by Direct Employers Association. It is a non profit organization formed by the executives from leading U.S corporations.
Professional Websites: These are for specific professions, skills and not general in nature. For an example, for HR jobs Human Resource Management sites to be visited like www.shrm.org. The professional associations will have their own site or society.
Advantages of e-Recruitment: e-recruiting offers several benefits to the firms practising it
1) Centralised Platform
- Collects candidate information in a standard format.
- Consolidate data from multiple recruitment sources.
2) Streamline Workflow
- Automates workflow from job requisition to completion of the hiring process.
- Captures and files candidate information and history for future retrieval by all users of the syatem.
3) Better Communication and Increased Productivity
- Shares knowledge and information between hiring team members online in real time.
- Collaboration with colleagues to increase productivity.
4) Less Wastage of Paper
- Electronically collects and files information to reduce paper usage.
- Reduces manual administrative workload.
5) Candidates Pool
- Locates qualified candidates within a private pool of talent with precision.
- Centralized database collects and provides candidate information for various units and location.
6) Centralised Reports
- Provides consolidated HR reports for the entire organization.
7) Save Cost and Time
- Improves productivity and reduces hiring expenses in the long run.
Drawbacks of E-Recruitment
1) Require being Computer Savvy: The process is restricted within computer savvy candidates.
2) Legal Consequences: Alike other recruitment sources this source also should be aware of the words used in the advertisements otherwise it may lead to the charge of discrimination.
3) Vast Pool of Applicants: This benefits the Organizations as well as it is disadvantage to them also. Because the huge database cannot be scanned in depth. Either first few candidates are called for interview or the resumes are screened based on some key words.
4) Non-serious Applicants: Lot of applicants forward their resumes just to know their market value.
5) Disclosure of Information: Candidates profile and company details are available to public. The applicants do not want their employer to know that they are looking for a change. Phone number, address information has lead to many security problems. Again the companies do not want their competitors always to know the current scenario.
