Electronic Human Resource Management System – Electronic Human Resource Management System (E-HRMS) is a modern technology based system that eliminates the traditional paper based human resource management system.
Technology has changed the work culture and system in almost every business organization that helps businesses to enable transparency flexibility for better efficiency and productivity that results in effective data management and building a human resource hierarchy.
Electronic Human Resource Management System
The use of technology or IT infrastructure in an organization’s human resources management system helps human resources personnel perform the associated tasks easily with less time and effort compared to the traditional method that requires continuous concentration and work.
What Is Human Resource Management (hrm)?
Western countries and MNCs have adopted e-HRMS many years ago, but in India E-HRMS is getting a massive boost during the Covid-19 pandemic in the country as the business organizations realize the need for an IT framework or infrastructure for HRM.
In the current digital age, the HRM system focuses on process orientation, enabling technology that helps in the proper management of data, reducing the administrative burden and increasing the productivity of the employees of the business organization.
In the traditional method, if a vacancy arises in the organization, then the human resources of the organization will look for a candidate through referral, universities or colleges and consulting farms.
But in E-HRMS it is easy to find a candidate who fits the profile using various online tools and services. HR of the organization can search for candidates through advertisement, social media platform, various job sites like Linkedin, Naukri, and indeed etc. This will help save time for HR to find a suitable candidate using online tools.
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The recruiter gets an overview of the candidate they are looking for by using their online profiles on various social media platforms or job portals/websites even before the interview process.
E-recruitment system is also an important scope of E-HRMS which results in better conversion rate of candidates. HR can initiate the recruitment process digitally or online, conduct interviews via phone, video conference, electronic documentation and electronic onboarding and onboarding of newly appointed employees.
This will drastically reduce the cost and time involved in the recruitment and onboarding process for both the employer and the employee.
The modern organization conducts a frequent learning and training season for its employees to increase their productivity or to provide knowledge about the product and system required of the employees to achieve the desired goals of the organization.
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The e-learning and training program helps the employees to interact with the human resources or the administrative supervisor to get knowledge from an experienced person during the program, and at the same time the resource or the employer get an opportunity to know the strength, weakness of their employees and take corrective measures. deal with the problems and assess the amount of support the employee needs to excel in his field or department.
Human resources will collect the attendance records of their employees using a biometric system or an application-based system with the help of an IT infrastructure that saves time and effort compared to the traditional paper-based method, where the employee has to sign the attendance register on a daily basis.
The processing of wages and the management of rewards, the distribution of wages becomes easy with the help of a payroll software that calculates the wages, manages the statutory deduction and maintains a proper record of the employees on one platform.
E-HRMS allows the organization to assess and access the job description through an online quiz or questionnaire. Data from these systems are automatically summarized, and standard job descriptions are created.
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Online test may be conducted from time to time, online performance recognition, feedback system helps HR to evaluate the performance of its employees and manage HR operations/policies and improve employee experience.
Today most of the organization that adopts E-HRMS will provide access to the employee account in the organization through electronic mode through an application or a website.
After joining or successfully joining, the employee will receive the login confirmation of the self-service portal or his application, where the employee can log his daily attendance, see his compensation details or history, check his monthly salary, contribution details to the provident fund, holidays and leave details and so’ .
E-HRMS allows employees to submit the resignation online and HR can manage the exit formalities online simply by filling an exit form. Even HR can conduct consultations and exit interviews using online tools such as Skype, Google Meet and other video conferencing modes.
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Organizations are now starting to record the exit interviews with the prior approval of the employee and upload them on the relevant social media platform to showcase the corporate culture to improve HR policies from the public opinion.
E-HRMS also allows its employees to complete daily work from home without physically visiting the office on a contingent basis in accordance with the company’s WFH policy.
During the Covid-19 pandemic WFH is emphasized and practiced by many MNCs and local organizations to continue their work smoothly.
To use E-HRMS, the HR as well as the employee should be well educated and trained so that they can use the system effectively.
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But in some cases we can see in many organizations a specific percentage of employees do not have technical knowledge of how to use the system. In such a situation E-HRMS fails.
Sometimes the online communication system becomes ineffective compared to face-to-face conversation and discussion. Because online communication is becoming less interactive in most situations.
For some technical work related to field operations, E-HRMS loses its charm. For hiring a technical person that requires a physical demonstration of work, a physical interview or face-to-face interaction is mandatory.
The E-HRMS system should be formulated in such a way as to protect the employee’s privacy and the company’s data. But in most cases, the organization fails to do so.
Solved Part B: True False Questions 1. Hris, Which Is Also
An electronic human resource management system comes with several functions that have simplified the HRM process. But it also has some issues that we can’t ignore.
However, in the modern technology oriented world E-HRMS has the ability to provide success to an organization with its various functional features. e-HRM is the use of ICT (Information and Communication Technologies) by HR departments and HR professionals to perform their duties in a more efficient, automated and results-driven manner. It is also said that e-HRM is the use of e-business technologies to enable and support the acquisition, development, management and retention of human capital within organizations.
E-HRM is not a new concept, but an extension of HRM that takes advantage of the opportunities offered by technology. The goal of e-HRM is to use technology to improve the efficiency and effectiveness of HRM processes. Many benefits can be derived from e-HRM, including improved communication, increased access to information, more efficient HR processes and better decision making.
E-HRM or electronic human resource management is a process of managing human resources by electronic means. It’s the use of technology to manage all aspects of human resources, including employee records, time and attendance, training and development, and benefits.
E Hrm And Hris
The term “e-HRM” refers to the integration of all HR systems and activities using Internet-based technologies. Simply put, e-HRM is a term that refers to any strategic human resource management system or human resource practice supported by the Internet or related technologies.
There is a lot of personal employee data that needs to be collected and managed at HR staffing levels in order for the HR department to function properly. This data includes things like contact information, employment history, performance reviews, and more. The HR department should be able to access this data easily and efficiently in order to support the various processes of the business. E-HRM is a great way to manage this data and ensure that the HR department can do its job effectively.
E-HRM can also help with things like knowledge management and supporting the various strategic activities of HR clients. By using E-HRM, the HR department can focus on its core functions, strategic HR activities and HRM services. The specific type of HR functions chosen relieves some of the burdens on the business. E-HRM is a great way to support business processes and improve the efficiency and effectiveness of the HR department, and it is a service that more businesses should consider using.
The HR management review process can be complex and time-consuming. There are often many different stakeholders involved in this process, and each should be given appropriate attention. The HR department should be able to access this data easily and efficiently in order to support the various processes of the business. E-HRM is a great way to manage this HR information and ensure that the HR department can do its job effectively.
Electronic Human Resource Management System(e Hrms) And Its Benefit For Organization
This is when employees have access to information about their HR department and can perform various HR tasks themselves, such as updating their personal information, requesting time off, or applying for training programs.
This is when managers have access to HR information and tools they can use to manage their employees, such as performance review data, time and attendance records or training and development programs.
This is the use of technology to recruit new employees, such as posting job ads on the Internet, conducting video interviews or using social media for recruiting.
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