e-HRM



e-HRM is the use of web-based technologies to provide HRM services within employing organizations. It embraces e-recruitment and e-learning, 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 re-orientation. 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





    SAP…WHAT IS IT ANYWAY?

    S YSTEMS

        A PPLICATIONS

            P RODUCTS IN DATA PROCESSING

    SAP HR is a global human resource management system solution, covers
    1. HR
    2. PAYROLL
    3. TIME MANAGER
    4. TRANSACTIONS CAPABILITIES
    5. HUMAN RESOURCE INFORMATION SYSTEMS

    SAP, started in 1972 by five former IBM employees in Mannheim, Germany, states that it is the world's largest inter-enterprise software company and the world's fourth-largest independent software supplier, overall.

    The original name for SAP was German: Systeme, Anwendungen, Produkte, German for "Systems Applications and Products." The original SAP idea was to provide customers with the ability to interact with a common corporate database for a comprehensive range of applications. Gradually, the applications have been assembled and today many corporations, including IBM and Microsoft , are using SAP products to run their own businesses.

    SAP applications, built around their latest R/3 system, provide the capability to manage financial, asset, and cost accounting, production operations and materials, personnel, plants, and archived documents. The R/3 system runs on a number of platforms including Windows 2000 and uses the client/server model. The latest version of R/3 includes a comprehensive Internet-enabled package.

    SAP has recently recast its product offerings under a comprehensive Web interface, called mySAP.com, and added new e-business applications, including customer relationship management (CRM) and supply chain management (SCM).

    As of January 2007, SAP, a publicly traded company, had over 38,4000 employees in over 50 countries, and more than 36,200 customers around the world. SAP is turning its attention to small- and-medium sized businesses (SMB). A recent R/3 version was provided for IBM's AS/400 platform.


    The SAP HR module enables customers to effectively manage information about the people in their organization, and to integrate that information with ''other SAP modules'' and external systems. From the Organization Management perspective, companies can
    • model a business hierarchy,
    • the relationships of employees to various business units
    • the reporting structure among employees.
    • helps employers to track employee master data,
    • work schedules,
    • salary and benefits information.
    • functionality focuses on employees' skills, qualifications and career plans
    • process attendance and absences, gross salary and tax calculations, and payments to employees and third-party vendors.

    Consistent with the overall integration of SAP R/3, the HR module shares information with other modules, such as Financial Accounting (FI), Controlling (CO), Production Planning and Business Workflow. The Payroll processes use Accounts Payable functions to print checks, manage payment and bank information, and process payments to tax authorities and other third-party vendors. Payroll results are also posted to General Ledger accounts for use in periodic income and expense reporting. For management accounting, information regarding employment costs can be transferred to Cost Centers with in the CO module. Employees can be assigned to Work Centers, which are used in conjunction with Production Planning. Assigned positions and reporting relationships from PD are used in Business Workflow to route purchase requisitions and other documents for approval. HR works with external systems either through certified interfaces with SAP partner products, or custom developed interfaces to customer defined systems.

     


    Modules in SAP and what Sap can do to organization?

     

    Organizational Management Module Overview 

    • Forms the basis for the entire personnel planning and development application
    • Facilitates analysis of the organizational structure
    • Allows planning to develop actual and proposed personnel scenarios

    Personnel Administration Module Overview

    • Establishes organizational hierarchies
    • Used to perform essential personnel administration tasks such as:
    • hiring employees
    • performing organizational reassignments
    • termination from the University
    • salary adjustments
    • Data stored in such a way that you can easily access and maintain at any time

     

    Recruitment Module Overview

    • Functions you need for working through the entire recruitment process
    • Contains an entire range of powerful, flexible functions that you can use to implement an effective – and largely automated – recruitment strategy such as:
    • Issuance of recruitment requests
    • Selection process of applicant
    • Applicant pool administration
    • Notification to applicants

     

    Benefits Module Overview

    • Comprehensive method of administering employee benefits such as:
    • Health (medical and dental)
    • Insurance (Life)
    • Savings (Retirement)
    • Spending Accounts (Medical and Dependent Care)
    • Encompasses the key concepts and processes you need to manage extensive and highly individual benefits packages for your employees
    • Open Enrollment
    • Employee Life-cycle Events (e.g. Marriage, Child, and Separation)

     

     Compensation Management Module Overview

    • Toolset for strategic remuneration planning
    • Empowers managers to offer competitive and motivating remuneration
    • Fixed pay
    • Variable pay
    • Merit increases
    • Promotion
    • Includes Personnel Cost Planning
    • Allows experimenting with future projected costs

     

     Training & Events Management Module Overview

    • Enables you to plan and manage business events
    • Training
    • Conferences
    • Interfaces with other R/3 components
    • Basis for extending and updating employee’s skills and knowledge
    • Flexible Reporting
    • Appraisal functions
    • Provide important decision support feedback to ensure the business events offered are both high quality and effective

     

    Personnel Development Module Overview 

    • Helps compare current or future work requirements with employees’ qualifications, preferences and aspirations
    • Can contain general measures to impart qualifications so that employees retain or further their professional skills and keep track with technological developments
    • Converts training proposals directly into bookings for employees with qualification deficits or needs

     

    Time Management Module Overview

    • Enables flexible representation of all personnel procedures involved in recording and evaluating employee time data
    • Infrastructure for time data recording
    • Work schedules
    • Record of planned attendance and absences
    • Recording of attendance and absence
    • Annual and Sick Leave accrual
    • Time evaluation
    •  Ability to transfer absence and attendance data to other SAP applications

     

    Payroll Accounting Module Overview

    • Ability to process payroll for employees using data from SAP Personnel Administration, Benefits, and Time Management
    • Payroll run (regular and off-cycle)
    • Payroll corrections
    • Payments
    • Remuneration Statements
    • Posting to Financial Accounting
    • Third Party Remittance
    • Offers a number of standard payroll reports
    •  Tax Reporter component allows you to generate all required state and federal tax forms


    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.

    Facts [+]

    NEW DELHI: India has the world's youngest internet population with 75 per cent of all users under the age of 35 years, said research firm comScore Friday. The findings were announced by comScore's co-founder and executive chairman Gian M. Fulgoni at the second edition of digital marketing event 'ad:tech' being organised here.

    In comparison to India, the world's average of under 35-year users stood at 52 per cent and 55 per cent in Asia Pacific region. "Further, a third of India's total online population is between 15 to 24 years," said Fulgoni.

    Indian users spent a total of 34.47 billion minutes online last year, which translated to over half a billion hours, he added.



    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.