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".

Tiers of E-HRM

There are three tiers of E-HRM. These are described respectively as Operational, Relational and Transformational.

  1. Operational E-HRM is concerned with administrative functions - payroll and employee personal data for example.

  2. Relational E-HRM is concerned with supporting business processes by means of training, recruitment, performance management and so forth.

  3. Transformational E-HRM is concerned with strategic HR activities such as knowledge management, strategic re-orientation. An organisation may choose to pursue E-HRM policies from any number of these tiers to achieve their HR 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.

To deal with recruitment there are number of websites for recruiting of employees in companies, some of the popular job search web sites in INDIA are listed below they are

7 Everyday HR Workflows That Are Employee-Based

Kristin Herman -

As businesses from many industries continue to evolve, more and more companies are turning to technology to make their operations run smoother and easier. However, these transformations aren’t just adopting new tech; it’s about rethinking how organizations operate, from start to finish.

The good news is, workflows, especially in Human Resources, don’t just focus on progress, but also the people behind the processes: the workforce. In fact, employee-based HR workflows focus on helping employees be their best in their work, when administering benefits, and having them comply with the law.

Plus, workflows can be automated from various apps that specialize in making tasks easier. 45% of HR professionals from a Brandon Hall group study have reported that they don’t want the burden of doing HR tasks manually. With automation, HR can focus on more complex things like recruiting, developing, and retaining talent—not administrative work.

Here are 7 HR workflows that are employee-based, and can make HR tasks easier:

1. Provisioning Employees

“Chat apps like Slack are helping companies make things easier for employees, including HR staff members,” says Joshua Ali, a project manager at UK Writings and OX Essays. “However, using chatbots in such apps is even better, since they allow you to provision employees between Slack and other apps, without having to leave the chat. Using buttons and drop-down menus, the staff member tells a chatbot how they want to provision the employee securely.”

2. Vacation Request Approvals

Vacation and PTO requests can be a hassle for HR, especially when checking and approving them manually. Luckily, Slack (with Workbot) allows HR teams to execute approval-based workflows that allow them to approve vacation and PTO requests in little time.

3. Employee Feedback Gathering

Many employees expect and want supervision feedback on certain areas in their work. So, why not use a workflow that helps you gather feedback that just might be valuable if looked into further?

Workato can help HR teams gather feedback on the onboarding process from recently hired employees by sending them a survey to each new hire once they’ve created an account. No matter the topic, surveys will help you collect feedback that can be seen as valuable.

4. Uploading And Storing Performance Evaluations

Box is used for HR teams to upload and store performance evaluations on employees. This, too, is an employee-based workflow, because it helps HR nurture and develop talent. And, the workflow helps transfer this information to and from apps securely.

5. Promotions And Retirement

Employees and roles are always changing in virtually any industry – whether there’s a switch or shift in teams, or there are promotions being handed out. And, with new roles or titles come new tools and app permissions that employees may need access to; and this should be given to them as soon as possible.

Employee promotion and retirement should be automated so that access to files, information, employee benefits and pay structure should be automatic with promotion or retirement of an employee. HR can use automated workflows to simplify this process by syncing between apps, and having statuses of employees automatically change in the workflow (i.e. promotions or retirement).

So, just to make this clear, an HR member of staff may click on the roles of an employee who has just been promoted to a team leader. This could be as simple as clicking a box with changes their role status with a team.

With this click, the individual now has automatic access to all the files, software, and intranet locations that any team leader in their position would need access to, all instantaneously. This means no loss in productivity, and everything can be managed by the HR managers and management levels.

6. Employee Development And Training

Employee training and development matters in all industries,” says Vincent Laramée, a business writer at Boom Essays and Top Canadian Writers. “Though, employee needs vary, along with skillset. Therefore, you have to decide what type of training is needed in all scenerios.”

The good news is that workflows with Workato let HR teams do the following:

  • Automate training approvals

  • Track employee progress

  • Track requirements needed for training completion

7. Time Management

Time management is important, since it tells employees and management the following:

  • Schedules

  • Time spent working

  • Time spent off and or on vacation

With a workflow like Workato, it creates a recipe that runs in real-time, every time an employee clocks in or out. And, it runs on a schedule that updates employee hours based on HR’s desired interval.


As you can see, these 7 workflows are designed with the employee in mind; and, they take on less stress for HR who are responsible for ensuring that tasks are being done. Rather than have them take a backseat for much longer, using these 7 workflows can help HR not only improve their practices, but also help them open doors to new ideas and opportunities that they might’ve missed out on if they’d continued to doing things manually.

Kristin Herman is a writer and editor at Best essay services and Academized. She is a contributing writer for online publications, such as Academ advisor. As a marketing writer, she blogs about the latest trends in the marketing industry. Dt: 7.11.2020

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.





  1. SAP HR is a global human resource management system solution, covers HR





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 Enrolment

  • 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.

How to Improve Your Recruitment Strategies Using Big Data

-Beatrice Potter

Recruitment has always been one of the most complex of all departments within a business. There’s such a huge uncertainty when it comes to defining the best approach and making sure you find the right people for the roles in your business. However, while complicated with no hard and fast rules, the rise in the use of big data is changing the game.

Today, we’re going to look into how businesses around the world, including your business, can use big data to start improving and optimising your recruitment process for the best results. Let’s go.

What is Big Data?

First, we should define what big data is – everyone is talking about it these days, but no-one can really say what it is. Technically speaking, big data refers to large, complex sets of structured and unstructured data, that are difficult to deal with or sort quickly.

In marketing, understanding big data is very useful for preventing fraud, gaining customer insights and optimising pricing, among other uses.

Finding the Right People

Of course, the recruitment drive of any business is all about finding the right people for the job, but this is a risk, no matter how experienced your business is, and can use a lot of resources, especially time and money, to get right.

Fortunately, big data is changing the game. No matter who you’re looking for or what type of person you want, you can use big data no narrow down candidates in plenty of different ways, whether that’s age, level of education, or geographical location.

You can do this by searching for people online and using big data to organise people, or by collecting and organising accepted resumes and application and using big data to organise them all. This can save your business an infinite number of hours when it comes to sorting applications and finding the right people.

Defining the Best Recruitment Channels

Your current recruitment strategy probably, or at least should, include using social media to find or research potential candidates. You may also advertise your job roles using targeted social media marketing and use standard searches to locate new people in new locations.

However, have you ever taken the time to research which platforms or employment channels are actually the best for your business? Using big data, you’ll be able to find the most suitable candidates by narrowing down skills, age, education level, and location, and then finding which platforms they’re using the most, allowing you to spend more resources in this area to ultimately achieve better results.

“This approach also includes being able to reach your candidates in ways that will appeal to them and will ultimately attract the top talent. For example, some candidates and roles may require text-heavy documentation for them to feel interested in the role, whereas others may require a more visual approach. Big data will help you define, which is the best way forward” explains Mariah Parrish, an HR manager at Dissertation Service and Paper Fellows.

Optimising Your External Image and Perceptions

While candidates applying for roles in your business will try their hardest to look the best they can for your business to want to consider them, we live in an age where businesses need to do the same.

Especially common among the younger workforce, if your business doesn’t look attractive to a potential employee, or your business doesn’t hold the same morals or values that they have, they’re going to go elsewhere.

Using big data, you can use the information to see what the top talent you want are looking for in a business they want to work for, and you can adjust your business to match. You can also tell if your current image will work in attracting the right kind of talent, and ultimately, you’ll be able to optimise your business’s image to be whatever you want.

Improved Training Programs and Employee Development

Technology is changing the world at an ever-expanding rate, as are the expectations of businesses and customers alike, which leads us to our final point of the defining the skills, education and talents your desired employees will have.

“Using analytics and big data information, you’ll be able to see what kind of company you are, and what kind of skills will resonate the best within certain roles. For example, it’s said that soft skills are essential for success when it comes to AI-driven companies,” shares Andy Turner, an analytics expert at AustralianHelp and OXEssays.

“Using this information, you’ll be able to sort through applicants based on their soft skill investment, as well as organising training programs to help amplify and better these skills for the best chances of success in the role.”


As you can see, big data is making a huge impact in the ways that businesses are approaching employment and recruitment, and if your business isn’t currently using this technology to your advantage, you’re going to get left behind. It’s an opportunity like no other.

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.