Impact of e business on human resource
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Impact of e business on human resource

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Impact of e business on human resource Impact of e business on human resource Presentation Transcript

  • Impact Of E-Business On Human Resource Management Presented By Syed Kahsif Shah BBA, 8th I-D=4687
  • E-Business Definition  The conduct of business on the Internet, not only buying and selling but also servicing customers and collaborating with business partners, & stay in touch with clients, suppliers and employees.
  • Human Resource Management  Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people to become more valuable for organization.
  • E-Business & Human Resource Management  Now we see Human Resource Management in the Context of E-Busniess  How E-Busniness Impact on Human Resource Management?  Are that impacts are Beneficial for organization?
  • Impact Of E-Business On Human Resource Management  E-Business now a days playing a vital role in H.R.M  Peoples are recruited, evaluated, promoted, and developed (Internet or Intranet or Extranet)  We find out your required candidate on just few clicks
  • Impact Of E-Business On Human Resource Management  For Human Resource Management organization uses different software's in which of them which are mostly used and large organization that are separated department  HRIS (Human Resource Information System)
  • HRIS (Human Resource Information System)  A human resource information system (HRIS) is software containing a database that allows the entering, storage and manipulation of data regarding employees of a company. It allows for global visualization and access of important employee information.
  • HRIS  Recruitment  Selection  Time & attendance  Training and Development  Performance Evaluation and Management  Promotions  Compensation and Benefits  Benefits of HRIS
  • Recruitment  The Process of finding and hiring the best- qualified candidate (from within or outside of an organization) for a job opening, in a timely and cost effective manner.  (from within Organization (Intranet or Extranet)  From outside Organization (Internet)  Cost effective
  • Selection  The process of interviewing and evaluating candidates for a specific job and selecting an individuals for employment based on certain criteria.  Easy  Minimum chance of mistake
  • Time & attendance  Easy to keep record of every employee  Easy to retrieve the record  Easy to detect employee timing  Attendance are done through fingerprint & eye scanner  Employee are try to reached office in time
  • Time & attendance
  • Training and Development  Training – for current jobs  Development – for future jobs  Easy to do through HRIS  Remove distance barrier
  • Training and Development
  • Performance Evaluation and Management  Evaluate employees work efficiency  We see the employees records  Weekly, monthly or Year wise  We also see the records in graph due to which we easily take a decision about employee performance
  • Performance Evaluation and Management
  • Promotions  Responsible for proper compensation of the deserving employees  Equality among employees  Those who deserve can get promotion
  • Compensation and Benefits  Responsible for giving appropriate benefits and salaries to the employees in order to maintain or increase their efficiency level  Those who deserve can get benefit  No chance of fraud or mistake or favoritism
  • Compensation and Benefits
  • Payroll  Automates the pay process by gathering data on employee time and attendance, calculating various deductions and taxes, and generating periodic pay cheques and employee tax reports.
  • Benefits of HRIS  Higher speed of retrieval and processing of data  Ease in classifying and reclassifying data  Better analysis leading to more effective decision making  Higher accuracy of information/report generated  Fast response to answer queries  Improved quality of reports  More transparency in the system