Strategic HRM

1. Group No-5

2. E-HRM Practices and Employees
Commitment towards the
organization

3.  E-HRM is a way of implementing HR strategies, policies and
practices and evaluate the expected effects are the main
outcomes
 Affective employee commitment represents a belief in the
goals of the organization;
 The top three drivers of employee commitment are Fulfillment,
Fairness and concern for employees. E-HRM can maintain
these top three drivers of employee commitment quite
effectively to ensure employees commitment to the
organizational activities.

4. To identify the extent of use of E-HRM in the
organization
To identify the effect of E-HRM on employee
commitment
To identify the goals that try to gain by decision
makers by using E-HRM.
To identify how E-HRM ensures employees
commitment to perform better.
To identify the ways to ensure proper employee
commitment to the organizational activities.

6. E-Recruitment
E-Selection
E-Performance Management
E-Learning
E-Compensation
E-Consumer relationship building

7. ERP ( Enterprise Resource Planning )
Bio-red
SAP ( System Approach & Product )
HR Payroll system

8.  High commitment, related to motivation and understanding of the
workforce;
 High competence, that describes the abilities of employees to learn
new tasks if required;
 Cost effectiveness, related to employee turnover rates and pay
competitiveness.
 Higher congruence, which is concerned with the internal
organization.
 The impact upon on an organization that is wholly or partially
attributable to an incident for example: adverse publicity or
additional use of resources. This impact can indeed enable the HR
functions to provide better services to managers and employees

9. E-HRM systems are considered as practices that could facilitate a
direct relationship between employees and HR department, shaping
the HR department role as organizational agent
E-HRM practices help employees perceive and understand the
actual HR policies
E-HRM practices could sustain the up-to-date and expert image
of the HR department
Operational E-HRM systems could be considered
as a way of transferring many administrative activities to
employees

10.  E-HRM practice must be developed in all Bangladeshi
organizations.
 Better quality of HRM practice must be ensured.
 Employees should gain more knowledge about E-HRM
to do organizational activities properly.
 Managers of the organizations should play the most
important role to ensure better level of employees’
commitment towards the organization in future.