1. Human Resources Management Dalam Persfektif
PENERAPAN TEKNOLOGI
ORIENTASI SISTEM MANAJERIAL
E-HRM
DALAM KEGIATAN HRM
Presented By
20102017
Ilmu Manajemen
Program Doktor
Maizar Radjin
2. • When HR department uses Internet and
other related technologies to support their
activities the process is called E-HRM
• E-HRM is the complete integration of all HR
systems and processes based on common
HR data and information and on
interdependent tools and processes
• Fully developed E-HRM can provide: data
gathering tools, analysis capabilities,
decision support resources for HR
professionals to hire, pay, promote,
terminate, assign, develop, appraise and
reward employees.
3. Defiinition, Goal & Software Useful For E-HRM
Prof. R. S. Joshi et al
Goals / Objectives
Lepak And Snell (1998)
Software Useful
implementation and
application of information technology
for both networking and supporting at least two
individual or collective actors in their shared
performing of HR activitie s
• The use of ICT in HRM is often referred to
as e-HRM, Web-based HR, or virtual HR
• A network-based
structure built on partnership and
typically mediated by information
technology to help organizations acquire,
develop and deploy intellectual capital
To improve services to HR
department clients (both employees and
management)
To improve efficiency and cost
effectiveness within the HR department
Cir} To allow HR to become a strategic
partner in achieving organizational goals
✓ ERP (Enterprise Resource Planning)
✓ Bio-red
✓ SAP (System Approach & Product)
✓ HR payroll system
4. E-HRM WORKING AREA
4
e-HR Records
e-Job design & Job
analysis
e- Human Resource Planning e-
Recruitment
e-Selection G3
e-Performance
Management
e-Training &
Development
e-Compensation
Management
E-HRM WORKING AREA
5. Types of E-HRM
Operational E-HRM Relational E-HRM Transformational E-HRM
• Concerned with
administrative functions
• pay:roll and employee
personal data
• Concerned with
supporting business
processes.
• training, recruitment,
performance management
etc.
• Concerned with
strategic HR activities.
• knowledge management,
strategic orientation.
7. E-Staffing
E-recruiting and e-selection are assumed
to be the pioneering HRM activities in e-
HRM Strohmeier, 2007
E-Recruitment, Cardon & Stevens (2004)
• Creating brand identity
– Increasing employee retention levels
– Increasing efficiency recruitment process
• Decreasing administrative burdens in recruitment process
– Increasing organizational attractiveness
E-Recruitment Systems, Bussler & Davis (2001/2002)
Track demographics and select potential recruits according to a
predefined criteria through applicant tracking systems
Use job boards and corporate Websites to select the most
compatible recruit for a specified job through hiring management
systems
E-Staffing
E-Recruitmentg
8. DISADVANTAGES OF
E-RECRUITMENT
ADVANTAGES OF
E-RECRUITMENT
8
Lower costs to the organization.
No intermediaries.
Reduction in the time for recruitment (over 65
percent of the hiring time).
Facilitates the recruitment of right type of people
with the required skills.
Improved efficiency of recruitment process.
Gives a 24*7 access to an online collection of
resumes.
Online recruitment helps the organizations to out
the unqualified candidates in an automated way.
Recruitment websites also provide valuable data
and information regarding the compensation
offered by the competitors etc. which helps the HR
managers to take various HR decisions like
promotions, salary trends in industry,. etc
— Screening and checking the skill
mapping and authenticityof million
of resumes is a problem and time
consuming exercise for organizations.
— Lack of awareness of internet in
many locations across India.
— Organizations cannot be dependant
solely and totally on the online
recruitment methods.
— In India, the employers and the
employees still prefer a face-to-face
interaction rather than sending e-
mails.
ADVANTAGES OF
E-RECRUITMENT
DISADVANTAGES OF
E-RECRUITMENT
9. Generating figures and statistics about Performance
more easily
• Enlarging span of control for managers
• Facilitating process of writing reviews and
generating feedback
E-Performance Cardon & Stevens (2004)
Allocating human resources within
the company as part of enterprise
resource planning
Measurement and development
of the performance of
individuals and teams
Cardy and Miller (2005)
E-Performance
10. 1
2 3 4 5 6 7 8
Easy for staff
and managers
to review
previous
performance
reviews
Highlight
areas for staff
development
and training
Easier to
complete
and review
than paper-
based
systems
Maximize
performance
feedback at all
management
levels
Ensure
performance
reviews are
completed
on time
Differentiate
between
individual,
departmental
and corporate
goals
Ensures
higher staff
acceptance
BENEFITS FROM E-PERFORMANCE
11. ✓Effectively designing, administering and
communicating compensation programs
✓Enablingto look at external payments
• Analyzing market salary data
• Streamlining bureaucratic tasks
• Greater access to knowledge management databases
✓ Internal informationprocess quicker
Cardon & Stevens (2004)
Almost all the organizations
started using computers for
salary fixation ,salary
payment, salary calculation of
various allowances, fixation and
calculation of various
employee benefits, welfare
measures and fringe benefits.
E-Compensation
E-Compensation
12. • Use of distance learning technology :
e.g.: Tutored-Video Instruction
• Firms able to train their culturally diverse, geographically
diverse workforces
Murray, L. W. & Efendioglu, A.M. (2009)
• Delivering information about learning, knowledge,
and skills
• Enabling web based collaborative learning
- More flexible & cost efficient than
normal training & development
Cardon & Stevens (2004)
E-Learning
E- Training
Now a days, companies started providing
online training and online executive
development. Employees learn various skills by
staying at the place of their work.
Participants complete course work from wherever
they have access to computer & internet.
The term e-learning covers a wide set
of applications & processes including computer
based training, web based learning, virtual
classrooms and digital collaborations.
E- Training
E-Learning
13. 13
DISADVANTAGES OF E-HRM
1. High cost of implementation and maintenance
2. High cost of training and development before adopting e-
HRM
3. Not much useful for small scale industries
4. Human relations may be replaced with just technical &
inorganic relations
5. Reduces the need for managers to interact with staff face
time and increased risk of 'losing touch' with staff)
6. Subject to corruption/hacking/data losses
ADVANTAGES OF E-HRM
1. Improves record keeping
2. Good for routine tasks
3. Improves accuracy and reduces human bias
4. Maintains secrecy of staff in evaluation/feedback giving
5. Time & recourses saver
6. Organization system supportive
7. Easy controlling approach
8. Advancement of technology
9. Standard provider
CONCLUSIONS
1. Integrate the IT and business planning processes more effectively
2. Develop reliable and cost effective applications that support the
business needs of the firm faster than competition
3. Communicate and work with business units more efficiently
4. Anticipate future business needs of the firm and innovate valuable
new product features before competitors.
15. KEUNTUNGAN MENGGUNAKAN E-HRM DALAM PENILITAN TERSEBUT
1. Dapat menghitung dengan mudah dalam sistem integrasi kita:
• perencanaan sdm;
• analisis kehilangan tenaga kerja,
• tindak lanjut ketidakhadiran
• dan over time.
2. Akses rumah sakit dilakukan melalui sistem carding sehingga ada keuntungan dari prediksi perubahan dan
mengetahui dimana pekerja tersebut berada. Akibatnya, informasi tersedia di kedua tempat kerja pekerja selama
kecelakaan kerja dan tetap berhubungan dengan rotasi pekerja.
3. Melalui sistem elektronik, perawat darurat log on sehingga seseorang dapat mengetahui lokasi perawat dan
tempat untuk memanggil jika terjadi keadaan darurat.
4. Melalui intranet, dokter bisa mengisi formulir ketiadaan mereka. Baik pekerjaan pusat pengangkatan dan call
center menjadi lebih mudah, karena dokter kami membuat jadwal mingguan mereka di dalam sistem.
5. Dengan bantuan EHRMS, kita dapat menghitung setiap detail absen tahunan, menyimpannya di dalam sistem
dan juga merencanakan untuk meninggalkan dan mengganti.
6. Pelatihan in-house dilakukan melalui intranet. Pekerja mendapat pelatihan kapan pun dia menginginkannya.
Tidak ada biaya untuk ruang fisik dan faktor waktu dapat digunakan secara efisien baik oleh pelatih maupun
trainee.
7. Penilaian Kinerja, setiap karyawan semester dipindahkan ke sistem dan dilacak di lingkungan e. Pengembangan
karyawan dapat diikuti. Yang terpenting penilaian kinerja "360 derajat feed-back" dilakukan dalam sistem ini.
16. Pertama
Kedua
Ketiga
Bila sistem sedang sibuk seperti periode penilaian pekerjaan atau
proses penentuan target karir, sistem dapat melambat seiring
dengan akses terhadap sistem meningkat sehingga Bantuan
profesional TI diperlukan selama periode ini.
Pada awalnya sistem ini meningkatkan beban kerja
karena data yang masuk, namun bila sistem digunakan
secara aktif, beban kerja akan
menurun.
Melalui sistem ini, data tetap tertib dan laporannya
dipersiapkan sepenuhnya. Semua informasi statistik
seperti; cuti, evaluasi kinerja dan pool kandidat dapat
diperoleh dengan mudah di data base.
