2. Contents
Introduction
Definition
Types of e-HRM
e-HRM Activities
e-HRM Objectives
Merits and Demerits
Implementation of e-HRM
The reason of e-HRM for ECOWAS countries
Conclusion
References
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3. Introduction
Nothing is constant but change holds true in this ever
transforming business world.
Technological advancements are one of the powerful driving
forces.
It has redesigned the way we live, communicate, work and also
the way business is conducted. The technology and digitized
business communications have enhanced and reformed various
organizational activities.
Like all vocations, Human Resource Management (HRM) has
been progressively affected by the ongoing emergence of new
technologies.
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4. Definition
E-HRM implies planning, implementation and application of
information technology for networking and supporting at least two
individuals or collective actors in their shared performance of HR
activities.
Intranet – Connectivity between the organization
Extranet – Connectivity between two intranet
Internet – Connectivity is world wide
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5. Types of e-HRM
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Types of e-HRM
Operational
Relational
Transformational
Operational Functions of HR
Payroll,
Employee personal data, etc.
Supporting business processes
Training, Recruitment,
selection, etc.
HR strategies and its activities
Knowledge management,
Strategic orientation.
6. E-HRM Activities
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e-Recruitment
• Monster.com, Naukri.com, Timesjob.com etc., Well renowned online recruitment websites.
e-Selection
• The purpose is to utilize the maximum Human Capital at a reduced cost and in less time.
e-Performance Management
• Web-based technology to evaluate the performance of an individual.
e-Learning
• Internet or organization’s intranet to facilitate the training and development programmes for the
workforce.
e-Compensation
• Gather, store, analyze, and distribute the compensation data or information to anyone at anytime.
• Individual can access electronically distributed compensation software, analytic tools, from any
place in the world.
7. OBJECTIVES OF e-HRM
Objectives
of e-HRM
To offer an adequate, comprehensive and on-going information
system about people and jobs at a reasonable cost
To provide support for future planning and policy formulations
To automate employee related information
To facilitate monitoring of human resources demand and supply
imbalances
To enable faster response to employee related services and
faster HR related decisions
To offer data security and personal privacy
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Merits Demerits
E-HRM has the potential to influence both
efficiency and effectiveness.
Illicit Access
Amplified and easy access to HR data and
ease in classifying and reclassifying data
Specialized Knowledge
A higher internal profile for HR leading to
better work culture.
Data entry errors
It leads to a more transparent system Low interpersonal contact
Considerable reduction of administrative
burden
Improper use due to rigid mindsets
Provides Integral support for the
management of human resources and all
other basic and support processes within the
company
Threat to HR itself
A more forceful workflow in the business
process, productivity and employee
Satisfaction
E-HRM can save costs while maintaining the
quality of data
Decentralization of HR tasks
9. Implementation of E-HRM
There are five main phases in the
implementation of the E-HRM business
solution.
1. Analysis (Infrastructure)
2. Business processes in the company
3. Implementation
4. Implementation and Training
5. Maintenance
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Analysis (Infrastructure)
Analyzing the existing infrastructure with regard to quantity of data
and classification of business activities.
Business processes in the company
After the existing processes have been analyzed, the options for
automating these processes in the client’s environment are
proposed. Finally a project plan is developed based on the model
of the processes identified.
Implementation
After the fundamental analysis of the processes in the work team,
individual modules are deployed in the client’s environment.
Implementation and Training
A complete knowledge of the components of the solution is a key
factor for successful implementation.
Maintenance
Fast technological development and development of new modules
make cooperation after the implementation indispensable.
11. The reason of e-HRM for
ECOWAS countries
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The Economic Community of West African
States (ECOWAS) ECOWAS is a regional
group of fifteen countries (Benin, Burkina
Faso, Cote d’Ivoire, Cap Verde, Gambia,
Ghana, Guinea, Guinea-Bissau, Liberia, Mali,
Niger, Nigeria, Senegal, Sierra Leone and
Togo)
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We could affirm that e-HRM can allow ECOWAS
countries to manage data and information in
order to make strategic decision forecasting,
planning, developing promotion, evaluation and
developing HR in their countries.
E-HRM can reduce or overcome barriers to
coordination and cooperation within countries
public administrations.
The interoperability between countries
administration increases the performance of the
public service.
14. Summary
E- HRM is a web-based tool to automate and support
HR processes.
The implementation of e-HRM is an opportunity to
delegate the data entry to the employee.
e- HRM facilitates the usages of HR marketplace and
offers more self-service to the employees.
It is an efficient, reliable, and easy – to use tool,
accessible to a broad group of different users.
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15. It covers all aspects of human resource management like
Personnel administration
Education and Training
Career Development
Corporate Organization
Job Descriptions
Hiring Process
Employee’s Personal Pages
Annual Interviews with Employees
Therefore e-HRM is one of the best practices of HRM
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16. References
Anveshanam- A National Journal of Management
[VOL.1, NO.1, AUGUST 2012-JULY 2013]
11th International Strategic Management Conference 2015
Human Resource Management Review 23 (2013) 18–36
Human Resource Management Review 17 (2007) 19–37
An international journal of interdisciplinary studies
TOWARDS E-HRM IN ECOWAS COUNTRIES: IMPEDINENTS
AND INITIATIVES, School of Management, Wuhan University of
Technology, P. R. China, 430070
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