2. I. e -H R M d e f i n i t i o n
II. T y p e s o f e -H R M
III. e -H R M T o o l s
IV. O b j e c t i v e s o f e -H R M
V. S c o p e o f e -H R M
VI. B e n e f i t s o f e -H R M
VII.G o a l s o f e -H R M
VIII.e -H R M O u t c o m e s
IX. I m p l e m e n t a t i o n o f e -H R M
X. A d v a n t a g e s o f e -H R M
XI. D i s a d v a n t a g e s o f e -H R M
XII.e -H R M M o d e l
XIII. C a s e S t u d y

3. • i
a
n
i
n
t
f
n
a
s
a
s t he
ppl i c a t i o
of
n f o r ma t i o
e
o
e
n
u
t
c hnol ogy
r bot h
t wo r k i n g
d
ppor t i ng
l e a s t

4. Op e r a t i
ona l
Re l a t i o
na l
Tr a ns f or
ma t i o n a l

5. • i
a
f
a
p
s
d
u
n
e
c o n c e r n e d wi t h
mi n i s t r a t i v e
n c t i o n s (p a y r o l l
d e mp l o y e e
r s o n a l d a t a ).

6. • i s
s u
pr
of
r e
pe
ma
f o
c o n c e r n e d wi t h
ppor t i ng bus i ne s s
o c e s s e s b y me a n s
t r a i ni ng,
c r u i t me n t ,
r f o r ma n c e
n a g e me n t a n d s o
r t h.

7. • i s
s t
a c
k n
ma
s t
or
c o n c e r n e d wi t h
r a t e g i c HR
t i v i t i e s s uc h a s
o wl e d g e
n a g e me n t a n d
r a t e gi c r e i e nt a t i on.

8. EE mp l o y e
e
Pr of i l e
ERe c r u i t
me n t
ERe c r u i t
i ng
Me t h o d s
ESe l e c t i
on
ELe a r ni n
g
E -T r a i n i
ng
E -P e r
ma n
Ma n a
e n
f or
c e
ge m
t
EC o mp e n s
a t i on

9. • T
E
P
a
p
c
p
a
e
c
i
a
a
c
e
he
mp
r o
pp
r o
e n
oi
c c
mp
on
nf
nd
El oy e e
f i l e we b
l i c a t i on
v i de s a
t r a l
nt of
e s s t o t he
l oy e e
t a c t
o r ma t i o n
pr ov i de s
o mp r e h e n s i v
e mp l o y e e

10. • Or g a n i z a t i
ons f i r s t
s t a r t e d
us i ng
c o mp u t e r s
a s a
r e c r ui t i ng
t ool by
a dv e r t i s i n
g j obs on a
bul l e t i n
boa r d

11. • J o
Pr
we
We
b
o
b
b
boa r ds ,
f e s s i o n a l /C a r e e r
s i t e s , E mp l o y e r
s i t e s .

12. • Most employers seem
to be embracing
Internet recruitment
with enthusiasm, the
penetration of online assessment
t ool s s uc h
a s
pe r s ona l i t
y
a s s e s s me n t
s or
a bi l i t y
t e s t s , ha s

13. • E-L e a r n i n g
r e f e r s t o
a ny
p r o g r a mme d
of
l e a r ni ng,
t r a i ni ng
or
e duc a t i on
wh e r e
e l e c t r oni c
de v i c e s ,
a ppl i c a t i o
ns a nd

14. • Mo s t
c o mp a n i e s
s t a r t t o
t hi nk of
onl i ne
l e a r ni ng
primarily as a more
efficient way to distribute
training inside the
organization, making it
available ”any time”,”
anywhere” reducing
di r e c t c os t s
(i n s t r u c t o r s ,
pr i nt e d
ma t e r i a l s ,

15. • A web-based
appraisal system can
be defined as the
system which uses
the web(intranet and
i nt e r ne t )
t o
e f f e c t i v e
l y
e v a l ua t e
t he
s k i l l s , k n
o wl e d g e
a nd t he

16. • Co
pl
t h
e n
ma
a l
s a
i n
e q
a c
or
wh
wi
gu
or
ha
mp e n s a t i o n
a nni ng i s
e pr oc e s s of
s ur i ng t ha t
na ge r s
l oc a t e
l a r y
c r e a s e s
ui t a bl y
r os s t he
ga ni z a t i on
i l e s t a y i ng
t hi n budge t
i d e l i n e s . As
ga ni z a t i ons
v e s t a r t e d

17. • To offer an adequate, comprehensive and ongoing information system about people
and jobs at a r e a s o n a b l e c o s t ;
• To p r o v i d e s u p p o r t f o r
f ut ur e pl a nni ng a nd
a l s o f or pol i c y
f o r mu l a t i o n s ;
• To f a c i l i t a t e m o n i t o r i n g
o f h u ma n r e s o u r c e s
d e ma n d a n d s u p p l y
i mb a l a n c e
• T o a u t o ma t e e mp l o y e e
r e l a t e d i n f o r ma t i o n ;

18. • A d e c i s i v e s t e p t o wa r d s a
pa pe r l e s s of f i c e
• Higher s p e e d o f r e t r i e v a l a n d
pr oc e s s i ng of da t a
• Mo r e c o n s i s t e n t a n d h i g h e r
a c c u r a c y o f i n f o r m a t i o n /r e p o r t
ge ne r a t e d
• F a s t r e s p o n s e t o a n s we r q u e r i e s
• A higher internal profile for HR leading to better work
c ul t ur e
• Mo r e t r a n s p a r e n c y i n t h e s y s t e m
• Si gni f i c a nt r e duc t i on of
a d mi n i s t r a t i v e b u r d e n
• Ad a p t a b i l i t y t o a n y c l i e n t a n d
f a c i l i t a t i n g ma n a g e me n t

19. • St a nda r di z a t i on
• Ease o f r e c r u i t m e n t ,
s e l e c t i on a nd
a s s e s s me n t
• Ease of administering employee records
Reductions to cost, time and labor
• Access t o E S S (e m p l o y e e
s e l f -s e r v i c e )
t r a i n i n g e n r o l l me n t
a n d s e l f d e v e l o p me n t
• Co s t a n d ESS

20. I mp r o v i n g t h e
s t r a t e gi c
o r i e n t a t i o n o f HRM
Co s t
r e d u c t i o n /e f f i c i e n c y
ga i ns
Cl i e n t s s e r v i c e
i m p r o v e m e n t s /f a c i l i t
a t i n g ma n a g e me n t a n d
e mp l o y e e s

21. Hi g h
c o mmi t
me n t
Co s t
e f f e c t
i v e ne s
s
Hi g h
c o mp e t
e nc e
Hi g h e r
c ongr u
e nc e

23. • C o l l e c t i o n and store of
information regarding the work force, which
will act as t h e b a s i s f o r
s t r a t e gi c de c i s i onma k i n g .
• I nt e gr a l s uppor t f or
t h e ma n a g e me n t o f
h u ma n r e s o u r c e s a n d
a l l ot he r ba s i c a nd
s uppor t pr oc e s s e s
w i t h i n t h e c o mp a n y .
• P r o mp t i n s i g h t i n t o
r e por t i ng a nd
a na l y s i s .

24. • E mp l o y e e s a n d l i n e
ma n a g e r s ’ mi n d s e t s n e e d
t o be c ha nge d : t he y ha v e
t o r e a l i z e a nd a c c e pt
t he us e f ul ne s s of
w e b -b a s e d H R t o o l s .
• The y ge ne r a l l y f e e l
t h a t t h e y l a c k t h e t i me
s p a c e n e e d e d t o wo r k
qui e t l y a nd
t h o u g h t f u l l y wi t h
w e b -b a s e d H R t o o l s a n d