The document discusses the implementation of an e-HRM system at a hospital in Turkey. Some key points: 1. The hospital was one of the first to improve their IT infrastructure in the healthcare sector in 2002. 2. They used Oracle's HR Management System and modules for their e-HRM activities. 3. Benefits included easily calculating HR planning, turnover analysis, and attendance tracking integrated into one system. Staff access and locations could be tracked. Training and performance evaluations were also managed through the e-HRM system.

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.Joshietal
Goals/ Objectives
LepakAndSnell(1998)
SoftwareUseful
implementationa
n
dapplicationof
informationtechnology forboth
networkingandsupportingatleast
two individualorcollectiveactors
intheirshared performingofH
R
activities
• T
h
euseofICTinHRMisoftenreferredto
ase
-
H
R
M
,Web-basedH
R
,
orvirtualH
R
• Anetwork-based
structurebuiltonpartnershipand
typicallymediatedbyinformation
technologytohelporganizationsacquire,
developanddeployintellectualcapital
T
oimproveservices toH
R
departmentclients (bothemployeesand
management)
T
oimproveefficiencyandcost
effectivenesswithintheH
Rdepartment
Cir}T
oallowH
Rtobecomeastrategic
partnerinachievingorganizationalgoals
 E
R
P(EnterpriseResourcePlanning)
 Bio-red
 S
A
P
(SystemApproach&
Product)
 H
Rpayrollsystem

4. 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. Operational E-HRM Relational E-HRM Transformational E-HRM
• Concernedwithadministrative
functions
• pay:rolland
employee personal
data
• Concernedwith
supportingbusiness
processes.
• training,recruitment,
performancemanagement
etc.
• Concernedwith
strategicH
Ractivities.
• knowledgemanagement,
strategic orientation.
Types of E-HRM

6. E
-
H
R
M
Practice
E-HRM
E-Staffing
e-recruitm
ent
PerformanceManagement
e-performance
Compensation
e-Com
pensation
T
raining&Development
- e-learning
- e-training

7. E-Staffing
E-recruitingande-selectionareassumed
tobethepioneeringH
R
Mactivitiesine-
H
R
MStrohmeier,2007
E-Recruitment, Cardon&Stevens(2004)
• Creatingbrandidentity
–Increasingemployeeretentionlevels
–Increasingefficiencyrecruitmentprocess
• Decreasingadministrativeburdensinrecruitmentprocess
–Increasingorganizationalattractiveness
E-Recruitment Systems,Bussler&Davis(2001/2002)
Trackdemographicsandselectpotentialrecruitsaccordingtoa
predefinedcriteriathroughapplicanttracking systems
Us
ejobboardsandcorporateWebsitestoselectthemost
compatiblerecruitforaspecifiedjobthroughhiringmanagement
systems
E-Sta ing
E -Recruitmentg

8. 8
 Lowercosts totheorganization.
 N
ointermediaries.
 Reductionin thetimeforrecruitment (over65
percent ofthehiring time).
 Facilitates the recruitment ofright typeofpeople
withtherequiredskills.
 Improved efficiencyofrecruitment process.
 Gives a24*7 access toan online collectionof
resumes.
 Onlinerecruitment helps the organizations toout
theunqualifiedcandidates in an automated way.
 Recruitment websites also provide valuable data
andinformationregarding thecompensation
offered by thecompetitorsetc. which helpstheH
R
managerstotakevariousH
Rdecisionslike
promotions, salary trends inindustry,.etc
A
A
D
D
V
V
A
N
A
T
N
A
T
G
E
A
S
G
O
E
F
S
OF
E
E
-
-
R
R
E
E
C
R
C
U
R
I
T
U
M
I
T
E
N
M
T
E
N
T
— 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
manylocations 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.
D
I
D
S
A
I
D
S
V
A
A
N
D
T
V
A
G
A
E
N
STOFAGES OF
E
-
E
R
-
E
R
C
E
R
C
U
R
I
U
T
I
M
T
E
M
N
E
T
N
T

9. E-PerformanceCardon & Stevens (2004)
GeneratingfiguresandstatisticsaboutPerformance
moreeasily
Measurementanddevelopment
oftheperformanceof
individualsandteams
• Enlargingspanofcontrolformanagers
• Facilitatingprocessofwritingreviewsand
generatingfeedback
Cardy and Miller (2005)
Allocatinghumanresourceswithin
thecompanyaspartofenterprise
resourceplanning
E-Per o
r
m
a
n
c
e

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
B
E
N
E
F
I
T
S F
R
O
ME
-
P
E
R
F
O
R
M
A
N
C
E

11. Cardon & Stevens (2004)
Effectivelydesigning,administeringand
communicatingcompensationprograms
Enablingtolookatexternalpayments
• Analyzingmarketsalarydata
• Streamliningbureaucratictasks
• Greateraccesstoknowledgemanagementdatabases
 Internalinformationprocessquicker
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. • U
s
eofdistancelearningtechnology:
e.g.:Tutored-VideoInstruction
• Firmsabletotraintheirculturallydiverse,geographically
diverseworkforces
Murray,L.W
.&Efendioglu,A.M.(2009)
E-Learning
• Deliveringinformationaboutlearning,knowledge,
andskills
• Enablingwebbasedcollaborativelearning
- Moreflexible&costefficientthan
normaltraining&development
Cardon&Stevens(2004)
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
of applications
based training,
e-learning
& processes
web based
classrooms and digital
covers a wide set
including computer
learning, virtual
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.

14. STUDI KASUS: APLIKASI E-HRM DI DEPARTEMEN SDM RUMAH SAKIT AMERIKA DI TURKEY
Yonca Gürol (Yildiz Technical University, Turkey), R. Aysen Wolff (Haliç University, Turkey) and Esin Ertemsir Berkin
(Yildiz Technical University, Turkey)
Encyclopedia of E-Business Development and Management in the Global
EconomyCopyright: © 2010 |Pages: 11
ISBN13: 9781615206117|ISBN10: 1615206116|EISBN13: 9781615206124
1. Mereka yang pertama kali memperbaiki infrastruktur TI di sektor sosial
pada awal tahun 2002
2. Mereka menggunakan Sistem Manajemen Sumber Daya Manusia
Elektronik dan modul HR Oracles yang disukai untuk aktivitas E-HRM.
mereka memilihnya sebagai alternatif perangkat lunak SAP. mereka
menggunakan software seperti PYXIS dan PAX dalam manajemen
material. Selain itu, sistem tabung neumatik didukung oleh sistem
komunikasi pribadi dan digunakan dalam arus informasi, dalam
mengirimkan darah serta laporan, dll.
3. Hal pertama kali dilakukan adalah dengan mengalihkan analisis
pekerjaan, definisi pekerjaan dan menyelesaikan pembaruan mereka.
Kemudian kami melanjutkan perencanaan SDM.

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
Bilasistemsedangsibuksepertiperiodepenilaianpekerjaanatau
prosespenentuantargetkarir,sistemdapatmelambatseiring
denganaksesterhadapsistemmeningkatsehinggaBantuan
profesionalTIdiperlukanselamaperiodeini.
Melaluisistemini,datatetaptertibdanlaporannya
dipersiapkansepenuhnya.S
e
m
u
ainformasistatistik
seperti;cuti,evaluasikinerjadanpoolkandidatdapat
diperolehdenganmudahdidatabase.
P
a
d
aawalnyasisteminimeningkatkanbebankerja
karenadatayangmasuk,namunbilasistemdigunakan
secaraaktif,bebankerjaakan
menurun.