Paradigm shift in e governance by integrating hr-technology
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Principles underlying job enlargement, job enrichment and job rotation
This slide explains about the importance and effects of Job enlargement, Job Enrichment and job rotation at the workplace.
Job design; methods
The document discusses four methods of job design: job simplification, job rotation, job enlargement, and job enrichment. Job simplification breaks jobs into repetitive tasks for efficiency. Job rotation periodically shifts employees between similar jobs to prevent boredom. Job enlargement expands jobs horizontally by adding more tasks without new skills. Job enrichment expands jobs vertically by giving employees more autonomy, responsibility, and motivation through challenging work.
Job design fahad
Job design involves describing job contents, tasks, and relationships to meet organizational, technical, and individual needs. An effective job design provides duties, incentives, resources, and compensation. Job design theories aim to optimize tasks, like scientific management which standardized and trained workers for accountable tasks. Proper job design motivates efficient managers, improving organizational efficiency and profits, while poor design causes problems like absenteeism. Job design approaches include enlargement, enrichment, simplification, rotation, and quality of life analysis.
Job enrichment & Job enlargement
The document discusses job enrichment and job enlargement. It defines job enrichment as making jobs more challenging by reducing repetitive tasks and giving employees more responsibilities and discretion. Job enlargement involves adding similar tasks horizontally to reduce boredom. The document outlines the advantages of each approach for employees and organizations, as well as potential disadvantages, and distinguishes between the two by comparing their focus, purpose, skill requirements and level of direction/control. It concludes that both can be effective tools for motivation but differ in focusing on vertical vs horizontal expansion.
Job design
This document discusses five approaches to job design: job rotation, job engineering, job enlargement, job enrichment, and socio-technical systems. Job rotation involves moving employees between different jobs to reduce boredom and allow them to gain new skills. However, it increases training costs and can disrupt work and demotivate employees seeking specialized responsibilities.
Job design
The document discusses job design, which involves organizing job tasks and responsibilities to achieve objectives. It identifies factors like organizational structure, environment, and employee behavior that influence job design. The document also outlines several approaches to job design, including job engineering, job enrichment, job reengineering, and Hackman and Oldham's job characteristics model, which aims to improve employee motivation and performance.
A study on job rotation on employees at syndicate bank
A study on job rotation on employees at syndicate bank
Job enrichment
Job enrichment involves adding more motivators like decision making, planning and controlling powers to make jobs more rewarding. It was first defined by Herzberg and has characteristics like direct feedback, client relationships, and new learning. However, cautions about job enrichment include that it is not a substitute for management, enrichment is relative, and change can be difficult to implement. Socio-technical systems view organizations as people using tools and techniques to create value for customers and stakeholders according to external demands.
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Principles underlying job enlargement, job enrichment and job rotation
This slide explains about the importance and effects of Job enlargement, Job Enrichment and job rotation at the workplace.
Job design; methods
The document discusses four methods of job design: job simplification, job rotation, job enlargement, and job enrichment. Job simplification breaks jobs into repetitive tasks for efficiency. Job rotation periodically shifts employees between similar jobs to prevent boredom. Job enlargement expands jobs horizontally by adding more tasks without new skills. Job enrichment expands jobs vertically by giving employees more autonomy, responsibility, and motivation through challenging work.
Job design fahad
Job design involves describing job contents, tasks, and relationships to meet organizational, technical, and individual needs. An effective job design provides duties, incentives, resources, and compensation. Job design theories aim to optimize tasks, like scientific management which standardized and trained workers for accountable tasks. Proper job design motivates efficient managers, improving organizational efficiency and profits, while poor design causes problems like absenteeism. Job design approaches include enlargement, enrichment, simplification, rotation, and quality of life analysis.
Job enrichment & Job enlargement
The document discusses job enrichment and job enlargement. It defines job enrichment as making jobs more challenging by reducing repetitive tasks and giving employees more responsibilities and discretion. Job enlargement involves adding similar tasks horizontally to reduce boredom. The document outlines the advantages of each approach for employees and organizations, as well as potential disadvantages, and distinguishes between the two by comparing their focus, purpose, skill requirements and level of direction/control. It concludes that both can be effective tools for motivation but differ in focusing on vertical vs horizontal expansion.
Job design
This document discusses five approaches to job design: job rotation, job engineering, job enlargement, job enrichment, and socio-technical systems. Job rotation involves moving employees between different jobs to reduce boredom and allow them to gain new skills. However, it increases training costs and can disrupt work and demotivate employees seeking specialized responsibilities.
Job design
The document discusses job design, which involves organizing job tasks and responsibilities to achieve objectives. It identifies factors like organizational structure, environment, and employee behavior that influence job design. The document also outlines several approaches to job design, including job engineering, job enrichment, job reengineering, and Hackman and Oldham's job characteristics model, which aims to improve employee motivation and performance.
A study on job rotation on employees at syndicate bank
A study on job rotation on employees at syndicate bank
Job enrichment
Job enrichment involves adding more motivators like decision making, planning and controlling powers to make jobs more rewarding. It was first defined by Herzberg and has characteristics like direct feedback, client relationships, and new learning. However, cautions about job enrichment include that it is not a substitute for management, enrichment is relative, and change can be difficult to implement. Socio-technical systems view organizations as people using tools and techniques to create value for customers and stakeholders according to external demands.
Powerpoint of term paper
The document discusses different approaches to job design and their impact on employee motivation. It describes mechanistic, motivational, biological, and perceptual approaches. Motivational approaches like job enlargement, enrichment, and rotation aim to improve satisfaction and productivity by varying tasks. The job characteristics model identifies five core dimensions that affect motivation. Proper job design matching the approach to the job can positively impact employee performance and satisfaction.
Job design
Job design involves determining the tasks, methods, and relationships of a job. It aims to increase motivation, productivity, and quality of work life. Key considerations in job design include critical job characteristics and matching individuals to jobs. Approaches to job design are scientific, contemporary individual, team, and ergonomic. Contemporary approaches include job rotation, enlargement, and enrichment to provide variety, challenge and responsibility. Job design impacts outcomes like absenteeism and turnover.
Job design
Job design involves organizing work activities to maximize performance by integrating work content, rewards, and qualifications for each job to meet employee and organizational needs. Job simplification breaks jobs into small, repetitive tasks to increase productivity but can lead to boredom and lower quality. Job rotation periodically moves employees between different jobs to develop a variety of skills but can be stressful and wasteful. Job enrichment provides more responsibility, decision-making, and challenges to employees to reduce turnover and motivate performance, though it increases workload and needs additional skills. Job enlargement expands tasks to utilize abilities better but increases work burden and requires training.
Chap07
The document discusses key concepts in organizing and job design including:
- Organizing is the process of determining tasks, who will complete them, and how tasks will be coordinated.
- Job design involves grouping tasks into jobs and defining job responsibilities through job descriptions.
- Core job dimensions that define jobs are skill variety, task identity, task significance, autonomy, and feedback.
- Perspectives on job design have evolved from classical to behavioral to employee-centered approaches.
- Organizational relationships like chain of command, span of control, and delegation are important for effective organizing.
- Delegation involves assigning responsibility, authority, and accountability to empower employees while holding them responsible.
What is Job Design???
This document discusses job design in human resource management. It defines job design as deciding the contents of a job, including duties, responsibilities, and relationships. Proper job design is important for staffing as it can motivate highly efficient managers and improve productivity, while poor design can cause issues like absenteeism. Key aspects of job design include the tasks, how and when they are done, their order, and factors affecting the work. Benefits include allowing employee input, integrating training, and offering good work-rest schedules and physical adjustments. Factors like the individual, technological changes, and organizational needs impact job design.
effects of job enrichment on employee motivation
This document contains a declaration stating that the research paper is the author's original work, signatures of the author and supervisor, and acknowledgements expressing gratitude to various parties. It summarizes a field experiment conducted at a Safaricom customer care agency investigating the effect of job enrichment on employee responses. The results showed that job enrichment led to increased job satisfaction, involvement, and motivation but decreased absenteeism and turnover, though it had little impact on performance.
Job Design- Ashutosh Thareja
What is a job?
A job is a piece of work, especially a specific task done as part of the routine of one’s occupation or for an agreed price.
JOB DESIGN-Job design is the process of determining the specific tasks to be performed, the methods used in performing these tasks, and how the job relates to other work in the organization.
Job design integrates work content, rewards and the qualifications required for each job in a way that meets the needs of employees and the organization.
Job design involves systematic attempt to organize tasks, duties and responsibilities into a unit of work to achieve certain objectives. It is a process by which managers decide individual job tasks and authority
Job design report white
Job design and analysis are important human resource functions. Job design involves defining how work will be performed through approaches like job enlargement and enrichment. Job analysis is the process of systematically gathering information about job tasks, responsibilities, skills, and requirements. This information is then used to develop job descriptions and specifications, which outline the purpose, duties, and qualifications of a role. The results of job analysis provide essential data for strategic human resource activities including planning, recruitment, compensation, performance management, and training.
Job Design
Here are a few thoughts on the relationship between worker happiness and productivity:
- Happy workers tend to be more engaged, motivated and satisfied in their work. This positive mindset can translate to higher quality work, better problem-solving skills, and increased effort and dedication to achieving goals. Unhappy workers may be less focused, efficient and committed.
- Feeling valued, respected and having some control over one's work are important factors that influence both happiness and productivity. Job designs and work environments that provide autonomy, feedback and opportunities for growth can boost both well-being and performance.
- Positive relationships with managers and coworkers also impact happiness at work. Supportive cultures where people feel they belong and can collaborate tend to see workers
Job design
Job design is a part of Human resource management. It inclusive of various concepts such as Job rotation, job shifting etc
Job design
Job design has evolved over time from early concepts like division of labor to more modern approaches. Adam Smith introduced division of labor while Fayol emphasized administration. Taylor introduced scientific management focusing on specialization, standardization, and simplification. Herzberg later introduced job enrichment to provide intrinsic motivation through responsibility, achievement, and growth. Job analysis involves understanding job content, requirements, and context to effectively design jobs. Common job design approaches include enrichment, enlargement, rotation, and flexibility. The goal is to optimize productivity and satisfaction through meaningful, well-structured work.
A report on impact of job enrichment on employee motivation
This document discusses job enrichment and its impact on employee motivation. It begins with an introduction that defines job enrichment as vertically expanding job tasks to increase employee control and responsibility. It then provides strategies for enriching jobs, such as rotating jobs, combining tasks, creating autonomous work teams, and increasing feedback. The document emphasizes that job enrichment can motivate employees by making jobs more rewarding, stimulating, and challenging. However, it notes job enrichment programs require proper planning, long-term commitment of resources, and consideration of potential changes to job classifications in order to be successful.
Job design
Job design integrates work content, rewards, and qualifications to meet employee and organizational needs. It includes traditional scientific management approaches as well as motivational design using core job characteristics like skill variety and autonomy. Mechanisms of job design include job simplification, rotation, enlargement, and enrichment. Job enrichment focuses on depth while enlargement adds tasks. Employee empowerment gives means, ability and authority through approaches like allowing more control. Quality of work life programs aim to satisfy personal needs through flexibility, autonomous work groups, and participation to increase job involvement, competence, and satisfaction.
Job redesign
Job redesign refers to changes made to jobs to improve quality or productivity and can include job rotation, enlargement, or enrichment. Effective job redesign focuses on increasing skill variety, task identity, task significance, autonomy, and feedback for workers by forming work units, establishing relationships, combining tasks, loading work vertically, and opening feedback channels.
Job design
Job design involves structuring jobs to improve performance and motivation by considering the tasks, responsibilities, relationships, and methods required. Effective job design expands roles to enhance flexibility and satisfaction by providing variety, autonomy, feedback, and opportunities to fully utilize employee abilities. While scientific management minimized skills and autonomy, modern approaches emphasize teamwork, multi-skilling, quality management, and redesigning roles to challenge workers and address both organizational and individual needs.
Work simplification
The document discusses several methods for simplifying and improving jobs, including work
simplification to reduce effort and costs, job simplification to break jobs into simpler tasks, and job
enlargement, rotation, enrichment, and automation to varying degrees make jobs more interesting,
engaging, and skill-building for employees. The overall goal of these methods is to increase productivity
and job satisfaction by analyzing workflows, minimizing unnecessary tasks, providing skills training and
career growth opportunities, and automating routine tasks.
Job enrichment - Techniques for designing jobs - Manu Melwin Joy
Job enrichment, as currently practiced in industry, is a direct outgrowth of Herzberg's Two Factor Theory of motivation.
Effect of Job Rotation Techniques on Performance of Bank Employees - A Study ...
In today’s era businesses are growing at a very fast
pace and to be in existence every organization has
realized the fact that in order to succeed in the
current cut throat competitive market, treating
and constantly upgrading their employees has
become very essential. For this purpose job rotation
is a technique adopted by many organizations
to train their employees. The importance of
job rotation, as a mean of enhancing skills,
knowledge and abilities of an individual to
improve the overall organizational mechanics has
become evident to any organization. Job rotation
has become the need of the hour for most of the
organization and is a fast emerging domain of
research in the field of human resource.
This study reveals the perception & views of
banking sector employees in relation to job
rotation techniques. Positional variables of the
employees were analyzed with respect to the
employees’ perception regarding Job Rotation
technique. Data were collected using a self administered questionnaire from 125 Bank
employees working in the various banks situated
in Faridabad. Collected data was further
analyzed using “Mean Score” as a statistical tool.
The finding of the research revealed that most of
the employees perceive job rotation as a technique
which stimulates their individual growth, reduces
boredom and also act as a tool for fast learning.
The study suggest that organizations should
consider the perception and needs of individual
employees for successful implementation of job
rotation in an organization for overall benefit
of the individuals and organizations. The
researchers also believes that the current research
would help organizations in redesigning the job
rotation tool in order to enhance the quality of
the employees’ workforce and overall quality of
the organization’s output which is in fact the
need of the hour.
Job evaluation, job enrichment, job decription
Importance, Meaning, Purpose, Features, Advantages, disadvanages, Limitations, uses, Process of Job evaluation, job enrichment, job decription
Job design
A complete description of Job Design, its techniques, impact of technology on JD and the Socio-technical system approach.
Work ethics
Team 2 from Vignana Jyothi Institute of Management presented on various ethics issues faced in human resources. Some of the key issues discussed include compensation and incentives, performance appraisals, race and disability, employment matters, privacy, and restructuring and layoffs. The role of HR is to ensure company policies reflect societal values and that selection, rewards, and development are fair and consistent with stated principles. Ethical dilemmas can arise in situations like nepotism or internal disputes.
Global hr parctices in BRIC countries.
This document discusses human resource challenges in Brazil, Russia, India, and China - the BRIC countries. For Brazil, key issues are managing talent, securing skilled workers, and dealing with deficiencies in education. In Russia, challenges include economic decline, managing corporate responsibility, and improving recruitment. In India, problems involve developing skills, talent retention, and leadership development. For China, talent management is difficult due to unskilled rural workers and a need for skilled technicians and managers. Across all BRIC nations, areas of focus include managing talent, leadership development, and transforming HR into a strategic partner.
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Powerpoint of term paper
The document discusses different approaches to job design and their impact on employee motivation. It describes mechanistic, motivational, biological, and perceptual approaches. Motivational approaches like job enlargement, enrichment, and rotation aim to improve satisfaction and productivity by varying tasks. The job characteristics model identifies five core dimensions that affect motivation. Proper job design matching the approach to the job can positively impact employee performance and satisfaction.
Job design
Job design involves determining the tasks, methods, and relationships of a job. It aims to increase motivation, productivity, and quality of work life. Key considerations in job design include critical job characteristics and matching individuals to jobs. Approaches to job design are scientific, contemporary individual, team, and ergonomic. Contemporary approaches include job rotation, enlargement, and enrichment to provide variety, challenge and responsibility. Job design impacts outcomes like absenteeism and turnover.
Job design
Job design involves organizing work activities to maximize performance by integrating work content, rewards, and qualifications for each job to meet employee and organizational needs. Job simplification breaks jobs into small, repetitive tasks to increase productivity but can lead to boredom and lower quality. Job rotation periodically moves employees between different jobs to develop a variety of skills but can be stressful and wasteful. Job enrichment provides more responsibility, decision-making, and challenges to employees to reduce turnover and motivate performance, though it increases workload and needs additional skills. Job enlargement expands tasks to utilize abilities better but increases work burden and requires training.
Chap07
The document discusses key concepts in organizing and job design including:
- Organizing is the process of determining tasks, who will complete them, and how tasks will be coordinated.
- Job design involves grouping tasks into jobs and defining job responsibilities through job descriptions.
- Core job dimensions that define jobs are skill variety, task identity, task significance, autonomy, and feedback.
- Perspectives on job design have evolved from classical to behavioral to employee-centered approaches.
- Organizational relationships like chain of command, span of control, and delegation are important for effective organizing.
- Delegation involves assigning responsibility, authority, and accountability to empower employees while holding them responsible.
What is Job Design???
This document discusses job design in human resource management. It defines job design as deciding the contents of a job, including duties, responsibilities, and relationships. Proper job design is important for staffing as it can motivate highly efficient managers and improve productivity, while poor design can cause issues like absenteeism. Key aspects of job design include the tasks, how and when they are done, their order, and factors affecting the work. Benefits include allowing employee input, integrating training, and offering good work-rest schedules and physical adjustments. Factors like the individual, technological changes, and organizational needs impact job design.
effects of job enrichment on employee motivation
This document contains a declaration stating that the research paper is the author's original work, signatures of the author and supervisor, and acknowledgements expressing gratitude to various parties. It summarizes a field experiment conducted at a Safaricom customer care agency investigating the effect of job enrichment on employee responses. The results showed that job enrichment led to increased job satisfaction, involvement, and motivation but decreased absenteeism and turnover, though it had little impact on performance.
Job Design- Ashutosh Thareja
What is a job?
A job is a piece of work, especially a specific task done as part of the routine of one’s occupation or for an agreed price.
JOB DESIGN-Job design is the process of determining the specific tasks to be performed, the methods used in performing these tasks, and how the job relates to other work in the organization.
Job design integrates work content, rewards and the qualifications required for each job in a way that meets the needs of employees and the organization.
Job design involves systematic attempt to organize tasks, duties and responsibilities into a unit of work to achieve certain objectives. It is a process by which managers decide individual job tasks and authority
Job design report white
Job design and analysis are important human resource functions. Job design involves defining how work will be performed through approaches like job enlargement and enrichment. Job analysis is the process of systematically gathering information about job tasks, responsibilities, skills, and requirements. This information is then used to develop job descriptions and specifications, which outline the purpose, duties, and qualifications of a role. The results of job analysis provide essential data for strategic human resource activities including planning, recruitment, compensation, performance management, and training.
Job Design
Here are a few thoughts on the relationship between worker happiness and productivity:
- Happy workers tend to be more engaged, motivated and satisfied in their work. This positive mindset can translate to higher quality work, better problem-solving skills, and increased effort and dedication to achieving goals. Unhappy workers may be less focused, efficient and committed.
- Feeling valued, respected and having some control over one's work are important factors that influence both happiness and productivity. Job designs and work environments that provide autonomy, feedback and opportunities for growth can boost both well-being and performance.
- Positive relationships with managers and coworkers also impact happiness at work. Supportive cultures where people feel they belong and can collaborate tend to see workers
Job design
Job design is a part of Human resource management. It inclusive of various concepts such as Job rotation, job shifting etc
Job design
Job design has evolved over time from early concepts like division of labor to more modern approaches. Adam Smith introduced division of labor while Fayol emphasized administration. Taylor introduced scientific management focusing on specialization, standardization, and simplification. Herzberg later introduced job enrichment to provide intrinsic motivation through responsibility, achievement, and growth. Job analysis involves understanding job content, requirements, and context to effectively design jobs. Common job design approaches include enrichment, enlargement, rotation, and flexibility. The goal is to optimize productivity and satisfaction through meaningful, well-structured work.
A report on impact of job enrichment on employee motivation
This document discusses job enrichment and its impact on employee motivation. It begins with an introduction that defines job enrichment as vertically expanding job tasks to increase employee control and responsibility. It then provides strategies for enriching jobs, such as rotating jobs, combining tasks, creating autonomous work teams, and increasing feedback. The document emphasizes that job enrichment can motivate employees by making jobs more rewarding, stimulating, and challenging. However, it notes job enrichment programs require proper planning, long-term commitment of resources, and consideration of potential changes to job classifications in order to be successful.
Job design
Job design integrates work content, rewards, and qualifications to meet employee and organizational needs. It includes traditional scientific management approaches as well as motivational design using core job characteristics like skill variety and autonomy. Mechanisms of job design include job simplification, rotation, enlargement, and enrichment. Job enrichment focuses on depth while enlargement adds tasks. Employee empowerment gives means, ability and authority through approaches like allowing more control. Quality of work life programs aim to satisfy personal needs through flexibility, autonomous work groups, and participation to increase job involvement, competence, and satisfaction.
Job redesign
Job redesign refers to changes made to jobs to improve quality or productivity and can include job rotation, enlargement, or enrichment. Effective job redesign focuses on increasing skill variety, task identity, task significance, autonomy, and feedback for workers by forming work units, establishing relationships, combining tasks, loading work vertically, and opening feedback channels.
Job design
Job design involves structuring jobs to improve performance and motivation by considering the tasks, responsibilities, relationships, and methods required. Effective job design expands roles to enhance flexibility and satisfaction by providing variety, autonomy, feedback, and opportunities to fully utilize employee abilities. While scientific management minimized skills and autonomy, modern approaches emphasize teamwork, multi-skilling, quality management, and redesigning roles to challenge workers and address both organizational and individual needs.
Work simplification
The document discusses several methods for simplifying and improving jobs, including work
simplification to reduce effort and costs, job simplification to break jobs into simpler tasks, and job
enlargement, rotation, enrichment, and automation to varying degrees make jobs more interesting,
engaging, and skill-building for employees. The overall goal of these methods is to increase productivity
and job satisfaction by analyzing workflows, minimizing unnecessary tasks, providing skills training and
career growth opportunities, and automating routine tasks.
Job enrichment - Techniques for designing jobs - Manu Melwin Joy
Job enrichment, as currently practiced in industry, is a direct outgrowth of Herzberg's Two Factor Theory of motivation.
Effect of Job Rotation Techniques on Performance of Bank Employees - A Study ...
In today’s era businesses are growing at a very fast
pace and to be in existence every organization has
realized the fact that in order to succeed in the
current cut throat competitive market, treating
and constantly upgrading their employees has
become very essential. For this purpose job rotation
is a technique adopted by many organizations
to train their employees. The importance of
job rotation, as a mean of enhancing skills,
knowledge and abilities of an individual to
improve the overall organizational mechanics has
become evident to any organization. Job rotation
has become the need of the hour for most of the
organization and is a fast emerging domain of
research in the field of human resource.
This study reveals the perception & views of
banking sector employees in relation to job
rotation techniques. Positional variables of the
employees were analyzed with respect to the
employees’ perception regarding Job Rotation
technique. Data were collected using a self administered questionnaire from 125 Bank
employees working in the various banks situated
in Faridabad. Collected data was further
analyzed using “Mean Score” as a statistical tool.
The finding of the research revealed that most of
the employees perceive job rotation as a technique
which stimulates their individual growth, reduces
boredom and also act as a tool for fast learning.
The study suggest that organizations should
consider the perception and needs of individual
employees for successful implementation of job
rotation in an organization for overall benefit
of the individuals and organizations. The
researchers also believes that the current research
would help organizations in redesigning the job
rotation tool in order to enhance the quality of
the employees’ workforce and overall quality of
the organization’s output which is in fact the
need of the hour.
Job evaluation, job enrichment, job decription
Importance, Meaning, Purpose, Features, Advantages, disadvanages, Limitations, uses, Process of Job evaluation, job enrichment, job decription
Job design
A complete description of Job Design, its techniques, impact of technology on JD and the Socio-technical system approach.
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Global hr parctices in BRIC countries.
This document discusses human resource challenges in Brazil, Russia, India, and China - the BRIC countries. For Brazil, key issues are managing talent, securing skilled workers, and dealing with deficiencies in education. In Russia, challenges include economic decline, managing corporate responsibility, and improving recruitment. In India, problems involve developing skills, talent retention, and leadership development. For China, talent management is difficult due to unskilled rural workers and a need for skilled technicians and managers. Across all BRIC nations, areas of focus include managing talent, leadership development, and transforming HR into a strategic partner.
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- 1. Paradigm Shift In E-Governance By Integrating Hr -Technology Presented By: Mr. Sourav Mohanty Ms. Ritika Kumari
- 2. Objective • To study the impact of Hr technology in E-Governance.
- 3. Methodology: The secondary data has been collected through: • Research Articles • HR websites • Magazines • Journals
- 4. What is E-Governance? E-Governance is a process of reform in the way Governments work, share information, engage citizens and deliver services to external and internal clients for the benefit of both government and the clients that they serve.
- 5. E- Governance VS Governance • Technology driven • Human driven • Quick Response • Time Consuming • Well Synchronized • Mundane tasks • Low Cost • Cost incurred is more
- 6. WHY HR-TECHNOLOGY Time and attendance Compliance Hr HRMS/HRIS Risk TECHNOLOGY Payroll
- 7. CURRENT TRENDS Integrated Talent Management SaaS Monumental Shift in thinking of HR
- 8. CHALLENGES AND BENEFITS CHALLENGES Cost Factor Security Concern Standardization Integration Lesser India centric products BENEFITS Cost Effective Optimized Innovative
- 9. CONCLUSION Responsible for progression in technology of developing countries. Developing countries now have the opportunity to better themselves through electronics. Society can be more advanced and more efficient than ever before.
- 10. Thank you