Impact of e business on human resource


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Impact of e business on human resource

  1. 1. Impact Of E-Business On Human Resource Management Presented By Syed Kahsif Shah BBA, 8th I-D=4687
  2. 2. E-Business Definition  The conduct of business on the Internet, not only buying and selling but also servicing customers and collaborating with business partners, & stay in touch with clients, suppliers and employees.
  3. 3. Human Resource Management  Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people to become more valuable for organization.
  4. 4. E-Business & Human Resource Management  Now we see Human Resource Management in the Context of E-Busniess  How E-Busniness Impact on Human Resource Management?  Are that impacts are Beneficial for organization?
  5. 5. Impact Of E-Business On Human Resource Management  E-Business now a days playing a vital role in H.R.M  Peoples are recruited, evaluated, promoted, and developed (Internet or Intranet or Extranet)  We find out your required candidate on just few clicks
  6. 6. Impact Of E-Business On Human Resource Management  For Human Resource Management organization uses different software's in which of them which are mostly used and large organization that are separated department  HRIS (Human Resource Information System)
  7. 7. HRIS (Human Resource Information System)  A human resource information system (HRIS) is software containing a database that allows the entering, storage and manipulation of data regarding employees of a company. It allows for global visualization and access of important employee information.
  8. 8. HRIS  Recruitment  Selection  Time & attendance  Training and Development  Performance Evaluation and Management  Promotions  Compensation and Benefits  Benefits of HRIS
  9. 9. Recruitment  The Process of finding and hiring the best- qualified candidate (from within or outside of an organization) for a job opening, in a timely and cost effective manner.  (from within Organization (Intranet or Extranet)  From outside Organization (Internet)  Cost effective
  10. 10. Selection  The process of interviewing and evaluating candidates for a specific job and selecting an individuals for employment based on certain criteria.  Easy  Minimum chance of mistake
  11. 11. Time & attendance  Easy to keep record of every employee  Easy to retrieve the record  Easy to detect employee timing  Attendance are done through fingerprint & eye scanner  Employee are try to reached office in time
  12. 12. Time & attendance
  13. 13. Training and Development  Training – for current jobs  Development – for future jobs  Easy to do through HRIS  Remove distance barrier
  14. 14. Training and Development
  15. 15. Performance Evaluation and Management  Evaluate employees work efficiency  We see the employees records  Weekly, monthly or Year wise  We also see the records in graph due to which we easily take a decision about employee performance
  16. 16. Performance Evaluation and Management
  17. 17. Promotions  Responsible for proper compensation of the deserving employees  Equality among employees  Those who deserve can get promotion
  18. 18. Compensation and Benefits  Responsible for giving appropriate benefits and salaries to the employees in order to maintain or increase their efficiency level  Those who deserve can get benefit  No chance of fraud or mistake or favoritism
  19. 19. Compensation and Benefits
  20. 20. Payroll  Automates the pay process by gathering data on employee time and attendance, calculating various deductions and taxes, and generating periodic pay cheques and employee tax reports.
  21. 21. Benefits of HRIS  Higher speed of retrieval and processing of data  Ease in classifying and reclassifying data  Better analysis leading to more effective decision making  Higher accuracy of information/report generated  Fast response to answer queries  Improved quality of reports  More transparency in the system