A company has implemented Integrated ERP for its HR department on a client server environment It is wondering whether it needs to have an e- HRM system as well? Comment-why or why not e-HRM in Practice e-HRM is application of web based technologies for HR Delivering core services Managing personal information Managing people more effectively Recruitment Time management Reward management Performance management Facilitating learning and collaboration Knowledge management Communication and collaboration Managing learning
Engaging and motivating employees Benefits management Concierge services e-HRM Administrative Strategic What are the benefits of e-HRM? A more strategic approach to HR Allowing HR professional more time for strategic HR activities rather than data processing Providing information for strategic decision making a happier workforce-- quick and efficient retrieval of information at individual level
What are the benefits of e-HRM? Better support to management at all levels Senior managers can have focus on strategy More operational functionality-for line managers to carry out their day to day activities Providing better quality information 24/7 access and just in time access Improved monitoring of work force
Greater potential for organizational collaboration and learning
Learning opportunities can be delivered and managed more easily Improved opportunities for collaboration What are potential challenges with e- HRM? Does HR loose contact with people?
Is there a challenge of keeping information secure?
How to ensuring authorized access to system and 24/7 access?
e-HRM is web based initiative What are the challenges for putting the same in place? HR-Portal development challenges Content management, Prioritization and release strategy of applications Portal and content policies, compliance Branding and messaging, user experience Technical architecture, portal development Operations and administrations Who ( HR/IT/other dept ) is responsible for what? Design a Portal governance system for your organization Portal Governance Challenges Who will develop and design it Who will upload the content and manage the content Who will address the legal and other issues?
Portal Governance Making your e-HRM Portal : Effective Passive manuals vs Active systems through ESS How to make an expense claim for a car journey Integrating information to people who want it Bulletin boards which get actively populated as and when accessed and with new information highlighted Can an ERP back end database make it possible? Having an FAQs section What is Content? The concept of structured vs. unstructured data Data vs. Content Structured data fits into well-defined fields of data base. unstructured data, which does not fit into the fields
What Makes Content Management Difficult?
The flexibility and unpredictability of content Lack of well-defined, industry-standard application infrastructure for handling content Complex creation, update and change management cycles Complex reuse and repurposing issues Complex cross-referencing and indexing schemes Complex formatting and transformation requirements Complex search and retrieval issues
Web Content Management Ensure that complex Web site content is complete, up-to date Content Management Document Management Manage complex document- based information so common elements can be reused, and documents can be dynamically assembled for publishing, Images, Pdf etc Content Management Digital Asset Management Allow a mass of multi-media electronic content (photos, audio, video, etc.) to be stored in Multimedia Data base Content Management Is content management same as knowledge management? Knowledge Management Archive and index critical organizational knowledge so that employees can take advantage of it Knowledge Management Challenges of KM
Knowledge type and storage Inability to store experience Accessing relevant knowledge Keeping knowledge upto date Knowledge out of context becomes meaningless Hence to KM demands explicit KM through content management and tacit KM through improved collaboration in the organizations Improve collaboration among people Many ways of doing it face to face
How to do it through technology? On-line collaborative tools Content as well as through online meetings Synchronous vs asynchronous For on line meetingsco-ordinations of interaction are important Compatibility with accepted business practices Recording and reuse of events Integration with other systems
How to implement on-line collaborative tools say for e-learning Establish the business objectives say it is for e- learning Develop your specifications Will it meet all your needs Will it be purchased or it will be service mode How stable is the supplier Is application scalable What will be the training requirements?
How can e-learning be delivered? Self paced individual learning Tutor mediated Blended learning with face-to face Elearning and KM Competencies identification developing expertise against those competencies Developing structure for those competencies Developing material for the same Determining the mode of delivery/ other rules and regulations Role of Social Medias in Human Resource Management System What is Social Media? " Social media are media for social interaction, using highly accessible and scalable communication techniques involves use of web-based and mobile technologies to turn communication into interactive dialogue
technological foundations is Web 2.0, which allows the creation and exchange of user-generated content
A common thread running through all definitions of social media is a blending of technology and social interaction for the co-creation of value. WIKIPEDIA Enterprise 2.0 as the use of emergent social software platforms within companies and their partners or customers Emergent means the software is freeform, in the sense that people can choose to use it or not is egalitarian and can accept different forms of data It rules open web-based platforms, such as Wikipedia, YouTube, Flickr and MySpace, because they widely available to individuals corporate internets because they are not emergent, and traditional email and SMS because they arent persistent
Pfizerpedia
Pfizerpedia in enabling employees to share and access knowledge more quickly than before The ability to publish freely attributed information on line can help overcome any tendencies that may exist towards silo protectionism or a bureaucratic approval process internal Pfizerpedia application (similar to Wikipedia) available to all employees Its popularity has grown and it is fast becoming an on-line resource of first preference for R&D employees, seeking knowledge pertinent to their job role. This internal wiki, visible to all, has over 4500 pages, of which 3300 pages have received at least 1000 hits each. There have been a total of 10,956,000 page views, and 79,400 page edits since Pfizerpedia was established