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e-HRM

Sangeeta Shah Bharadwaj


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

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