Abstract
An Analysis of E-HRM Implementation – The information technology has been developed and advanced over a time. Therefore, several organizations are endeavor towards development and demonstrate their visions in effective manner. Due to rapid growth of electronic management revolution, it has become a necessary to create efficient and effective relationship with human resource management. The human resource management department is considered as the most significant functions in all types of organizations as it considered greatly with intellectual skills. More companies have been replacing face to face human resource administration exercises with electronic human resource administration, E-hrm for short. E-hrm encourages the hr capacity to make alert and operational abilities and contributes incredibly on hrm adequacy. This project clearly explains the role of E-hrm practice to improve quality of work life in an IT companies.
Introduction
Labour is an essential component of every commercial activity. It is the physical capital that is used in conjunction with currency and machinery to achieve predetermined hierarchical goals. However, a modest effort of people, money, and other assets cannot ensure recognition and authority aims. These assets should be sent, adjusted, coordinated, and checked on a regular basis. Individuals were hired as workers or representatives to cover some constricted needs during the early stages of commercial activity, rather than on the basis of their credentials. Prior to it, the performance of individuals was exclusively concerned with working in the best interests of the firm owners. However, modern and dynamic business conditions caused a visible shift in an organization’s devotion. Their efforts are contracted and constructed in order to assist clients, investors, employees, and networks. The representatives’ increasing duty is what made them assets. The final objective of directing and controlling these assets to the intended targets is dependent on the methods of human resource management. The term “E-HRM” first appeared in the early 1990s. It administers HRM activities over the internet or intranet. E-HRM is a broad term that encompasses the integration of human resource management (HRM) and information technology (IT), with a primary focus on providing incentives to organization representatives and directors. It is an effective effort in which online innovation is used to actualize human resource initiatives. The concept for use in e HRM manages the surroundings of methods as well as in its broader meaning. It denotes how well a given approach may work with a specific end goal to gain greater advantages. In this sense, E-HRM is both a philosophy and a technique of HRM.
Human resource management is the systematic and consistent method to managing an organization’s most valuable assets. As a description of the processes involved in managing people in organizations, the phrases human resource management and have essentially supplanted the term personnel management. It employs people by developing their skills, using, retaining, and rewarding their services in accordance with work and organizational requirements.
E-HRM Activities
E-Recruitment:
- The Company advertises job vacancies through the World Wide Web (WWW) or sends the information directly to the most competent people through e mail. The job requirement persons or graduate or employees send their applications through e-mail using the internet. Monster.com, Naukri.com, Timesjob.com are some of the well renowned online recruitment websites.
E-Selection:
- It is the most popular tests of online, email, conducting the preliminary interviews and final interview through audio-conferencing and video-conferencing. Further, the employers get the reference letters or opinions from the referees through e-mail.
E-Performance Management:
- Several software packages are developed to measures and offer suggestions for improvement of employee performance.
E-Learning:
- E-Learning mentions to the use of the internet or an organizational intranet to conduct an online training process. It is a set of applications and processes, such as web-based learning, computer-based learning, virtual classroom, and digital collaboration.
E-Compensation Management:
- It means using a computer system for salary-related fixations, payment, calculations of various dearness allowances, employee benefits, welfare measures, and fringe benefits, etc.
Key features of HR software’s
- Application Tracking(TA)
- Benefits Administration
- Scheduling and Shift planning
- Performance Management
- Online Learning
- E-learning Authoring
- Integration
- Mobility and Security
Objectives of the Study
- To analyze the E-HRM practices in IT companies.
- To measure the impact of E-HRM practices on employees performance.
- To suggest measures for the improvement of E-HRM practices in IT companies.
Components of a Project Report
A project report varies according to the MBA final year project course at top colleges, depending on the consequences and the requirements of the concerned project. But broadly, a project covers the following components:
- Title page
- Table of contents
- Introduction
- Background of the project
- Project objectives
- Methodology
- Results
- Discussion and Analysis
- Conclusion
- Bibliography or references
- Appendices
Project Report Pages : 80
Can be used in : HR Final Year Project
Delivery Time : Within 2 hours.
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