EH

RM

UMAN

LECTRONIC

ESOURCES

ANAGEMENT

E-HRM is the (planning, implementation and) application of information technology for both

networking and supporting at least two individual or collective actors in their shared performing of HR

activities

When HR departments make use of the Internet and related technologies, to support their activities, the process becomes e-

HRM ( electronic HRM). E-HRM is the complete integration of all HR systems and processes based on common HR data and information and on interdependent tools and practices. Properly developed e-HRM could provide the data gathering tools , analysis capabilities and decision support resources for HR professionals to hire, pay,

promote, terminate, assign, develop, appraise, and reward employees .

The HR field has evolved over time and now a days HR is under more scrutiny and is more accountable than ever.

There is little room for mistakes, which can be overwhelming costly. HRs these days and in the near

future have a greater importance in the strategic business partnership with the organization, and for this challenge to be won there is an increasing need for technology to be inserted on its daily operations and on its decision-

making considerations.

Technology needs to be managed like any other business practice or

system and be part of your overall goals and objectives.

Let us show you how to manage technology and the Internet as part of your overall strategic human resource

management program!

E-Recruitment and StaffingThe entire recruiting function is undergoing a virtual revolution. Self-service systems are being installed on both the supply side for applicants and the

demand side for hiring managers, using the Internet not only to help provide the match, but also to help handle the hurdles along the way, such as applicant testing and background screening. Companies can search

thousands of resumes, internationally, either through proprietary databases or those of vendors such as The Career Connect, Career Mosaic, Career Web, The Monster Board, or Skills Scape. Most resumes still come to companies on

paper but whatever the media, paper, e-mail, the Web or fax, they can be scanned and re-formatted according to corporate specifications, and then

made available to the hiring manager or HR manager anywhere in a company, anywhere in the world. Improvements in optical character

recognition have played an important part in this new capability, as have improvements in expert systems that provide categorizations and recognition

of terms and rules. Systems can make inferences about skills and potential based on the words and phrases used in a resume. New technology not only helps with the review of a large number of resumes, but it also gets them to

the right people quickly, using a variety of media and vendors. The next generation of recruiting software is incorporating skill-based questions

enabling the hiring company to pre-screen applicants.

Compensation and Appraisals

With the arrival of secure e-mail transactions and electronic signatures, the face of salary administration has changed.

Line managers can now be self-sufficient with their compensation planning. Managers can look at salary histories online. Salary changes now can be approved

readily through the hierarchy, without day- to-day paper shuffling. Furthermore, these changes can be automatically

routed to payroll systems on a real-time basis, and any applicable changes to an employee's benefits also can be

factored in immediately. Employees can also have the responsibility for their own financial security. New

applications allow employees to do individual analyses of their financial positions and plan their retirement.

The emerging virtual organizational workplace requires a new set of management and human resources tools. The lack of face-to-face communication impacts how you manage your people.   Motivation and performance issues were always handled in face-to-face meetings. Nowadays, how do you motivate or discipline someone you never see? Do you stay connected to that virtual work-at-home person? Or do you let the out of sight/out of mind philosophy rule your management?Some employees will never be able to work in a virtual environment. How do you determine and evaluate who would benefit and who would not? Many managers are more comfortable in face-to-face relationships. How are you developing their skills in managing the virtual worker?We focus on:Managing the virtual workerVirtual performance managementEmployer of Choice connection strategiesSelecting and managing outsourced servicesWork life/ balanceTelecommuting strategies and trainingVirtual organization designLegal & regulatory complianceVirtualizing your policies and proceduresPrivacy/MonitoringHigh tech/High Touch strategies

Managing the Virtual Workplace

Web Site DesignWe help get you started using the Internet as a strategic business tool.  We assist you in every aspect; from finding an Internet Service Provider (ISP), to building your web site, to implementing e-commerce solutions.We design your Internet site to generate the return on your technology investment.   Not necessarily all the bells and whistles but the right functionality in the right design with a layout and flow that brings your employees and applicants back for return visits.Let us assist you in:Web hostingWeb site designWeb site programming and developmentSelf-service functionalityDatabase integratione-Commerce solutions

Employee Privacy, Monitoring & TestingIt's a brave new "virtual" world out there. New tools emerge every day that allow you to

monitor employee's performance and activities. You are obligated to protect them from dangers in the workplace. How do you want to be seen, as "Big Brother" or an "Employer of Choice?"  The speed and availability of communication presents new challenges for organizations.  Reference checks returned electronically by managers, e-mail messages containing dirty jokes and visits to X-rated web sites during work time can create defamation and harassment problems for your organization.There are numerous web-based and technology-based tools appearing on the market that can help in the recruitment, selection and development process. The key is to determine which solution matches your requirements. Just because they are web-based does not mean that your responsibilities under EEOC guidelines go away. Indeed, all tests must be job related and conform to validity and reliability requirements.There is a new breed of web-based software that monitors and prevents employee Internet usage. Your goals should be to strike a balance between encouraging creativity and finding new information versus controlling and inhibiting web usage.We help you develop the right strategy for your business.

E-mail monitoring Internet usage Electronic signature Surveillance Drug testing Security vs. Privacy Testing Background checks Workplace searches Consumer and employee data protection Employee Right-to-Privacy Defamation Discrimination

Training & Project ManagementHave you generated the expected return on your technology or HR solution? If you are like many companies, the answer is probably no. In order to successfully implement technology, the selection and implementation process must be managed to avoid cost over runs, missed deadlines and project creep.Even if you install the system on time, there is no guarantee that your people will use it. Many organizations spend so much of their resources on technology that they fail to analyze the training requirements of the users. Training needs to be delivered early and often and tied to the requirements of the users. You need to involve your employees and end-users in the processWe can help you implement our project management and training methodology to manage technology implementations. Goals & objectives Needs assessment Requirements planning  Developing specifications - customization Budget development Vendor selection Scheduling Implementation Training

Communications, Collaboration &InformationThough technology has improved the speed and ease of

communication, has it really improved the effectiveness of the way we communicate with each other? Is 24 x 7, anytime, anyplace communications the most effective way for people?  Instant technology with the expectation of an immediate response is one thing. Effective time management practices maybe another.What about the isolation that technology delivers? We create a virtual worker, then fail to keep them connected and feeling a part of the team. Does your team building skills include strategies for managing and interacting with the virtual worker? You have people all over the globe. Do they feel a part of the team?We want people to collaborate and share but can you expect that when we set people apart and reduce face-to-face communications?Face-to-face interactions built trust. Lack of face-to-face reduces it.  If there is less trust do you really expect people to share?We work with organizations to design technology and management practices to improve collaboration and sharing in organizations.

E-HR: Increasing human resources efficiency with a

proven portal solution

IBM has developed IBM Web Sphere Portal software, a member of the IBM®Workplace™ family, to help businesses of all sizes realize new efficiencieswhile gaining new levels of business value from human resources programs.IBM Web Sphere Portal software provides the framework for companies topresent highly personalized and security-rich views of human resourcesinformation from the office, plant, kiosk or home. With IBM Web Sphere Portalsoftware, organizations can integrate business applications, workflow, contentand presence awareness in a single, role-based environment—enhancingemployee self-service by enabling users to gain easy access to informationand resources, collaborate with other portal users inside and outside of theorganization, and respond more quickly and effectively to customer needs.

A proven e-HR solution

an employee can access a portal that includes expense and travel systems, training, and other HR-related

documents and tools, enabling the worker to retrieve the required information when he or she needs it. With

the HR-related information and relevant tools easily and readily available to each employee, HR is freed to

dedicate its time to supporting the needs of the business instead of handling information requests. This

employee self-support helps enable the human resources organization to reduce costs through

increased efficiency.

IBM WebSphere Portal software leverages IBM’s significant SOA investments and leadership position. WebSphere Portal and Workplace software, built on an SOA framework, provide the optimized mix of processes and people connectivity needed for e-HR. An IBM WebSphere Portal software solution can help businesses of all sizes realize:• Lower costs by increasing efficiency with automated processes for managingthe many types of transactions found in human resources.• Enhanced efficiency through single sign-on to existing HR systems fromvendors such as SAP, Oracle and Lawson; employee self-service usingelectronic forms; and streamlined processes for managing benefits, trainingand compliance programs.• Increased revenues from the competitive advantages delivered by a humanresources department focused on supporting business strategy.• A more agile and competitive corporate culture, able to quickly adaptto change.

IBM Blogs

ConclusionE-HRM is a way of implementing HR strategies, policies, and practices in organizations through a conscious and directed support of and/or with the full use of web-technology-based channels. E-HRM is the use of technology to automate human resource activities and functions. Common e-HRM solutions include web-based self-service tools that allow employees to change their mailing address online, use the web to complete forms needed to hire a new employee or submit the documentation for annual performance reviews and salary increases electronically. Even though e-HRM appears as a challenge; it has gained much importance in corporate and is inevitable.

Thank you