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

effectivelyRecruitment

Time management

Reward management

Performance management

Facilitating learning and collaboratio

nKnowledge

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-basedinformation so common elements can be reused, anddocuments 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 thatemployees can takeadvantage 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 meetings—co-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

E—learning 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 aren’t 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