Smart HR Analytics Platform for Organizations

An Electronic Human Resource Management system (e-HRM) is a kind of software application. It helps manage HR processes and data using digital technology in an organization. e- HRM allows HR managers to automate many of their routine tasks. For instance, tracking employee records, managing payroll and benefits, scheduling training and development programs, recruiting new talent and etc.

Ruel and colleagues (2004) describe e-HRM as a method of implementation of various HRM strategy, policy and practices within organizations by means of mindful and direct support and use of web-based technology channels. E-HRM can be also distinguished as the tion of information technology for supporting and networking at least two (individual and/or collective) actors in their shared performance of HR tasks (Strohmeier , 2007).

There are key elements of an e-HRM system. Such as employee self-service portals, performance management tools, talent management modules, and analytics and reporting capabilities. By using an e-HRM system, organizations can make their HR operations more efficient, reduce administrative overhead, and make better-informed decisions based on data-driven insights.

The major benefit of using Information technology (IT) in HRM, organizations is the freeing of HR staff from intermediary roles, which enables them to concentrate on strategic planning in HR organization and development.

In the present environment of increasing globalization, employing organizations and their environments have become increasingly complex. Administrators of cross-cultural organizations are facing increasing difficulties in dealing with staff spread across different countries, cultures and political systems. Given such trends, information technology has significant potential as a tool that managers can develop to increase organizational capabilities.

• Types of e-HRM

Operational e-HRM: It is concerned with the operational functions of HR such as payroll,  employee personal data, etc
Relational e-HRM: It is concerned with the supporting business processes, viz, Training, recruitment, selection, etc.
Transformational e-HRM: It is concerned with HR strategies and their activities, such as knowledge management and strategic orientation.

• Do you want to implement an e-HRM system properly?

Implementing an e-HRM method requires careful planning and execution. Some key steps to consider:

1. Assess your HR needs: First, you want to identify the HR processes that would benefit the most from automation and digitalization, then consider the challenges that your organization is facing and the goals that you want to achieve through an e-HRM system.

2. Choose the right e-HRM system: Study and evaluate different e-HRM sellers and systems based on your needs and financial plan. Look for a system that is scalable, user-friendly, and integrates well with other software applications you use.

3. Plan the implementation: Create a proper project plan outlining the timeline, Test in and responsibilities for implementing an e-HRM system. Identify any potential risks and develop an incident plan.

4. Test the system: Conduct a thorough test of the e-HRM system before going live to ensure it meets your needs and functions properly. Test different ways and use scenarios to identify any bugs or issues.

5. Train your staff well: Provide general training to your HR team and other stakeholders on how to use the new e-HRM system. Encourage them to provide feedback and suggestions for improvement.

6. Go live: Launch the e-HRM system and monitor its performance closely. Address any issues or concerns promptly and make essential modifications.

7. Evaluate and improve: Always evaluate the effectiveness of the e-HRM system and identify areas for improvement. Use data and feedback from users to make informed decisions and improve the functionality and performance of the system.

e-HRM systems have their advantages and disadvantages. There are some advantages and disadvantages of e-HRM systems:

Pros:

Increased efficiency: e-HRM systems automate many HR tasks and processes, reducing administrative workload and increasing productivity.

Better decision-making: e-HRM systems provide HR managers with data-driven insights and analytics, helping them to make informed decisions and optimize HR strategies.

Improved accuracy: With e-HRM systems, HR data is more accurate and up-to-date, as manual data entry and paper-based processes are eliminated.

 Cons:

Initial cost: Implementing an e-HRM system can be costly. such as, software licenses, hardware, implementation, and training.

Data security risks: Storing HR data digitally can pose security risks, requiring appropriate safeguards to be put in place to prevent data breaches and unauthorized access.

Technical difficulties: e-HRM systems can experience technical issues, leading to downtime and interruptions to HR processes.

References :

§  E-HRM: Definition, advantages, practices (2022) iEduNote. Available at: https://www.iedunote.com/e-hrm [Accessed date 17 March 2023]

 

§      Fındıklı. M.A  ,  Bayarçelik. E. B (2015) Exploring the outcomes of Electronic Human     Resource Management (E-HRM)?, Procedia - Social and Behavioral Sciences. Elsevier. Available at: https://www.sciencedirect.com/science/article/pii/S1877042815052453 [Accessed date 18 March 2023]

 

§  M, M. (2016) What is e-HRM? definition and meaning, Business Jargons. Available at: https://businessjargons.com/e-hrm.html [Accessed date 18 March 2023]

 

§  VARMA SHILPA AND GOPAL R.(2011) THE IMPLICATIONS OF IMPLEMENTING ELECTRONIC- HUMAN RESOURCE MANAGEMENT (E-HRM) SYSTEMS IN COMPANIES Available online at http://www.bioinfo.in/contents.php?id=45 [Accessed date 17 March 2023]