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e-HR has been refer as an important driver of HRs transition which make the relation between administrative tasks and serving as a strategic business partner. Due to this fresher role not only adds a valuable dimension to the HR function, but also changes the competencies that define the success of HR. Interviews were conducted with HR representatives from 19 firms to examine the linkage between electronic human resources (e-HR) and the reshaping of professional competence in HR management.
Review of Literature e-HR as one of the main barriers for the ability of HR professionals to play a more strategic role in an organization such as
Job Classification System:
The classification of jobs within an organization can vary widely depending on the size, type and degree of complexity of the organization. After interaction of e-HR with human resource system it becomes very easy and systematic process it reduce paper work as well as accuracy in the job.
Organization Management System:
e-HR define the organization units within company, such that build the organization structure of organization including the reporting relationship with no limit on the number of levels in the organization structure., it also enables them to define which organization unit is the HR Department and Finance e HR has automatically, through the workflow management system from one department another, identify which activities tasks need to be routed to HR and Finance and which activities are to be routed to other organization units.
osition Budgeting and Control System:
An e-HR or HRIS, HR Technology or also called HR modules, refers to the systems and processes at the intersection between human resource management (HRM) and information technology. It merges HRM as a discipline and in particular its basic HR activities and processes with the information technology field, whereas the programming of data processing systems evolved into standardized routines and packages of enterprise resource planning (ERP) software. On the whole, these ERP systems have their origin on software that integrates information from different applications into one universal database. The linkage of its financial and human resource modules through one database is the most important distinction to the individually and proprietary developed predecessors, which makes this software application both rigid and flexible.
e-HR applications provide transpires between top management and end user it has a large number of pre-built standard reports so that information make automatic flow in support of management, programming, and operation reporting. A Report Writer is provided with Interact which can be used to build user-defined reports.
Recruitment Management System:
After implementation of e-HR, it minimized woke load of HR because it has so many component which covering all work of HR aspects from application to retirement. The system has such a large data base for records basic data, selection, training and development, capabilities and skills management, compensation planning records and other related activities. Leading edge systems provide the ability to "read" applications and enter relevant data to applicable database fields, notify employers and provide position management and position control not in use. Human resource management function involves the recruitment, placement, evaluation, compensation and development of the employees of an organization.
Organization Self Service:
Organization unit e HR self-service over the NetWeaver, enables each organization unit to conduct its network of HR related work electronically including position budgeting, issuing recruitment reviewing employment offers, employment contracts review, timesheet review and approval, employee performance review, and organization unit based request of HR actions
Compensation and Payroll Management:
The important fetcher that e-HR which makes is compensation systems. In this system it has designed such a way that strategic grow of business. Compensation system is designed on the basis of certain factors after analyzing the job work and responsibilities. Components of a compensation system are as follows:
e-HR is the most vital resource for any organization. It is responsible for each and every decision taken, each and every work done and each and every result.
Applicant Self Service:
e-HR provide a web based environment so that if new job applicant to register over the net, and submit applications with auto-match own preference, though which the applicant to automatically receive notices of the job vacancies that meet their officer . And with the help of software package applicants can search for specific job vacancy. It also send applicant interview scheduling and confirmation, receipt of Job Offer, and employment contract.
Employee Self Service:
e-HR provides the employee self-service (ESS) quality that it able to do employees 'data to create, view, and modify data anytime and anywhere, using multiple technologies. Provides an employee- centric, through which it easy access to the information as per requirement they need to do their jobs, employees can manage duties that were previously handled for them. ESS also expedites life and work changes freeing HR professionals from mundane administrative tasks and allowing them to dedicate their time and resources to strategic initiatives.