Human Resource Management - A complete guide to HR domain

Functional Areas of E-HRM Leading corporations all across the world adopt E-HRM. Its boundaries are gradually expanding.   E-Selection Companies must evaluate a few operational criteria to correctly execute e-selection, including design upfront, supplier evaluation, and project processes, evaluation steps, and methodology for the test session, as well as applicant feedback. Wherever e-recruitment finishes, e-selection starts Web-based testing, face-to-face meetings, career opportunities and good job prospects are all part of the e-selection system. Most businesses employ e-selection to accomplish a goal, such as cost-cutting, maximizing human resource efficiency, and ensuring long-term viability.   Web-based training E-learning encompasses a wide range of media for delivering text, audio, graphics, animated, and live streaming, as well as information technologies and procedures like audio or videotape, satellite TV, CD-ROM, and software training, and also reg

  Functional Areas of E-HRM: Leading corporations all across the world adopt E-HRM. Its boundaries are gradually expanding. E-recruitment : Nowadays, online recruitment is a frequent and convenient form of hiring. Online recruitment is replacing or complementing traditional advertising, print media, booklets, and magazines. Use of the internet to acquire high-quality applicants, evaluate appropriate profiles, and streamline the application and selection process is referred to as e-recruitment. This is a comprehensive procedure that includes posting job openings, gathering resumes, and establishing a human resource database of applicants and employees. Advantages of online recruitment : E-recruitment relates to the procedure of acquiring competent candidates, evaluating possible profiles, streamlining applications, and selecting the right candidates using the internet.   For the professional recruiter, online recruiting and the usage of new technologies provide nu

       Elements of E-HRM There are some more terms that clearly refer to the same concept as e-HRM. Terms like virtual HRM, web-based HRM, and business-to-employee are often used. This is known that e-HRM contains a number of important components. It makes use of information technology in two ways. Firstly, technology is allowed to operate often widely distributed performers and allow connections between them, regardless of whether they are operating in the very same room or on different countries i.e., technology acts as a medium for connecting and integrating them. Secondly, technology assists performers by partially – and in certain cases totally – replacing them in HR duties. As a result, information technology can also be used to complete tasks. Person and corporate individuals are included since e-HRM is a multi-layered concept; in addition to individual players, there are cooperative players such as groups, organisational units, and even entire company that interact to

Advantages of E-HRM : The following are the major advantages and benefits of E-HRM: Using web-based technologies to perform essential HRM activities like recruiting, selection, training, and development. Creating, analyzing, reporting and evaluating employee’s information in a timely manner. Routine activities like as records management, profile management, and gathering and maintaining human resource information are made easier. Holding employees' identities private during appraisals and reviews. Assisting in the transition to a paperless workplace. Ensuring the efficiency of services. Providing high-quality services at an incredible rate. Assisting in the minimization of time and labour costs. Standardization and digitalization bring benefits for everybody. Managing huge amounts of employees’ information from different regions in a balanced and timely manner.   Disadvantages of E-HR

  What is meant by E-HRM? Ans. Electronic Human Resource Management System (e-HRM System) is a web-based solution that takes advantage of the latest web application technology to deliver an online human resource management solution. E-HRM is the relatively new term for this IT-supported HRM, especially through the use of web technology. E-HRM has the potential to change the way traditional HRM functions are performed. E-HRM is the complete integration of all HR systems and processes based on common HR data and information and on interdependent tools and processes. E- HRM costs lower and improves efficiency by reducing paperwork and streamlining workflow, automating the HRM tasks and empowering employees to embrace a self- service HRM delivery system   For example, On compensation and benefits issues, e-HRM will make it easy for employees to review salary and bonus information.  In the analysis and design work, employees in geographically dispersed locations can work tog

Difference between Human Resource Management (HRM) and Human Capital Management (HCM) “HCM” stands for “Human Capital Management”, while “HRMS” stands for “Human Resource Management Systems.” Human Resource management is the process of managing individuals within an organization, using the policies, practices and systems that influence the employees. HRM, including job analyzing and staffing, organization and utilization of workforce, measurement and appraisal of employees performance, implementation of reward systems for employee, and maintenance of employees. Human Capital Management is the managing of individuals based on their skills, training, experience, intelligence, relationships and insight. Human resource management (HRM) is the management of an organization's most valued assets, the individuals who are employed by the organization, while human capital management HCM is related it varies slightly. Human capital management’s role is more to develop employee capability and

The key Goals of Human Resource Management   1.       Manpower planning:   Manpower planning is the process of estimating the optimum number of people required for completing a project, task or a goal within time in an organization. Manpower planning also includes the details like how and when will new employees be acquired. This whole process is done keeping in view the goals of the organization, the future predictions for business and changing technology trends. This helps the organization be prepared for the future with the correct manpower at their disposal for business prosperity. It is a never ending continuous process to make sure that the business has the optimized resources available when required.   2.       Recruitment, selection, placement and Induction of personnel:  Recruitment, selection and induction are part of the human resources process to find, hire and train new employees. Without a strategic process in place, human resource leaders might not bring the most appropr

What are the goals of human resource management? Human Resource management is a centre pillar of any business or organization. Without proper human resource management, infrastructure of an organization will become fragmented. A Human Resource department sets a clear goals for managing the organization’s workforce will make great strides toward ensuring the company's success. Human Resource department is also ensuring about the development and sustainability. Human resources is one of the most important components of a solid business model. The key goals are for excellent human resource management which can enable success that: -Recruitment of new manpower -Hire quality manpower -Training for the new and existing employees -Identifies the development areas of human resources -Establishing diversity between the workplace - Identifies the needs of individuals - Helps the organization reach its goals -motivated the employees to perform the present job -inspire ab

Human Resource Management , or  HRM , is defined as the process of  managing  employees in an organization or business and it can involve recruiting, staffing, training and motivating employees.   Human Resource management (HRM) involves developing and administering programs that are designed to increase the effectiveness of an organization or business. It includes the entire program of creating, managing, and cultivating the employer-employee relationship.   Major focused areas of Human Resource Management (HRM) includes: i)                     Recruitment ii)                    Training iii)                  Performance Management iv)                  Compensation and benefits v)                   Employee / labour relations vi)                  Organization development vii)                Risk Management   Diagram of Human Resource Management (HRM) i)                     Recruitment ii)                    Performance Management iii)