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Leveraging IT for HR

management in firmsBy

Usha S.

Vinay M.

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Contents

How Technology has reshaped HR department?

Different modules

Benefits of Implementing an HRMS

Case Pepsico Conclusion

Bibliography

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How Technology has reshaped HRdepartment? Earlier HR department was mostly referred as Personnel

department.

Late 1980s-whole new set of computing possibilities for HR opened

up.

the 90s was a decade that saw a pronounced shift in HRs focus.

First decade of this century, widespread adoption of the Internet.

Technology has reshaped the way we play, communicate, plan our

lives, and where we work.

e-HRM

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Different modules

Job Analysis & Description

Recruitment- this module helps organizations hirethe right people. Ex- monster.com, timesjobs.com

Selection

Training and Development

Employee Self Service

Payroll

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Contd.

Time and labor management

Benefit administration

E-learning: Ex- ICICI provides e learning

program to its newly selected employees beforejoining.

Performance Appraisal

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Benefits of Implementing an HRMS

Easy tracking and availability of employees histories

Faster and effective multi-way communication Availability of online information for effective business

decision making

Minimizing human errors and easy data storage and

retrieval

Overall reduction of operation cost in terms of time and

resources

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In a nutshell, an HRMS can:

Automate HR processes, organize and increase their

efficiency Provide a single point for easy access to employee

profiles

Improve recruitment processes

Accurately administer career development

Ensure efficient workforce deployment

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Case: Pepsico

At PepsiCo, taken a step forward in leveraging e-HR for

end-to-end talent management.

Use of IT in HR starts right at the hiring stage.

For induction of new employees, a Welcome to Our World

(WOW) CD has been created.

e-HR initiative around learning and development is styled as

LearnSmart.

Leveraged IT for ensuring Legal Compliance of labor related

statutes - Comply4HR

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Contd.

Developed an online monopoly game to promotethe organizational values - PepVin

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Conclusion

With automation of data, the chances of data-entry errors are

less. Companies can buy an HRMS or develop one in-house.

HRMS should be flexible and scalable in line with the growth

of the organization and the changes that come with it.

Security measures built into the system and integration with

other systems are equally important considerations.

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Bibliography

IT Enabled HR, National HRD Network Journal

November 2006

http://www.deccanherald.com/content/203393

/content/216223/content/219337/F

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Thank you