Leveraging IT for HR management in firms

By Usha S. Vinay M.

Contents
How Technology has reshaped HR department? Different modules Benefits of Implementing an HRMS Case Pepsico

Conclusion
Bibliography

How Technology has reshaped HR department?

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

Different modules
Job Analysis & Description Recruitment- this module helps organizations hire

the right people. Ex- monster.com, timesjobs.com

Selection Training and Development Employee Self Service Payroll

Contd.
Time and labor management Benefit administration E-learning: Ex- ICICI provides e learning program to its newly selected employees before

joining.
Performance Appraisal

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

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

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

Contd.
Developed an online monopoly game to promote the organizational values - PepVin

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.

Bibliography
IT Enabled HR, National HRD Network Journal November 2006

http://www.deccanherald.com/content/203393
/content/216223/content/219337/F

Thank you