Human Resources Management Dalam Persfektif

PENERAPAN TEKNOLOGI

ORIENTASI SISTEM MANAJERIAL

E-HRMDALAM KEGIATAN HRM

Presented By

20102017

Ilmu Manajemen

Program Doktor

Maizar Radjin

• When HR department uses Internet andother related technologies to support theiractivities the process is called E-HRM

• E-HRM is the complete integration of all HRsystems and processes based on commonHR data and information and oninterdependent tools and processes

• Fully developed E-HRM can provide: datagathering tools, analysis capabilities,decision support resources for HRprofessionals to hire, pay, promote,terminate, assign, develop, appraise andreward employees.

Defiinition, Goal & Software Useful For E-HRM

Prof. R. S. Joshi et al

Goals / Objectives

Lepak And Snell (1998)

Software Useful

implementation and

application of information technology

for both networking and supporting at least two

individual or collective actors in their shared

performing of HR activitie s

• The use of ICT in HRM is often referred to

as e-HRM, Web-based HR, or virtual HR

• A network-based

structure built on partnership and

typically mediated by information

technology to help organizations acquire,

develop and deploy intellectual capitalTo improve services to HR

department clients (both employees and

management)

To improve efficiency and cost

effectiveness within the HR department

Cir} To allow HR to become a strategic

partner in achieving organizational goals

✓ ERP (Enterprise Resource Planning)

✓ Bio-red

✓ SAP (System Approach & Product)

✓ HR payroll system

E-HRM WORKING AREA

4

e-HR Records

e-Job design & Job

analysis

e- Human Resource Planning e-

Recruitment

e-Selection G3

e-Performance

Management

e-Training &

Development

e-Compensation

Management

E-HRM WORKING AREA

Types of E-HRM

Operational E-HRM Relational E-HRM Transformational E-HRM

• Concerned with

administrative functions

• pay:roll and employee personal data

• Concerned with

supporting business

processes.

• training, recruitment, performance management etc.

• Concerned with

strategic HR activities.

• knowledge management, strategic orientation.

E-HRM Practice

E-HRM

E-Staffing

e-recruitment

Performance Management

e-performance

Compensation

e-Compensation

Training & Development

- e-learning

- e- training

E-StaffingE-recruiting and e-selection are assumed

to be the pioneering HRM activities in e-

HRM Strohmeier, 2007

E-Recruitment, Cardon & Stevens (2004)

• Creating brand identity

– Increasing employee retention levels– Increasing efficiency recruitment process

• Decreasing administrative burdens in recruitment process

– Increasing organizational attractiveness

E-Recruitment Systems, Bussler & Davis (2001/2002)

Track demographics and select potential recruits according to a

predefined criteria through applicant tracking systems

Use job boards and corporate Websites to select the most

compatible recruit for a specified job through hiring management

systems

E-StaffingE-Recruitmentg

DISADVANTAGES OF E-RECRUITMENT

ADVANTAGES OF E-RECRUITMENT

8

Lower costs to the organization.

No intermediaries.

Reduction in the time for recruitment (over 65

percent of the hiring time).

Facilitates the recruitment of right type of people

with the required skills.

Improved efficiency of recruitment process.

Gives a 24*7 access to an online collection of

resumes.

Online recruitment helps the organizations to out

the unqualified candidates in an automated way.

Recruitment websites also provide valuable data

and information regarding the compensation

offered by the competitors etc. which helps the HR

managers to take various HR decisions like

promotions, salary trends in industry,. etc

— Screening and checking the skill mapping and authenticityof million of resumes is a problem and time consuming exercise for organizations.

— Lack of awareness of internet in many locations across India.

— Organizations cannot be dependant solely and totally on the online recruitment methods.

— In India, the employers and the employees still prefer a face-to-face interaction rather than sending e-mails.

ADVANTAGES OF E-RECRUITMENT

DISADVANTAGES OF E-RECRUITMENT

Generating figures and statistics about Performance

more easily

• Enlarging span of control for managers

• Facilitating process of writing reviews and

generating feedback

E-Performance Cardon & Stevens (2004)

Allocating human resources within

the company as part of enterprise

resource planning

Measurement and development

of the performance of

individuals and teams

Cardy and Miller (2005)

E-Performance

12 3 4 5 6 7 8

Easy for staff and managers

to review previous

performance reviews

Highlight areas for staff development and training

Easier to complete

and review than paper-

based systems

Maximize performance

feedback at all management

levels

Ensure performance reviews are completed

on time

Differentiate between

individual, departmental and corporate

goals

Ensures higher staff acceptance

BENEFITS FROM E-PERFORMANCE

✓Effectively designing, administering and

communicating compensation programs

✓Enabling to look at external payments

• Analyzing market salary data

• Streamlining bureaucratic tasks

• Greater access to knowledge management databases

✓ Internal information process quicker

Cardon & Stevens (2004)

Almost all the organizations started using computers for salary fixation ,salary payment, salary calculation of various allowances, fixation and calculation of various employee benefits, welfare measures and fringe benefits.

E-Compensation

E-Compensation

• Use of distance learning technology :

e.g.: Tutored-Video Instruction

• Firms able to train their culturally diverse, geographically

diverse workforcesMurray, L. W. & Efendioglu, A.M. (2009)

• Delivering information about learning, knowledge,

and skills

• Enabling web based collaborative learning

- More flexible & cost efficient than

normal training & developmentCardon & Stevens (2004)

E-Learning

E- Training

Now a days, companies started providing online training and online executive

development. Employees learn various skills bystaying at the place of their work.

Participants complete course work from whereverthey have access to computer & internet.

The term e-learning covers a wide setof applications & processes including computer based training, web based learning, virtual

classrooms and digital collaborations.

E- TrainingE-Learning

13

DISADVANTAGES OF E-HRM1. High cost of implementation and maintenance

2. High cost of training and development before adopting e-HRM

3. Not much useful for small scale industries

4. Human relations may be replaced with just technical & inorganic relations

5. Reduces the need for managers to interact with staff face time and increased risk of 'losing touch' with staff)

6. Subject to corruption/hacking/data losses

ADVANTAGES OF E-HRM1. Improves record keeping

2. Good for routine tasks

3. Improves accuracy and reduces human bias

4. Maintains secrecy of staff in evaluation/feedback giving

5. Time & recourses saver

6. Organization system supportive

7. Easy controlling approach

8. Advancement of technology

9. Standard provider

CONCLUSIONS1. Integrate the IT and business planning processes more effectively

2. Develop reliable and cost effective applications that support the business needs of the firm faster than competition

3. Communicate and work with business units more efficiently

4. Anticipate future business needs of the firm and innovate valuable new product features before competitors.

STUDI KASUS: APLIKASI E-HRM DI DEPARTEMEN SDM RUMAH SAKIT AMERIKA DI TURKEY

1. Mereka yang pertama kali memperbaiki infrastruktur TI di sektor sosial

pada awal tahun 2002

2. Mereka menggunakan Sistem Manajemen Sumber Daya Manusia

Elektronik dan modul HR Oracles yang disukai untuk aktivitas E-HRM.

mereka memilihnya sebagai alternatif perangkat lunak SAP. mereka

menggunakan software seperti PYXIS dan PAX dalam manajemen

material. Selain itu, sistem tabung neumatik didukung oleh sistem

komunikasi pribadi dan digunakan dalam arus informasi, dalam

mengirimkan darah serta laporan, dll.

3. Hal pertama kali dilakukan adalah dengan mengalihkan analisis

pekerjaan, definisi pekerjaan dan menyelesaikan pembaruan mereka.

Kemudian kami melanjutkan perencanaan SDM.

Yonca Gürol (Yildiz Technical University, Turkey), R. Aysen Wolff (Haliç University, Turkey) and Esin Ertemsir Berkin

(Yildiz Technical University, Turkey)Encyclopedia of E-Business Development and Management in the Global

EconomyCopyright: © 2010 |Pages: 11ISBN13: 9781615206117|ISBN10: 1615206116|EISBN13: 9781615206124

KEUNTUNGAN MENGGUNAKAN E-HRM DALAM PENILITAN TERSEBUT

1. Dapat menghitung dengan mudah dalam sistem integrasi kita:

• perencanaan sdm;

• analisis kehilangan tenaga kerja,

• tindak lanjut ketidakhadiran

• dan over time.

2. Akses rumah sakit dilakukan melalui sistem carding sehingga ada keuntungan dari prediksi perubahan dan

mengetahui dimana pekerja tersebut berada. Akibatnya, informasi tersedia di kedua tempat kerja pekerja selama

kecelakaan kerja dan tetap berhubungan dengan rotasi pekerja.

3. Melalui sistem elektronik, perawat darurat log on sehingga seseorang dapat mengetahui lokasi perawat dan

tempat untuk memanggil jika terjadi keadaan darurat.

4. Melalui intranet, dokter bisa mengisi formulir ketiadaan mereka. Baik pekerjaan pusat pengangkatan dan call

center menjadi lebih mudah, karena dokter kami membuat jadwal mingguan mereka di dalam sistem.

5. Dengan bantuan EHRMS, kita dapat menghitung setiap detail absen tahunan, menyimpannya di dalam sistem

dan juga merencanakan untuk meninggalkan dan mengganti.

6. Pelatihan in-house dilakukan melalui intranet. Pekerja mendapat pelatihan kapan pun dia menginginkannya.

Tidak ada biaya untuk ruang fisik dan faktor waktu dapat digunakan secara efisien baik oleh pelatih maupun

trainee.

7. Penilaian Kinerja, setiap karyawan semester dipindahkan ke sistem dan dilacak di lingkungan e. Pengembangan

karyawan dapat diikuti. Yang terpenting penilaian kinerja "360 derajat feed-back" dilakukan dalam sistem ini.

Pertama

Kedua

Ketiga

Bila sistem sedang sibuk seperti periode penilaian pekerjaan atau

proses penentuan target karir, sistem dapat melambat seiring

dengan akses terhadap sistem meningkat sehingga Bantuan

profesional TI diperlukan selama periode ini.

Pada awalnya sistem ini meningkatkan beban kerja

karena data yang masuk, namun bila sistem digunakan

secara aktif, beban kerja akan

menurun.

Melalui sistem ini, data tetap tertib dan laporannya

dipersiapkan sepenuhnya. Semua informasi statistik

seperti; cuti, evaluasi kinerja dan pool kandidat dapat

diperoleh dengan mudah di data base.