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A Study on E-HRM Practices in different Public and Private Sector Industries

Monalisha Patel, Sunil Dhal. Published in Information Sciences.

Communications on Applied Electronics
Year of Publication: 2017
Publisher: Foundation of Computer Science (FCS), NY, USA
Authors: Monalisha Patel, Sunil Dhal
10.5120/cae2017652726

Monalisha Patel and Sunil Dhal. A Study on E-HRM Practices in different Public and Private Sector Industries. Communications on Applied Electronics 7(10):28-34, December 2017. BibTeX

@article{10.5120/cae2017652726,
	author = {Monalisha Patel and Sunil Dhal},
	title = {A Study on E-HRM Practices in different Public and Private Sector Industries},
	journal = {Communications on Applied Electronics},
	issue_date = {December 2017},
	volume = {7},
	number = {10},
	month = {Dec},
	year = {2017},
	issn = {2394-4714},
	pages = {28-34},
	numpages = {7},
	url = {http://www.caeaccess.org/archives/volume7/number10/786-2017652726},
	doi = {10.5120/cae2017652726},
	publisher = {Foundation of Computer Science (FCS), NY, USA},
	address = {New York, USA}
}

Abstract

The evolvement of Technology has developed very significantly boosting up the E-HRM to prove its forte. The HRIS and introduction of intranet to the corporate world proved to be a boon. The oomph factor was on the wheels into corporate world when the computer replaced most of the piles of files works. The management in the corporate was firstly accomplished through the use of web portals. The role of technology got a fine touch when introduced to the business management. So the term E-HRM got birth looking at the involvement into the HR activity within the organization. It’s obvious that the E-HRM tools reduce the manual labor in management of burden of files. The application of E-HRM practices along its usage is bias free. The firm practices of usage of E-HRM practices stairs the organizational developments into heights without any doubt. So the organizational climate along with its culture and ambience gets to fall in place in a streamlined manner when there is the atmosphere of organizational development as well as sole. The new strategies to be implemented prompts to newer design, creativity and innovation into the running guidelines, principles and policies within the organization where the practices of E-HRM prevail. This proves that the E-HRM boosts to advancement in the form of employee performance allowing them the option to use the self -service method as in the ESS method and the MSS methodology. The out of the box techniques for the employees in their corporate affairs improves them in qualitative wise and the technical assumption keeps hold of them to guide in quality control arena. This particular paper explores the study related to the Internet applications habits in different Public and Private sector industries (companies). As the study finds out that the E-HRM practices followed into various public and private sector industries(companies) varies to some extent in same or different ways and even discovered that similar to some or the other ways. It was an overall great experience to become an eye witness in profounding such an interesting facts related to E-HRM practices and its usages in different companies within Orissa.

References

  1. Monalisha Patel, Sunil Dhal, May 17 Volume 5 Issue 5, “The Virtual Ambience with Electronic Human Resource Management System: A Systematic Literature Review”, International Journal on Recent and Innovation Trends in Computing and Communication (IJRITCC), ISSN: 2321-8169, PP: 1059 – 1063
  2. Rajendra Behera, Sunil Dhal, May 17 Volume 5 Issue 5, “Activity Process Re-Engineering-Greatest Challenges In Implementation of ERP Systems in Government Organization”, International Journal on Recent and Innovation Trends in Computing and Communication (IJRITCC), ISSN: 2321-8169, PP: 540 – 544
  3. Human Resource Information Systems: Basics, Applications and future directions (2nd Ed.).
  4. Thousand Oaks, CA: Sage Publications.
  5. www.shrm.org
  6. Bondarouk, T. &Looise, J.K., (2009).A Contingency Perspective on the Implementation of E-Performance Management, 197-202.In: Encyclopaedia of Human Resources Information Systems: Challenges in E-HRM. Ed.Teresa Torres-Coronas & Mario Arias-Oliva. IGI global Books, Pennsylvania USA.
  7. Bondarouk, T. &Rule, H. (2005),”Does E-HRM contribute to HRM effectiveness? Results from a quantitative study in a Dutch ministry”, paper presented at the 4th International Conference of the Dutch HRM Network, November 4-5.2006, Enscheda, The Netherlands.[online] [cited 2010 -09-20],
  8. Brown, D. (1999). Technology a tool for strategic HR. Canadian HR reporter 18-19.
  9. Busser, L., & Davis, E. (2002).Information systems: the quiet revolution in human resource management. Journal of Computer Information Systems 42:2, 17-20.
  10. http://documents.routledgeinteractive.s3.amazonaws.com/9781138838345/student/chap_sum/chapter_summary_ch15.pdf
  11. Monalisha Patel,Sunil Dhal, VOLUME NO. 7 (2017), ISSUE NO. 08 (AUGUST) ISSN 2231-5756 “A STUDY ON ELECTRONIC-HUMAN RESOURCE MANAGEMENT AND ITS STRATEGIES: LITERATURE REVIEW “INTERNATIONAL JOURNAL OF RESEARCH IN COMMERCE, IT & MANAGEMENT A Monthly Double-Blind Peer Reviewed (Refereed/Juried) Open Access International e-Journal - Included in the International Serial Directories http://ijrcm.org.in/.
  12. Monalisha Patel,Sunil Dhal, ISSN 0976-495X (Print) www.anvpublication.org 2321-5763 (Online) RESEARCH ARTICLE “An Exploratory Study on Electronic Human Resource Management (E-HRM) Tools Implemented In Different Industry in Odisha “Research Scholar, Sri Sri University, Cuttack, Odisha. *Corresponding Author E-mail: monalisha.patel10@gmail.com, sunildhal@srisriuniversity.edu.in

Keywords

Human Resources, Electronic -Human –Resources- Management (E-HRM), Human Resources Information Systems (HRIS), Employees satisfaction Level, Public and Private sector companies in Orissa