Tag: e-HR

  • 4 Factors to Consider HR Outsourcing Services Solutions

    4 Factors to Consider HR Outsourcing Services Solutions

    HR Outsourcing Services Solutions – Human resource is an essential element in any business setting. For larger companies having a department devoted to HR activity is often the norm. Owners of smaller companies may find it more difficult to provide this resource in-house.

    Here are the articles to explain, 4 Factors to Consider When Comparing HR Outsourcing Services Solutions

    Fortunately, there are HR outsourcing solutions that can fill in the gap. If you’re considering this solution, keep these factors in mind when considering any service. 

    Familiarity With Your Company’s Industry Type

    It’s a good idea to outsource to a service that has a working knowledge of how your industry work. Understanding any aspects of culture or structure that tend to find within that industry type goes a long way toward effectively managing situations involving employees. It can be one of the key factors in knowing what to do when dealing with specific issues. 

    Make it a point to ask about what the service personnel knows about your industry. Pay close attention to what you hear, including how specific and current the information happens to be. Those responses will help you determine if this is a service that you might want to partner with. 

    And Companies of Similar Size

    The industry type is only one aspect that you want to explore. It also helps to find out what sort of experience the service has with companies that are similar in size to you. This is important since the way things are done in a business with twenty employees is likely to be different from what need for a company with a hundred employees. 

    Finding out that the service provides HR support to several businesses with similar numbers of employees will indicate they have some insight into what you might need. It also means the service may have some fresh ideas that have proven successful for those other companies. 

    Local Along With Federal Employment Laws and Regulations

    There are employee laws and regulations that apply in more than one way. Indeed, there are federal laws and procedures to follow. There are likely some regulations that apply to your industry type. Don’t overlook the potential for local laws and regulations to impact the way that your Human Resource efforts manage. 

    The best HR outsourcing services solutions will take all of these into consideration. Before you make any commitment, find out what the service personnel knows about laws and regulations that would apply in your case. If it all sounds thorough, then that’s a service worth investigating further. 

    The Range of Support Offered

    One thing that you may not realize is that Human Resources support can cover a lot of ground. Not every outsourcing partner will cover it all. It’s up to you to find out what the service offered in the way of support is and then decide if that’s enough. 

    As with many outsourcing providers, you may find that there’s a basic package that covers most of the essentials. You may be able to customize it by adding additional forms of support for a certain price. There may even be the support that you can request on a one-time basis and then pay per event. It’s up to you to decide what’s the best fit for your company.  Remember that the goal of outsourcing is to make the task of doing business and managing employee relations simpler and more effective. Take a close look at a few potential partners, and settle on the one who seems like the best fit. You could end up with a working relationship that lasts for years.

    4 Factors to Consider When Comparing HR Outsourcing Services Solutions Image
    4 Factors to Consider When Comparing HR Outsourcing Services Solutions; Photo by Mimi Thian on Unsplash.
  • Strategic Role of e-HR (Electronic Human Resource)

    Strategic Role of e-HR (Electronic Human Resource)

    Strategic Role of e-HR (Electronic Human Resource)

    There are two strategic perspectives way the HR can become more strategic. Both these can provide useful frameworks for connecting HR system to the business strategy.

    The first one takes an economic perspective of the organization to achieve more competitive advantage in an external market environment.

    The second one is based on the Resources based view and it focuses on the strategic resources and capabilities within the organization In companies perspective, more attention is always given to applying an economic perspective towards the externally focused business strategy than the resource based view.

    So the primary role is cost reduction and it can be achieved by eliminating all HR transactional functions though e-HR system. Components of a Strategy Statement.

    The primary role of HR managers spend their most of time in administrative expert role, strategic partner role and capability builder. The HR functional activities like tracking of job requisitions, processing and managing payroll of employees, benefits programs etc are under the role of administrative export role. The strategic business partner role consists of planning of business, workforce and succession, business management and compensation design to support the business strategies of the company. Building organization capabilities and human capital are primary deliverable in which most of the time spending in the development of human capital and organizational capability.

    Automating and streamlining of administrative transactions by implementing e-HR system make the HR function more strategic because those in the HR role can now spend more time on strategic activities in a way of reduce the cost involvement, Lead time, Increase the efficiency of HR services and communication, improve the productivity and finally able to operate at lower cost. Previously the cost factor was the strongest focus of e-HR practice, but nowadays the focus is not only towards cost but also more towards the integrative consequences of deploying e-HR in a Company. The cost reduction and transformation of all process of an HR department into a strategic unit because of the introduction of e-HR.

    The strategies can be used in several ways for enhancing the effectiveness and acceptance of e-HR systems. For example, organizations may allow applicants to apply for their job through web, but use web based systems to give applicants to verify the requirements. The same way, the organizations may use e-HR systems to gather performance data and enter performance reviews, but managers may have face-to-face meeting with applicant to give rating.

    The Benefits and Adoption of e-HR

    The adoption of E-HR brings benefits in major areas in the HR processes such as HR planning, Strategic Management, acquiring HR (recruitment and selection), HR evaluation (performance appraisal), communication, rewarding HR (performance appraisal, compensation and benefits) and developing HR (training and development, career management).

    • Users can access database and able to update and search in formations and make decisions accordingly through e-profile.
    • Allows managing of recruitment and hiring process (Job advertisement, Manage applications and interview) in a systematic manner through E-recruitment.
    • Application and approval process of leave management and its review through e-leave.
    • On-line submission and approval process of employees claim to Finance is possible through e-claims. Advantage and Disadvantages of Make Money Online.
    • Web-enabled appraisal, skills development and career mapping can be performed through e-appraisal system.
    • Managing of payroll processing will be very systematic and fast way by e-HR system. which involves the calculation and reporting of taxes, gross or net pay and deductions, arranging or allotment of money to different cost centre.
    • Computerized Job evaluation or performance rating system is another strength of e-HR to determine the worth of each job and to decide the correct pay rate. This is based on the points system rated against the each type of job and its nature.
    • Computerized salary surveys can conduct among the companies to gain information about the current pay levels and pay structure.
    • The feature of salary planning application can calculate the total salary and allocate it according to the merit or seniority of the people.

    The Issues of e-HR

    Some of the items which are very critical to be consider while implementing e-HR in any organization are given below.

    • The structure of Human resource process or master planning in a company should be properly formulated. If it is not done properly, HR systems become a difficult task or frustrating for users.
    • Ensure the availability of enough resources like computer and centralized system for each and every employees to utilize the e-HR system on regular basis. Otherwise people need to use their personal computers at workplaces and it can demoralize the users.
    • Training of employees are an important criteria in making successful e-HR system especially when some users may be far less skilled with computer than others.
    • The use of e-HR system had a direct impact on the bottom line and made it more competitive. So organization can get the opportunity of reducing manpower in HR. It can leads to unhappiness over the staff.
    • HR professionals must have a good working relation ship with their companies IT professional otherwise there will be a chances of conflict between them during implementation or integration of application.
    • Employees with little knowledge in computer may resist a move towards computer based e-HR system. So the organization may need to take special care in encouraging the users with an offer of incentives for using these programs.
    • Security of e-HR system is another issue to be consider and make the system as non threatening as possible and keep confidence.
    • Effective communication among employees is a necessary part of the process. Communicate and educate them about the importance of the system.
    • The Identification of Investment required for software and hardware is one of the main issue and also the return on investment or payback period will be unpredictable and based on the estimation it will take one to three year.

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  • Electronic HR Human Resource (e-HR)

    Electronic HR Human Resource (e-HR)

    What is an Electronic HR Human Resource (e-HR)? It is a function of HR that is concerned with the use, management, and regulation of electronic information and processes within an organization.

    Here is the article to explain, What is an Electronic HR Human Resource (e-HR)?

    Electronic HR is different from E-HRM (Electronic Human Resource Management) and HRIS (Human Resource Information System) which are uses of technology. More specifically, E-HRM is a system that allows management and employees access to human resource-related information and services through an organization’s intranet or web-based portal. HRIS refers to enterprise resource planning software that streamlines human resource functions such as payroll.

    In contrast, It is a function of human resources that requires cross-functional knowledge. And collaboration between multiple hr departments, most notably human resources and information technology. The Spoken Word does not Come Back.

    e-HR stands for Electronic Human Resource. The term e-HR refers to deal Human Resource Management transactions using the internet. E-HR aims to keep information available to employees and managers at anywhere at any time. Electronic HR may include organizations HR portals and web applications, Enterprise Resource Planning, HR service centers and interactive voice response.

    There are three identified levels of e-HR as publishing of information (delivered by intranet medium). Automation of transactions with the integration of workflow (intranet or extranet used). And the transformation of the hr professionals function (redirect HR function towards a strategic one).

    Characterize Electronic HR (E-HR);

    E-HR characterize in the field of HRM as having numerous innovations in Technology and it provides wider potential in terms of usage including employee self-service, information sharing, functions administration, and production of reports.

    They make use of technology to create a real-time, information-based Self-service, interactive work environment. With e-HR, managers can access relevant information and data, conduct analyses, and decisions making, and communicate with others employees can control their personal information by updating their records when it changes and make any decision on their own without consulting with any professional help.

    Efficiency and Effectiveness;

    e-HR will affect both efficiency and effectiveness of the Human resources function in such a way that the efficiency of the human resource process can affect by reducing cycle time for paperwork, improvements in data accuracy, and reducing manpower requirements. Similarly, the effectiveness of the human resource process will affect by improving the capabilities of both employees and managers to make better and more accurate decisions.

    e-HRM is an enterprise-wide strategy that used scalable, flexible, and integrated technology to link internal processes. And knowledge workers directly to the business objectives of the organization. About Organizational Behavior, The adoption of e-HR practices has a great impact on the strategic goals of the organization’s image, alignment, and cost reduction.

    Management Aspect;

    The Management aspect of E-HR involves drafting policies and controlling both the traffic and collection of electronic information. Nature and Characteristics of Management. As new technology comes out that is more portable and capable of creating and storing more information. It is the responsibility of HR to define how employees interact with the data, hr documents for electronic document management. According to a Deloitte study in August 2008, 90% of employer data electronically stores information (ESI). And 40% of executives say that data volumes are becoming unmanageable.

    Unmanageable data makes locating relevant data more challenging. Which can manifest in significant losses through wasted storage space and reductions in productivity. Excessive data volumes are especially troublesome during litigation that requires electronic discovery. Their policies strive to control and organize data within an organization. To accomplish this, effective records management systems policies must create to facilitate lean data storage. Which involves maintaining pertinent information while removing data as it becomes irrelevant.

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    What is an e-HR (Electronic Human Resource)?