E-HUMAN RESOURCE MANAGEMENT IN LIBRARY AND INFORMATION CENTRE.

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1 International Recognized Double-Blind Peer Reviewed Research Journal e-library Science Research Journal ISSN Impact Factor : (UIF) Volume - 3 Issue - 8 June Available online at E-HUMAN RESOURCE MANAGEMENT IN LIBRARY AND INFORMATION CENTRE. Yallappa Gonwar Librarian Govt First Grade College and PG centre Sindhanur. Dist. Raichur, Karnataka. Short Profile Yallappa Gonwar is a Librarian in Govt First Grade College and PG centre Sindhanur. Dist. Raichur, Karnataka.He has completed MLISc., M. Phil. He has professional experience of 6 years and research experience of 5 years. ABSTRACT: This articles deals the recognize the role and importance of information technology in HRM and aspects of E-HRM: E-Job Design and Analysis, E-HRM Planning, E-Recruitment, on-line application, tracking, E- S e l e c t i o n, E - Pe r fo r m a n c e management, E-Training and development, E-Compensation management, E-HR records, HR Information and audit. and Implementation of E-HRM in Library and information centre. KEYWORDS E-HRM, E-Library. E-Selection, E-pay, E-Servicing,, E-Recruitment, E-Training, E-Benefits, Information Technology. 1

2 INTRODUCTION HR technology can Improve the management of human resource and so contribute to the organizations competitive advantage. It is now established that the benefits of the use of technology for outweigh the benefits of just engaging in traditional practices of HR technology has increased and access made readily available of HR information improved communication, improved the speed at which HRM transactions and information are gathered and reduced costs making it easier to administer HRM functions such as recruitment, training and performance The processing and transmission of digitalized HR information is called electronic human resource management (e-hrm). E-HRM is the application of IT for HR practices which enables easy interactions within employee and employers. It stores information regarding payroll, employee personal data, performance management, training, recruitment and strategic orientation. Information technology is changing the way HR departments handle record keeping and information sharing. It decreases the paperwork substantially and allows easy access to voluminous data. The employee can also keep track of his/her achievements without having to go through litigious procedures. It uses intranet or other web technology channels. It can also be used for implementation of different HR strategies. The authorization of different HR functions can be distributed through E-HRM Around the world. It aims at transforming the HR functions into one that is paperless, more flexible and resource efficient. With the state of IT, HRM has become more effective through the use of e-hrm technologies. E-HRM has the potential to change the way traditional HRM functions are performed. DEFINITION: E-HRM is a way of implementing HR strategies, policies, and practices in organization through a conscious and direct support of and/or with full use of web-technology based channels. RESEARCH METHODOLOGY: Research Design: I did descriptive study. Research Tools: I did secondary research. I collected data from the internet from various websites, journals, magazines, books. -HRM goals: The main goals of e-hrm are as followed: Improving the strategic orientation of HRM Cost reduction/efficiency gains Client service improvements/ facilitating management and employees. OBJECTIVES: To study what is e-hrm (its objective, scope, limitations, functions, benefits, goals, outcomes, and consequences) and how e-hrm is shaping organization in a technology driven environment. 2

3 HRM is designed to achieve the following objectives: To offer an adequate, comprehensive and on-going information system about people and jobs at a reasonable cost; To provide support for future planning and also for policy formulations; To facilitate monitoring of human resources demand and supply imbalance To automate employee related information; To enable faster response to employee related services and faster HR related decisions and; To offer data security and personal privacy. SCOPE OF E-HRM: A decisive step towards a paperless office; Higher speed of retrieval and processing of data; More consistent and higher accuracy of information/report generated; Fast response to answer queries A higher internal profile for HR leading to better work culture More transparency in the system Significant reduction of administrative burden Adaptability to any client and facilitating management; Integral support for the management of human resources and all other basic and support processes within the Library/company; A more dynamic workflow in the library/business process, productivity and employee satisfaction. BENEFITS OF E-HRM: Standardization Ease of recruitment, selection and assessment Ease of administering employee records Reductions to cost, time and labour Access to ESS training enrollment and self-development Cost and ESS Location and timeliness ASPECTS OF E-HRM: E-Job Design and Job Analysis Job design and job analysis most of the organizations tended toward de jobbing environment and introduced alternative work-schedules, flexi work, broad job banding, employee empowerment, multi skilling etc. HR manager s /librarian job under this environment is identifying the skill requirements of the 3

4 company/library, identifying the employee skill s and matching these two. HR managers do these activities through listing skills and competency mapping the information of listing skills and competency mapping are placed on the net. Then, the system matches the listing skills and competency mapping and produces the output of identifying the employee suitable for a particular task/activity. Thus, the e-hr plays vital role in de-jobbed environment. E-Human Resource Planning Computer programmes are developed and used extensively for the purpose of planning human resource requirements based on the data and information. These programmes indicate the number of employees required at each level for each category of the jobs based on sales and production forecasts. As indicated in, human resource planning, the recent trends in this function are outsourcing and contingency clause. The extranet which connects the intranets of different organizations identifies the suitable people from other organizations for the purpose of outsourcing and also to draw them where and when contingency situations arise. E-Recruitment Organizations advertise the job vacancies through the world wild wide web[www] or send the information directly to the most competent people through . The job seekers send their applications through using the internet. alternatively, job seekers place their CVs in the world wide web through various sites like hotjobs.com and jobs.com, which can be drawn by the prospective employers depending upon their requirements E-Selection: E-selection has become popular with the conduct of various tests through on line contacting the candidate through and conducting the preliminary interviews and final interview through audio conferencing and video conferencing further the employers get the reference letters/opinions from the referees through . E-Performance Management: several software packages are developed to measure employee performance and offer suggestion for improvement of employee performance many employers tend towards using these software packages and computerize the employee performance appraisal system The software on employee performance appraisal provides a numbers of statements and sub statement on each of the performance categories the appraiser selects and clicks the appropriate rating for each statement the system generates a detailed report by the time the appraiser has moved all the performance categories and sub factors this report can be modified comments can be added or deleted by the appraiser and final report can be prepared by the manager. 4

5 E- Training and Development: companies /libraries started providing online training and on-line executive development employees learn various skills by staying at the place of their work. Participants complete course work from wherever they have access to computer and internet. E-_learning represents the total category of technology based learning while online learning is synonymous with web based learning the term e learning cover wide set of application and processes including computer- based learning web based learning virtual classrooms and digital collaboration. E- Compensation Management: Almost all the organizations started using computers for salary fixation, salary payment salary calculations fixation and calculation of various allowances fixation and calculation of various employee benefits, welfare measures and fringe benefits. E-Payroll: E- payroll modules automatically collect data regarding employee attendance and work records for purpose of evaluating works performance they calculate various deductions including tax and generate periodic pay cheques and tax reports pay roll modules in turn send data and accounting information to general ledger for posting and subsequent operation as they frequently integrate e- payroll with e-finance management. E Benefits: E-Benefits administration models enable HR professionals to track had administer diverse and complex benefits plans and employee benefits programs which may involve housing transportation m, medical and health care, insurance, pension profit sharing and stock option benefits such models through internet- based automation can enable HR to improve benefits support and analysis whilst reducing time and costs involved in the administration whilst increasing the consistency of decisions on compliance issues at all levels across the organization. E-HR Record: Human resource records are created maintained and updated with the help of computers easily and at a fast tare human resource records either partially and fully can be shifted or transferred from the branch library to main library one department to another department through intranet/internet.. E-HR Information: Human resource information is generated maintained processed and transmitted to the appropriate places or clients with the help of a software with high speed and accuracy in fact this 5

6 function of HRM is done completely more accurately and perfectly with the help of computers internet and intranet. E-HR Audit: The standard human resource practices or the desired human resource practices are fed into the computer the data and information regarding the actual practices are also fed into the computer the software automatically completes the human resources aduit and produces the aduit report the human resource manager then can modify the report by deleting or adding comments. Implementation of E-HRM in Library and information centre.: There are five main phases in the implementation of the E-HRM libraries and information centre.. 1.Analysis (Infrastructure) Analyzing the existing infrastructure with regard to quantity of data and classification of library and information centre activities. 2. processes in the library and information centre After the existing processes have been analyzed, the options for automating these processes in the user s environment are proposed. Finally a project plan is developed based on the model of the processes identified. 3.Implementation After the fundamental analysis of the processes in the work team, individual modules are deployed in the user s environment. With modular design a gradual implementation is possible. Library-specific functionalities are discussed with the user and built upon request. 4.Implementation and Training A complete knowledge of the components of the solution is a key factor for successful implementation. The entire team of project managers, librarian, information technology professionals and human resources specialist are thus involved in user training and implementation. 5.Maintenance Fast technological development and development of new modules make cooperation after the implementation indispensable. A maintenance contract typically includes: Technical support experts available by phone, through or on-site Adaptation of existing modules or development of new ones Application software adjustment to changes in the system environment or 6

7 Operating system Functionality improvement and software upgrades in the form of new versions Consultation about further development of the system. ADVANTAGES OF E-HRM The E-HRM Library and Information centre models are designed for human resources professionals, Librarian, IT managers who need support to manage the work force, monitor changes and gather the information needed in decision-making. At the same time it enables all employees to participate in the process and keep track of relevant information. ocollection and store of information regarding the work force, which will act as the basis for strategic decision-making ointegral support for the management of human resources and all other basic and support processes within the company. oprompt insight into reporting and analysis oa more dynamic workflow in the business process, productivity and employee satisfaction oa decisive step towards a paperless office omakes the work to get over fast DISADVANTAGES OF E-HRM Employees and line Librarian/managers mindsets need to be changed: they have to realize and accept the usefulness of web-based HR tools. They generally feel that they lack the time space needed to work quietly and thoughtfully with webbased HR tools and so, if there is no need, they will not do it. Guaranteeing the security and confidentiality of input data is an important issue foe employees in order that they should feel safe when using web-based HR tools. CONCLUSION: E- HRM is a web-based tool to automate and support HR processes. The implementation of e- HRM is an opportunity to delegate the data entry to the employee. e- HRM facilitates the usages of HR marketplace and offers more self-service to the employees. e- HRM (Electronic Human Resource Management) is advance solution which provides a complete on-line support in the management of all processes, activities, data and information required to manage human resources in a modern company/library. It is an efficient, reliable, easy to use tool, accessible to a broad group of different users. e- HRM is a way of implementing HR strategies, policies, and practices in organizations through a conscious and directed support of and/or with the full use of web-technology-based channels. It covers all aspects of human resource management like personnel administration, education and training, career development, corporate organization, job descriptions, hiring process, employee s personal pages, and annual interviews with employees. Therefore e-hrm is way of doing HRM. 7

8 REFERENCES 1. on 21/08/2014) 2. Sur Mary (Ed.), Personnel Management in India, compiled by Indian Institute of Personnel Management,Asia Publishing House,1973, p on 24/10/2014) 4. Noe, A. R Hollenbeck, R.J, Gerhart,B., & Wright, p.(2003). Human Resource Management. New York, McGraw-Hill international Book Company, 1982, p.77 8