MEANING OF E-HRM

People mean different things by the term e-HRM. It is a web-based solution that takes
advantage of the latest web application technology to deliver an online real-time Human
Resource Management Solution. It is comprehensive but easy to use, feature-rich yet flexible
enough to be tailored to your specific needs. It also refers to the processing and transmission of
digitized information used in HRM, including text, sound, and visual images, from one computer
or electronic device to another. It will be able to meet the demands of today's Human Resource
Management.
When HR department uses Internet and other related technologies to support their activities the
process is called e-HRM (e stand for electronic).
Fully developed e-HRM can provide:
data gathering tools,
analysis capabilities, decision support resources for HR professionals to hire, pay,
promote, terminate, assign, develop, appraise and reward employees.
Ernst Biesalski Electronic-Human Resource Management (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 employees. E-HRM facilitates the usage of HR market
places (e-recruitment) and offers more self-service to the employees. EHRM is a
collection of many different technologies.
Mary Gowan has defined Electronic Human Resource Management System (E-HRM
System) as a web-based solution that takes advantage of the latest web application
technology to deliver an online real-time human resource management solution.
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.

Types:
There are three types of E-HRM. These are described respectively as
Operational
Relational and
Transformational.
Operational E-HRM is concerned with administrative functions - payroll and employee
personal data for example.
Relational E-HRM is concerned with supporting business processes by means of training,
recruitment, performance management and so forth.
Transformational E-HRM is concerned with strategic HR activities such as knowledge
management, strategic re-orientation.[2] An organization may choose to pursue E-HRM policies
from any number of these tiers to achieve their HR goals.