Computer Applications in Human Resource Management Computer applications are widely used in all areas of human resource management

today. Various applications are as follows: 1. E-Job Design Many organizations started implementing the concept dejobbing in their workplace by introducing alternative work-schedules, flexi time, broad job banding, employee empowerment and multi-skilling. The human resource managers task in this situation is to identify the skill-requirements of the organization, identify the employee-skills and match these two. The human resource 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. 2. E-HR Planning Computer programs are developed and used extensively for the purpose of planning human resource requirements based on the data and information. These programs indicate the number of employees required at each level for each category of the jobs based on sales and production forecasts. The internet connecting with other organizations identifies the suitable people from other organizations for the purpose of outsourcing and also to draw them where and when contingency situations arise. 3. E-Recruitment Organizations advertise the job vacancies through the World Wide Web (www) or send the information directly to the most competent people through e-mail. The job seekers send their applications through e-mail 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. 4. E-Selection E-selection has become popular with the conduct of various tests through on-line, contacting the candidates through e-mail and conducting the preliminary interviews and final interview through audio-conferencing and final interview through audio and video conferencing. Further, the employers get the reference letters / opinions from the referees through e-mail.

5. E-Performance Management Several software packages are developed to measure employee performance and offer suggestions for improvement of employee performance. Many employers tend towards using these software packages and computerize the employee performance appraisal systems. 6. E-Training & Development Companies started providing on-line training and on-line executive development programs. 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 via intranet (internet is now a global phenomenon and is central to training and development to many companies. E-learning represents the total category of technology-based learning while On-line learning is synonymous with web based learning. The term e-learning covers a wide set of applications and processes, including computer-based learning, web-based learning, virtual classrooms and digital collaborations. 7. E-Compensation Management 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. 8. E-Grievance Redressal Employees send their grievance via e-mail to the superior concerned who in turn solves the problems / redress the grievances and communicates the same to the employee. This process reduces the time in the process and avoids face to face interaction. 9. E-HR Records Human resource records are created maintained and updated with the help of computers easily and at a fast rate. Human resource records, either partially and fully, can be shifted or transferred from the branch/regional office to head office or from one department to another department through intranet / internet. 10. E-HR Information Human resource information is generated, maintained, processed and transmitted to the appropriate places or clients with the help of software with high speed and accuracy.

11. 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 resource audit and produces the audit report. The human resource manager then can modify the report by deleting or adding any comments.

This teaching note was prepared (courtesy to all sources for the compiled portions of the teaching
note) by MR. Baby Thomas, Assistant Professor of Human Resource Management for MBA (Aviation Management) at Hindustan University, Chennai, India, as the basis for class discussion. 2009 BT-HITS