How do you think that the internet will change the way in which HR process such as 1. Hiring 2. Training and development 3. Performance appraisal 4. Compensation  5. Evaluation and benefits?

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IIS (Deemed to be University)
ASSIGNMENT OF STRATEGIC HUMAN RESOURCES MANAGEMENT
(PAPER CODE: MHR421)
SUBMITTED TO:
DR. PURNIMA SHARMA
ASSISTANT PROFESSOR
DEPARTMENT OF MANAGEMENT-
HRM& IB
SUBMITTED BY:-
SUNITA SHARMA
IISU/2019/ADM/30615
MBA-HRM
SEM-4
2020-2021
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2. How do you think that the internet will change the way in which HR process such as
1. Hiring
2. Training and development
3. Performance appraisal
4. Compensation
5. Evaluation and benefits?

3. TREY
research
HR DEFINED : Strategic & coherent approach to the
management of organizations most valued asset i.e. people
for the achievement of organizations objectives.
E-HR : HR department making use of internet & related
technologies to support there activities, the process
becomes e-HRM.
TECHNOLOGY: Technology is changing everything.
Says Larry Dunivan, vice president of global HR solutions
for Lawson Software in Minneapolis, Minnesota: “We've
seen the first wave of technology enter the workplace and
HR department. Today, companies have automated many
processes and eliminated unnecessary work”.
INTRODUCTION
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SLIDE /
TECHNOLOGY
AND HUMAN
RESOURCE
MANAGEMENT

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HUMANRESOURCEMANAGEMENT(HRM)
(HRM) is the term used to describe formal systems devised
for the management of people within an organization.
The division of a company that is focused on
activities relating to employees. These activities
normally include recruiting and hiring of new
employees, orientation and training of current
employees, employee benefits, and retention.
Formerly called personnel.
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A few different roles for the technology can be:
Hiring
Selecting employees for interviews
Managing employee paperwork or benefits
Securing sensitive employee files.
Training
ROLES OF HR MANAGER
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Enhancing
management
Effective
recruiting
Inventory
management
tools and human
resource
management
Customer service
and human
resource
management
Availability of
HR tools
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ROLE OF TECHNOLOGY IN CHANGING THE HRM PRACTICES

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Advantages
1. Improves record keeping
2. Good for routine tasks
3. Improves accuracy and reduces human bias
4. Maintains secrecy of staff evaluation and
feedback giving.
5. Time & recourse saver
6. Advancement of technology
7. Standard provider
Disadvantages
1. High cost of implementation and
maintenance
2. High cost of training and development
before adopting E-HRM
3. Not much useful for small scale industries
4. Human relations may be replaced with just
technical and in inorganic relations
5. Reduces the need for managers to interact
with staff (i.e. Less face time and increased
risk of 'losing touch' with staff)
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E-HRM

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The Role Of HR In
The Technological
World
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Strategic Human Resources Management
 HRM is generally defined as a strategic approach to managing an organization's most valuable assets
the people who work there and contribute individually and collectively to the attainment of the
organization's objectives for long-term competitive advantage. HRM is defined as a "collection of
interconnected policies with ideological and philosophical underpinnings" (Storey, 199)
 Strategic HRM primarily entails long-term, top-level administrative activities and decisions involving
employee relations that are planned and carried out in a way that ensures complete integration with the
firm's overall strategic management. It often encompasses synchronisation and integration of the strategic
business requirements and plans of the organisation with the different features that arise from and relate
strongly to the management of the firm’s staff.
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THE INTERNETHAS CHANGED HUMAN RESOURCE PROCESSES
SUCHAS HIRING.
 Technology has had a significant impact on how we live our daily lives and how various businesses operate,
including recruitment. The employment procedure has evolved as a result of technological advancements.
 "Hand-selected candidates result in better hires, and we now have several technologies to make that process
less time-consuming. Furthermore, many potential candidates make finding them easier by doing the
legwork. They create LinkedIn and other social networking accounts, as well as actively seek for jobs "
 HR practises, on the other hand, do not necessarily consider how well the system works for candidates.
Because of the standardised format of online forms, it's often difficult to distinguish between a star
performer and a slacker. A poorly designed system with muddled instructions and long response times may
discourage job searchers from applying with a company.
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Here I’ll discuss in what ways the Internet has changed Hiring:
 It is easier to recruit.
 The recruitment process is being carried out
on a wider scale.
 It has simplified research.
 It has made international hiring considerably
more affordable and straightforward.
 It's easier than ever to find and recruit
candidates.
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TRAININGAND DEVELOPMENT
 What emerging digital technologies, such as social networks and virtual platforms, can serve your modern human
resource management (HRM) training and development strategy.
 Employee training and development remains a vital function of any HR department. Depending on the size and mission
of a company, training can become a major concern as well. Questions regarding the training process, training and
development methods, and material delivery have become paramount in large corporations with hundreds of
employees.
 Technology-based training entails the use of computer-based technologies to improve the training process by
incorporating trainees actively rather than passively. Technology-based training is commonly utilised in survey research
to develop and enhance interviewer skills, particularly those essential for successfully communicating with survey
respondents. Interaction-skills training has traditionally depended on peer-to-peer role playing or passive learning via
films. Technology-based training, on the other hand, encourages self-directed learning by providing a wealth of media
resources as well as a variety of student assessment and remediation tools.
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Here I’ll Discuss InWhatWaysThe Internet Has ChangedTrainingAnd
Development :
 Decreased learning time;
 Reduced or eliminated travel time and expense;
 Increased consistency by capturing and
replicating best practises and expert knowledge;
 Increased training availability (with just-in-time
access on personal computers in any location);
 Increased productivity by reducing on-the-job
error
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PERFORMANCEAPPRAISAL
In general, the Internet of Things allows us to link ‘things' to the Internet (and to networks that use Internet technology). Today,
technology is replacing old methods in order to make place for a more modern and effective technique of improving employee
performance. Many government entities, unfortunately, are lagging behind. Their present methods are frequently paper-based
and may not necessarily prioritise strengthening staff skill sets, delivering the agency's objective, or creating future leaders.
Here I’ll discuss in what ways the Internet has changed performance appraisal:-
• Goals are linked to the agency's mission quickly and easily thanks to effective performance management tools.
• A searchable collection of high-quality performance goals and factors
• Improved management process standardisation
• Accurate annual performance ratings
• Easier communication between employees and supervisors
• Organization-wide progress reporting
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COMPENSATION
New technologies are boosting workers' compensation programmes in areas such as communications and training, as well as health care
delivery and claims.
• On-demand information
• Tools to improve behaviour
• Virtual Healthcare
• Customized programmes
• When it comes to staff communications, Employees can receive crucial information such as injury prevention and claim updates via
smartphone mobile applications.
• Using an employer's internet or smartphone applications to share staff training.
• In providing telemedicine and mobile apps that help route wounded workers to selected medical providers to provide care to wounded
workers.
• Providing customisable email alerts, including as notices when medications are ready, to help manage claims.
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EVALUATIONAND BENEFITS
 Improved accuracy
 Provision of time and quick access to information
 Saving costs
 Operating, controlling and planning HR activities
 Increase competitiveness by improving HR practices
 Increased efficiency
 Produce a great number and variety of HR operations
 Shift the focus of HR to strategic HRM
 Make employees part of the HRIS
 Re engineer HR function
 Environment-friendly and cost-effective solution
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EVALUATIONAND BENEFITS
 Improved accuracy
 Provision of time and quick access
to information
 Saving costs
 Operating, controlling and
planning HR activities
 Increase competitiveness by
improving HR practices
 Increased efficiency
 Produce a great number and variety
of HR operations
 Shift the focus of HR to strategic
HRM
 Make employees part of the HRIS
 Re engineer HR function
 Environment-friendly and cost-
effective solution
 Instant evaluation for faster results
 Exhaustive reports to identify gaps
and work for the improvement
 Automatic data backup to
minimize downtime and improve
efficiency
 Greater accuracy
 Smart Proctoring
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ThankYou
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