“Study of Revolution on Ehrm”

Today, HR is not treated as a single function. It's a collection of highly and multi specialized capabilities — each with distinct objectives, tasks and needs. There is an ever-increasing pressure on Human Resource (HR) function to support strategic goals and to focus on value adding activities. To reduce the burden of HR department there is ne virtual department called EHRM established to overcome the overburden of work and more efficiency can be gain with less of errors in it. Organizations have realized the growing importance of using Information Technology (IT) in leveraging their Human Resource (HR) functions. This takes the form of e-HRM (Electronic Human Resource Management). E-HRM components hich we going to study in this research paper are: erecruitment, eselection, etraining, ecompensation and e performance appraisal. The e-HRM revolution relies on cutting-edge information technology, ranging from Internet-enabled human resources information systems (HRIS) to corporate intranets and portals. The driving forces are intensifying competition, need to manage workforce on a global level, to improve HR service delivery and to bring cost savings. e-HRM enables HR leaders to become architects in the development of competitive organizational social systems.

This paper reviews the research work done in the field of e-HRM. It provides insights into a framework of e-HRM, along with benefits and limitations. It discusses the impact of e-HRM on different components and companies. It seeks to identify implications for future research in this field.