E- HRM Practices in the IT Industry with Special Reference to the State of Karnataka
Srihari S1, Subhasree Kar2

1Srihari S, CMR University, Bangalore (Karnataka), India.
2Dr. Subhasree Kar, Associate Professor, CMR University, Bangalore (Karnataka), India.
Manuscript received on 25 November 2019 | Revised Manuscript received on 06 December 2019 | Manuscript Published on 16 December 2019 | PP: 249-253 | Volume-8 Issue-3S3 November 2019 | Retrieval Number: C10601183S319/2019©BEIESP | DOI: 10.35940/ijrte.C1060.1183S319
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© The Authors. Blue Eyes Intelligence Engineering and Sciences Publication (BEIESP). This is an open access article under the CC-BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/)

Abstract: Human resource management is constantly evolving into a technology-based service provider to their employees. In today’s organizations, employees see the face of HR as an Intranet portal rather than a human on the other side. This transformation of Human Resource services through technology is now being coined as E-HRM or electronic human resource. The Use of E-HRM in today’s Organizations, are in many function areas such as training and development, performance management systems, hiring and employee self-service. Organisations who adopt HR technology tools outperform those that do not. Interestingly early on the HR department was the last recipient of IT benefits in any organization, it started from keeping the database of the employees. In the present scenario employees are considered as the strategic partners of the organization and the use of high-end software have changed the face of HR departments and a new term has been coined as E-HRM. This present paper tries to evaluate the role of E-HRM in IT companies and also to measure the acceptance and effectiveness of the same at the different levels of management.
Keywords: E-HRM, Effectiveness, Information Technology.
Scope of the Article: Social Sciences