A PROJECT REPORT ON

A STUDY OF E – HRM AT SHREE CHEMICALS INDUSTRIES

PVT. LTD
SUBMITTED TO
SAVITRIBAI PHULE PUNE UNIVERSITY
IN PARTIAL FULFILMENT OF THE REQUIREMENT FOR
THE
DEGREE IN MASTER OF COMMERCE
(BUSINESS ADMINISTRATION)
SUBMITTED BY
SUFIYA SAYEED BAKTIYAR
ROLL NO-5836
UNDER THE GUIDANCE
OF
DR. NASRIN KHAN

1
 ACKNOWLEDGMENT

To list who all have helped me is difficult because they are so numerous and the depth is

so enormous. I would like to acknowledge the following as being idealistic channels and

fresh dimensions in the completion of this project. I take this opportunity to thank the

Savitribai Phule Pune University for giving me chance to do this project. I would like to

thank my principal, Professor (Dr.) Aftab Anwar Shaikh for providing the necessary

facilities required for completion of this project. I take this opportunity to thank our

HOD Department of Commerce Dr. Nasrin Khan for her moral support and guidance. I

would also like to express my sincere gratitude towards my project guide Dr. Nasrin

Khan whose guidance and care made the project successful. I would like to thank my

College Library, for having provided various reference books and magazines related to

my project. Lastly, I would like to thank each and every person who directly or

indirectly helped me in the completion of the project especially my Parents and Peers

who supported me throughout my project.

2
 Declaration by the Candidate

I declare that the field Project entitled A study of E – HRM submitted by me for the degree

of Master of Commerce is the record of work carried out by me during the period from 1

January, 2024 to 29 February, 2024 under the guidance of Dr. Nastin khan and has not

formed the basis for the award of any degree, diploma, associateship, fellowship, titles in this

or any other University or other institution of Higher learning. I further declare that the

material obtained from other sources has been duly acknowledged in the project

Date
Signature of the Candidate

3
 Certificate of the Field Project Guide

CERTIFIED that the work incorporated in the Field project A study of E – HRM submitted

by Ms. Sufiya Sayeed Bakthiyar was carried out by the candidate under my supervision/

guidance. Such material has been obtained from other sources has been duly acknowledgad in

the Field project.

Date:

(Supervisor/ Research Guide)

INDEX
CHAPTER TOPIC PAGE

4
NO. NUMBER
1 Introduction
1.1 Executive Summary
1.1 About Company

2 Reviews of Literature
2.1 Conceptual Background
2.2 Objective & Scope

3 Research Methodology
3.1 Meaning & Definition, Objective
3.2 Methodology, Sampling Design
3.3 Primary Data
3.4 Secondary Data
3.5 Hypothesis
3.6 Tools of Data Collection

4 Data Analysis & Interpretation

5 Findings

6 Drawbacks and Limitations

7 Conclusion
8 Bibliography
9 Questionnaire

1. Introduction

5
The use of electronic media is done by the HR department for the use of the
internet and a related technology to support their activities, the process becomes
E-HRM. E-HRM is process of planning, implementing and application of
information technology for performing HR activities.

E-HRM has the potential to change all traditional HRM functions. Analysis &
design of work, recruiting, selection, training, and compensation are the major
implications of using electronic media in support of HR activities. For example,
employees in different geographical location can work together. Use of internet
enables companies to search for talent cutting across time and distance limitations.
Recruiting can include online job posting, application and candidates screening
from the company’s websites or the websites of recruiting firms, such as
monster.com, naukari.com, and clickjobs.com. Employee from any location can all
receive the same training over the company’s computer network. Fully developed
e-HRM could provide the data gathering tools, analysis capabilities, and decision
support resources for HR professionals to hires, pay, promote, terminate, assign,
develop, appraise and reward employees in ways that fully engage them in
managing their own outcomes, maximises the contribution of each employee, and
support execution of firm’s strategy.

The handing and transferring of digitalized HR information is called e-HRM. For

enabling effortless interaction within employees and employers. To store the
information regarding recruitment, selection, training, learning, performance
management, employee personal data, strategic orientation, compensation etc. It
decreases the paperwork extensively and allows easy access to ample data. It uses

6
internet or other web technology channels. It can also be used for implementation
of different HR strategies.

The agreement of different HR functions can be distributed through E-HRM. In

addition, e-HRM can contribute to enhanced performance of HR in four ways: self
service, call centres, productivity improvement, and outsourcing. Using
company’s intranet, all the employees can self service many of their personal
transactions, such as updating personal information and changing benefits
allocations.

Thanks to technology, a centralised call centre can be created within the

organization. Because of the call centres , HR specialists can answer
questions from all far distance company’s employees, reducing the need for HR
department at each location.

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 1.1 Company Profile

SHREE CHEMICALS INDUSTRIES PVT. LTD

Mr. Shaantanu Kulkarni

Bhawani phet pune,
Survey No-114

Established in the year 1975, Since its establishment Shree Chemicals has come up
as one of the highly reputed organization engrossed in manufacturing, exporting and
trading in Bulk Chemicals, Swimming Pool Chemical, Laundry Chemical, Laboratory
Product, Water Treatment Chemical and many more. The mentioned products and
chemical compounds are highly appreciated for their features like effectiveness,
longer shelf life, purity, accurate formulation, precise pH value, accurate result and
long lasting functionality. The mentioned products are used in chemical, poultry,
pharma, food, leather, detergent and textile industries. The entire range is processed
using quality certified series of material as per the industry standards. We procure the
entire range only from reliable vendors of the market.

Under the supervision of our mentor Mr. Shaantanu Kulkarni the Business
Development Executive of the firm we have achieved many success in this filed. He
has helped us understand and cater to the market demands efficiently and further
develop our business.

8
About The Company

No tree begins to flower or bear fruits soon after it is planted, it takes time". The same goes
for human beings. Shri Vinayak Jagannath Kulkarni started his career on a salary of Rs. 30 /
month (rupees thirty per month) at Swastik Laboratory & Industrial Chemical Pvt. Ltd on
13th December, 1965 and he has now become a well established chemical merchant of Pune.

Shri Vinayak Kulkarni has reached this stage of progress in this industry after a decade of
service at Swastik Laboratory and 35 long years of struggle, dedication and hard work put
into establishing his own business. He first started his business from his house at Gultekdi,
Pune. It was in the year 1978 that he bought his shop in Bhavani Peth, Pune. Ever since then,
SHREE CHEMICALS has grown and specialized in the supply of chemicals to various
sectors such as industrial, research, dairy, laundry, photography, bakery, beverage, hotels,
poultry, swimming pools, etc. It is only now that reputed industrial companies, schools,
colleges, government departments, etc are on SHREE CHEMICALS customers list.

And now, the 2nd generation of Shree Chemicals has entered in the market in the form of Mr.
Shaantanu Vinayak Kulkarni. Mr. Shaantanu, who has pursued his graduation in Chemistry,
has expanded the business in a right way. Under the guidance & support of his father, Mr.
Shaantanu is elaborating the business as well as gratifying the clients.

OUR STAKE HOLDERS

 Bhairavnath Hitech Agro Pvt.Ltd- Theur

 Bhandari Sales Corporation
 Bharat Chemicals (Sales)
 Bridgestone India Pvt Ltd
 Caravan Engineers
 A S ENTERPRISES
 Charul Chemicals
 Chema Engineers- Mumbai
 Chemicraft (Sales)
 Chemsol Polymer Industries Pvt Ltd
 Chemstar Enterprises (Sales)
 Craftech Paper Mills Pvt. Ltd

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 Cybage Software Pvt Ltd
 Deena Daily Care
 Delight India corporation (sales)
 Delta Engineering Corporation
 Deluxe Dyes & Dry Cleaners
 DEMETER AGRI BIO VENTURES PVT LTD
 D.Haridas & Company (Sales)
 Diotec Electronics (1) Pvt Ltd
 Divekar Agro Industries
 ELECTRONICS INDIA
 Elixa Technologies Pvt Ltd-Patalganga
 Emertle Chemical Solution (Sales)
 Eternis Fine Chemicals Limited - Kurkumbh-(Sales)

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Safety Principles:

✓ All injuries and incidents are preventable

✓ Safety aspects shall be part of all the business activities and decisions

✓ Working safely is a condition of employment for all employees, business associates and
condition of engagement for all contractors and subcontractors.

✔ Senior management shall demonstrate visible leadership and commitment

✓ Achieving zero harm shall be part of all line functions responsibilities and accountability.

✓ Continued competency building of all employees is essential part of management system

to work safely.

✓ Extend the value of safety beyond work place.

Our values:

✓ INTEGRITY

✔Honesty in every action

✓ COMMITMENT

✔ Delivery on the promise

✓ PASSION

✓ Energized action

✓ SEAMLESSNESS

✔Boundary less in letter and spirit

✓ SPEED

✔ One step ahead always

We are in a position to supply following material -

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 All types of Solvents, Acids etc.
 Glassware, Plastic ware, Silica ware, Filter paper, Instruments, etc.
 Bulk chemicals such as Caustic Soda, Sodium Hypo Chlorite,Phosphoric Acid, etc.
 Other chemicals such as Thinner, Rust Remover, 3 in 1 Solution, etc.
 We also supply Cleaning / Industrial / Laundry / Swimming Pool Chemicals

We will achieve this by:

 Producing premium product to meet customer's expectations globally.

 Adopting energy and eco-efficient technology to conserve natural resources and
maintain pollution free environment.
 Preventing injuries and ill health cases by adopting safe work practices and healthy
work environment.
 Respecting employee's rights and providing awareness training to all concerned
persons including contractors and sub-contractors..
 Communicating with public for safety, environment protection and energy
conservation.

Unit Profile

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Stable Bleaching Powder (Calcium Hypochlorite) is a widely used chemical. It decomposes
on contact with water, releasing chlorine at the point of application. This makes it a
strongoxidising, bleaching and disinfecting agent. Disinfecting and deodorizing in food
processing, beverage and sugar industries.

Acetic Acid is one of the most widely used chemicals in the world and a key raw material for
the production of a wide number of products. Jubilant also sells Acetic Acid for PTA
applications and to meet the needs of manufacturers of Printing Ink, Pharma, Aromatics,
Food etc.

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2. Reviews of Literature
LITERATURE REVIEW
Literature review examines recent research studies, company data, or industry reports
that act as a

basis for the proposed study.

Introduction

With regard to the objectives of the study, this chapter presents a brief
account of pertinent published research material by accredited researchers,
professionals, industrialists and writers available on the research topics. Review of
past research reveals some gaps which may be filled up by on ensuring attempt. It
also possible to take some pointers regarding methodology and applications from
published / accredited research supports. Also comparison of findings can be made
through magazines, journals, publications, papers presented at various conferences,
books, websites, reports, etc Have been extensively researched to gather background
information for this research.
This chapter gives a brief account of what has been happening in the area
of E-HRM practices in organizations. The literature review is organized in the
following manner.

The review of literature of this study based on the following major sections.
E-HRM
E-RECRUITMENT
E-TRAINING
E-SELECTION
E-PERFORMANCE MANAGMENT
E-COMPENSATION

Electronic Human Resource Management [E-HRM]

 According to Michael Armstrong [2003]

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 E-HR provides information required to manage HR processes. These
may be core employee database and payroll systems but can be extended to include
such systems as recruitment, e-learning, performance management and reward. The
system may be web-based, enabling access to be remote or online and at any time.
The information provided by the e-HR process can communicated across
organizations. If posts static data such as information on HR policies and
communications about employer facilities such as learning opportunities and flexible
benefits. It can include links that enable managers and other employees to interface
directly with HR applications and make changes or enquiries.

Electronic Recruitment [E-Recruitment]

 According to Robert Stoesser (2000)

Robert Stoesser stated that the websites of some major corporations have the
capability to accept electronic resumes, for the majority of small and mid-sized
businesses, including many banks. Some banks are considering offering “E-
Recruitment” service for their commercial customers. They offer this as part of their
online services to small businesses. The company helps a bank launch an e-
recruitment site and establish a ‘community’ of employees and candidates.

Electronic Training [E-Training]

 According to Doo Hun Lim et al., (2009)

Doo Hun Lim et al., indicated that organizations have adopted e-

learning to develop their workforce for several reasons. Among these, e-learning is
believed to:
 Expand learning opportunities for the workplace;
 Allow anytime and anywhere learning;
 Promote self-directed learning with learner’s control of learning process; and
 Facilitate timely performance support.

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 2.1 Conceptual Background

E-HRM is the complete integration of all hr system and process based on common HR data
and information and on interdependent tools and processes.

E-HRM is the planning, implementation and application of information technology for both
networking and supporting at least two individual or collective actors in their shared
performing of HR activities.

When HR departments make use of the internet and related technologies to support their
activities, the process becomes E-HRM.

The processing and conduction of digitalized HR information is called e-HRM. E-HRM is the
application of IT for HR practices which enables easy interactions within employees and
employers. It stores information regarding payroll, employee personal data, performance
management, training, recruitment and strategic orientation. IT is changing the way HR
departments handle record keeping and information sharing. It decreases the paperwork
significantly and allows easy access to voluminous data. The employee can also keep track of
his/her achievements without having to go through controversial procedures. It uses internet
or other web technology channels. It can also be used for implementation of different HR
strategies. The authorization of different HR functions can be distributed through E-HRM.

E-HRM is the use of web-based technologies to provide HRM services within employing
organizations. It embraces e-recruitment and e-learning, the first fields of human resource
management to make extensive use of web-based technology. From this base e-HRM has
expanded to embrace the delivery of virtually all HR policies. Within a system of e-HRM, it
is possible for line managers to use desktop computers to arrange and conduct appraisals,

16
plan training and development, evaluate labour costs, and examine indicators for turnover and
absenteeism. Employees can also use a system of e-HRM to plan their personal development,
apply for promotion and new jobs, and access a range of information on HR policy.

Goals E-HRM is seen as offering the potential to improve services to HR department clients
(both employees and management), improve efficiency and cost effectiveness within the HR
department, and allow HR to become a strategic partner in achieving organisational goals.

TYPES OF E-HRM

Relational
HRM Transfor
Operatio
mational
nal HRM
HRM

TYPES
OF E-
HRM

Lepakand Snell (1998) distinguished three areas of HRM as, operational HRM, relational
HRM and transformational HRM.

 Operational HRM: e-HRM is concerned with administrative function like payroll,

employee personal data, etc.

 Relational HRM: e-HRM is concerned with supportive business process by the

means of training, recruitment, performance management,

 Transformational HRM: e-HRM is concerned with strategic HR activities such

as knowledge management, strategic re-orientation, etc.

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 E-HRM Tools

1. E- Employee Profile:

The E-Employee Profile web application provides a central point of access to the
employee contact information and provides a comprehensive employee database
solution, simplifying HR management and team building by providing an employee
skills, organization chart and even pictures. E-Employee profile maintenance lies
with the individual employee, the manager and the database manager.

E-Employee profiles consist of the following:

 Certification,
 Honour/Award, Membership,
 Education,
 Past Work Experience,
 Assignment Skills,
 Competency,
 Employee Assignment Rules,

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  Employee Availability,
 Employee Exception Hours,
 Employee Utilization,
 Employee tools,
 Job information, Sensitive job Information,
 Service Details,
 Calendar,
 Calendar Administration,
 Employee Locator.

2. E-Recruitment:

Organizations first started using computers as a recruiting tool by advertising

jobs on a bulletin board service from which prospective applicants would
contact employers. Then some companies began to take e-applications. Today
the internet has become a primary means for employers to search for job
candidates and for applicants to look for job.
E-Recruiting Methods: Job boards, Professional/Career, websites, Employer
Websites.

3. E-Selection:

Most employers seem to be embracing E-recruitment with enthusiasm, the penetration of on-
line assessment tools such as personality assessments or ability tests, has so far been limited.

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 4. E-Learning:

E-Learning refers to any programmed of learning, training or education where

electronic devices, applications and processes are used for knowledge creation,
management and transfer. E-Learning is a term covering a wide-set of applications
and processes, such as web-based learning, computer-based learning, virtual class
room, and digital collaboration.

Characteristics of E-Learning:

 E-Learning outcomes extend beyond learning to strategic outcomes.

 E-Learning is much more than e-training for skill outcomes.
 E-Learning involves information and communication technology.
 E-Learning is about people learning in a given context.

5. E-Training:

Most companies start to think of online learning primarily as a more efficient way

to dis0tribute training inside the organization, making it available ”any time”,”

20
 anywhere” reducing direct costs (instructors, printed materials, training facilities),

and indirect costs (travel time, lodging and travel expenses, workforce downtimes).

Characteristic of E-Training:

 Rich learning interface.

 Personalized training programs.
 Training from
 work place/home
 Virtual
 Classroom

6. E-Performance Management system:

A web-based appraisal system can be defined as the system which uses the
web (intranet and internet) to effectively evaluate the skills, knowledge and
the performance of the employees.

7. E-Compensation:

All companies whether small or large must engage in compensation planning.

Compensation planning is the process of ensuring that managers allocate salary
increases equitably across the organization while staying within budget guidelines.
As organizations have started expanding their boundaries, usage of intranet and
internet has become vital. The usage of intranet and internet for compensation
planning is called E-Compensation Management.

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Implementation of E-HRM:

There are five main phases in the implementation of the E-HRM business solution.

1) Analysis (Infrastructure)

Analyzing the existing infrastructure with regard to quantity

of data and classification of business activities.

2) Business processes in the company

After the existing processes have been analyzed, the options

for automating these processes in the client’s environment are proposed. Finally a
project plan is developed based on the model of the processes identified.

3) Implementation

After the fundamental analysis of the processes in the

work team, individual modules are deployed in the client’s environment. With
modular design a gradual implementation is possible.

4) Training

A complete knowledge of the components of the solution

is a key factor for successful implementation. The entire team of project
managers, information technology professionals and human resources specialist
are thus involved in user Training.

5) Maintenance

Fast technological development and development of new

modules make cooperation after the implementation indispensable. A maintenance
contract typically includes:

 Technical support experts available by phone, through e-mail or on-site

 Adaptation of existing modules or development of new ones
 Application software adjustment to changes in the system environment or
 Operating system
 Functionality improvement and software upgrades in the form of new versions

Consultation about further development of the system.

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 2.2 Objectives of Study

OBJECTIVES OF E-HRM

E-HRM is designed to achieve the following objectives:

 To offer an adequate, comprehensive and on-going information system about

people and jobs at a reasonable cost;
 To provide support for future planning and also for policy formulations;
 To facilitate monitoring of human resources demand and supply imbalance

SCOPE OF STUDY

 Higher speed of recovery and processing of employee data;

 Encouraging openness and freedom of interaction between employee and employers
 More steady and higher accuracy of information;
 Fast response to answer any queries.
 For leading better work culture in organisation;
 major decrease in administrative burden;

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 3.Research Methodology
3.1 Meaning, Definition, objectives

Research Meaning:

Research is one of its kinds and is a process to acquire knowledge about a certain

topic.Researchisdonesothatsystematicanalysiscanbedoneandproblemcanbeeffectivel

ysolved.

The procedures by which researchers go about their work of describing, explaining

andpredicting phenomena are called methodology. Methods comprise the

procedures used forgenerating, collecting and evaluating data. Methods are ways of

obtaining information usefulforassessing explanations.

Research Definition:

The definition of research given by Creswell is Research is a process of steps used

to

collectandanalyseinformationtoincreaseourunderstandingofatopicorissueanditconsis

tsofthreesteps: Pose a question, collect data to answer the question, and present an

answer to thequestion.

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3.2 Methodology, Sampling Design

SamplingDesign:

Samplingdesignistoclearlydefinesetofobjective,technicallycalledtheuniverse
tobestudied.Samplingtechniqueusedis simplerandomsamplingmethod.

3.3 Primary Data:

 Primary data is freshly gathered for a specific purpose of for a specific

research project. Primary data collection by the survey observation
method, interview method, schedule and questionnaire methods.
 In this project work primary data is collected by using customer and
survey method.

3.4 Secondary Data:

 Secondarydataneededforconductingresearchworkiscollectedfromcom

panywebsites,libraryand search engines.

3.5 Hypothesis

 Hypothesis-1: Organizations with a high level of qualified employees will

be more likely to use e-HRM.

 Hypothesis-2: HR functions in organizations which use e-HRM will play a

strategic role in the organization.

3.6 Tools of Data Collection:

 Research can gather primary data, secondary data or both.

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 4. DATA INTERPRETATION & ANALYSIS

1. Do you have computer literacy?

n=30 No. of Employees Per Cent (%) of

Employees
Yes 24 80 %
No 6 20%
Total 30 100%

No. of Employees

Yes No Total

Data Interpretation:

The above mentioned chart shows that,

80% employees say that they have computer literacy.
20% employees say that they don’t have computer literacy.

26
 2. If yes, are you using computer at your work place?

n=30 No. of Employees Per Cent (%) of Employees

Yes 12 60%

No 18 40%

Total 30 100%

No. of Employees

Yes No Total

Data Interpretation:

The above mentioned chart shows that,

60% employees say that they are using computer at their work place.
40% employees say that they are not using computer at their work place.

27
 3. Are you using E-Communication system for communication with the
management?

n=30 No. of Employees Per Cent (%) of

Employees
Yes 21 70%
No 9 30%
Total 30 100%

No. of Employees

Yes No Total

Data Interpretation:

The above mentioned chart shows that,

70% employees say that they are using E-Communication system for communication
with the management.
30% % employees say that they are not using E-Communication system for
communication with the management.

28
 4. Are you connected with your internal department?

n=30 No. of Employees Per Cent (%) of Employees

Yes 30 100%

No - -

Total 30 100%

Total

100%

1 2

Data Interpretation:

The above mentioned chart shows that,

100% employees say that they are connected with their internal department.

29
 5. Do you feel openness in overall communication?

n=30 No. of Employees Per Cent (%) of Employees

Yes 30 100%

No - -

Total 30 100%

Total

100%

1 2

Data Interpretation:

The above mentioned chart shows that,

100% employees say that they feel openness in overall communication.

30
 6. Does your interview held through electronic media?

n=30 No. of Employees Per Cent (%) of Employees

Yes 0 -

No 30 100%

Total 30 100%

No

100%

1 2

Data Interpretation:

The above mentioned chart shows that,

100 % employees say that their interview was Not held through electronic media.

31
 7. Do you think e-training is helpful for your skill development?

n=30 No. of Employees Per Cent (%) of

Employees
Yes 30 100%

No - -

Total 30 100%

Total

1 2

Data Interpretation:

The above mentioned chart shows that,

100% employees say that, think e-training is helpful for your skill development.

32
8. What is your opinion about digitalised work system?

n=30 No. of Per Cent (%)

Employees of Employees
Easy - -
Working
Time - -
Saving
Long- - -
Lasting
Storage
All The 30 100%
Above
Total 30 100%

All The Above

1 2

Data Interpretation:

The above mentioned chart shows that,

100% of employees say that, the digitalized work system is easy working, Time
Saving, & Long-Lasting storage.

33
 9) Adequate and relevant in formation about the organization and job is provided
to the candidateat the time of recruitment?

n=300 No .of Respondents Respondents in%

Strongly Agree 200 33%
Agree 100 67%
Disagree 0 0%
Strongly Disagree 0 0%

Data Interpretation:

The above mentioned chart shows that, 200 of employees are Strongly Agreed that
adequate and
relevantinformationabouttheorganizationandjobisprovidedtothecandidateatthetimeofrec
ruitment.While100of employees are simply agree with the statement that that adequate
and relevant information about
theorganizationandjobisprovidedtothecandidateatthetimeofrecruitmentandnoneofthema
reDisagreeorStrongly Disagree with the statement that adequate and relevant information
about the organization and job is provided to the candidate at the time of recruitment

34
 10) In your opinion does recruitment effective process increase the efficiency of
the organizational

activities?

n=300 No .of Respondents Respondent sin%

Strongly Agree 150 50%
Agree 150 50%
Disagree 0 0%
Strongly Disagree 0 0%

Data Interpretation:

The above mentioned chart shows that, 150 of employees out of 300 sample size are
Strongly Agrees that in their opinion recruitment effective process increases the
efficiency of the organizational activities.While150of employees are simply agree that in
their opinion recruitment effective process increase the efficiency of the organizational
activities.

35
 11) Are you satisfied with the current recruitment process?

n=300 No .of Respondents Respondents in%

Strongly Agree 50 16%
Agree 200 67%
Disagree 50 17%
Strongly Disagree 0 0%

Data Interpretation:

The above mentioned chart shows that, 50 of employees out of the 300 Sample size are
Strongly Agrees
oncurrentrecruitmentProcess.While200ofemployeesaresimplyagreeoncurrentrecruitmentP
rocessand50ofemployeesaredisagreewithcurrentrecruitmentProcess.

36
 5. Findings

(1) Chart 1 show that numbers of employees have computer literacy. (Pg. No. 43)
(2) Chart 2 shows that, the Average of the employees are using computer at their
work place. (Pg. No. 44)
(3) Chart 3 shows that, the employees are using E-Communication system for
communication with their management. (Pg. No. 45)
(4) Chart 4 shows that, the employees are connected with their internal
department. (Pg. No. 46)
(5) Chart 5 shows that, the employees feel openness in overall communication.
(Pg. No. 47)
(6) Chart 6 shows that, none of the employee is recruited through electronic media.
(Pg. No. 48)
(7) Chart 7 shows that, the employees are satisfied with the E-Training they get
from the organization. (Pg. No. 49)
(8) Chart 8 shows that, the digitalized work system is easy working, Time Saving, &
Long-Lasting storage. (Pg. No. 50)

37
 6. LIMITATIONS OF THE STUDY

 E-HRM could turn out to be costly.

 E-HRM has to be shoulder to shoulder with changes
 Moreover organizations have to Guaranteeing the properly trained people
handling this software.
 Security and confidentiality of input data is absent.
 Increases risk of ‘losing touch’ with staff.

38
 7.Suggestion

The suggestions are drawn from the analysis and data interpretation. Few
suggestions are given as under:

 From the above analysis and data interpretation we can make out that there is no
e-recruitment in the organization, a organization can adopt this tool for recruiting
the best candidate around the world which can be beneficial for the organisation
for achieving their goals.

 The candidate from another location can be a better option for leading the
competitors in the market; he can give new better innovative ideas to the
organization.

From the analysis and data interpretation it is seen that computer using employees are more
in the organization. The employees of the organisation have computer literacy. This
shows that they are well educated and organization is having a high level of qualified
employees.

39
 8. CONCLUSION

E- HRM is a web-based tool to computerize and support HR processes. The

implementation of e-HRM is an opportunity to give the data entry to the
employee. E- HRM is advance business solution which provides a complete on-
line support in the management of all processes, activities, data and information
required to manage human resources in a modern company. It is an efficient,
reliable, easy to use tool of HR activities, accessible to a large collection of
different users. e- HRM is a way of implementing HR strategies, policies, and
practices in organizations through a electronic media and with the full use of web-
technology-based channels. It covers all aspects of human resource management
like personnel administration, education and training, career development,
corporate organization, job descriptions, hiring process, employee’s personal
pages, and annual interviews with employees. Therefore e-HRM is way of doing
HRM through electronic media. . Use of internet enables companies to search for
talent cutting across time and distance limitations.

These systems provide organizations an effective performance of improvement in

activities as well as of reinventing the entire Human Resource Management
(HRM) function itself. E-HRM is the relatively new term for this IT supported
HRM in every sector, particularly through the use of web technology. Most of the
businesses are getting exposure from the electronic information system. Because
of the web-based technology has allowed companies to provide services directly
to employees and managers through the use of electronic media. It is important to
mention that any successful implementation can be called as successful when it
achieves its greatest stability. At the end of implementation of E-HRM the
adoption of its offerings during the transition between E-HRM application
installation and its effective use by stakeholders and HR professionals is must in
order to reach the ultimate objective of E-HRM implementation.

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 8. Bibliography

 www.shreechemicals.pune.com
 www.info@shreechemicals
 www.shreeproduction.com
 www.humanresourcesolution.com
 www.indianmba.com/Faculty_Column
 http://ebstudies.wordpress.com/2012/10/08/e-hrm-paper-presentation/
 Research in e-HRM: Review and implications Human Resource Management Review
17 (2007) pp.19–37 available
http://www.sciencedirect.com/science/article/pii/S105348220600089
 Human Resource Management- K Aswathappa 6th edition

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 9.Questionnaire

1. Do you have computer literacy?

a) Strongly Agree b) Agree
c) Disagree d) Strongly disagree
2. If yes, are you using computer at your work place?
a) Strongly Agree b) Agree
c) Disagree d) Strongly disagree

3. Are you using E-Communication system for communication with the

management?
a) Strongly Agree b) Agree
d) Disagree d) Strongly disagree

4. Are you connected with your internal department?

a) Strongly Agree b) Agree
e) Disagree d) Strongly disagree

5. Do you feel openness in overall communication?

a) Strongly Agree b) Agree
c)Disagree d) Strongly disagree

6. Does your interview held through electronic media?

a) Strongly Agree b) Agree
f) Disagree d) Strongly disagree

7. Do you think e-training is helpful for your skill development?

a) Strongly Agree b) Agree
g) Disagree d) Strongly disagree

8. What is your opinion about digitalised work system?

a) Strongly Agree b) Agree
h) Disagree d) Strongly disagree

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