IMPACT OF E-HRM IN PRIVATE SECTOR BANKS OF COIMBATORE DISTRICT

Dr. P. Kannan 1 and D. Mohana Priya 2 . 1. Assistant Professor, PG & Research Department of Commerce, Sree Narayana Guru Arts and science college (Affiliated to Bharathiar University), K.K Chavadi, Coimbatore. 2. Ph.D Research Scholar, PG & Research Department of Commerce, Sree Narayana Guru Arts and science college, (Affiliated to Bharathiar University),K.K Chavadi, Coimbatore. ...................................................................................................................... Manuscript Info Abstract ......................... ........................................................................ Manuscript History


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This study is to analyse the diversification of human resources management function through infusion and application of e-HRM. This study aims at finding impact of electronic human Resources management Systems (e-HRM) in the Private Sector banks of Coimbatore District. It depicts the effects and importance of using online system through the core functions of human resources management and find the gap between current level and expected level in Banks.

Need of the study:-
"The only thing that is Constant is Change" as modern world is highly dynamic and competitive due to scientific and technological development. In this competitive world in order to survive in any sort of business adopting changes has become inevitable.
Effective management of human resources play a vital role in sound management of banks as human resource management is a central sub system of modern management system.
HRD facilitated for all round development of banks in addition to allowing them to be dynamic and responsive to the environmental changes. The banking sector has been growing at a very fast pace in India not only in the terms of its size but also in terms of the services being provided. With banks reaching the remote areas in the country one can anticipate positive things like financial aid to farmers and increased financial awareness. However, with the increase in size and activities of banks, the number of banks in private sectors has also increased thereby posing challenges like cost-efficiency, technological advancement, and credibility related issues. The task before the HR is to develop strategies that help banks in gaining competitive advantage and encourage innovation in its products and services. In India after computerization of Banks the HR functions are facilitated by using E-HRM.
"Impact of Electronic human resource management in Private sector Banks of Coimbatore District" is to analyse the changing role of HR and issues arising in Ehrm as Information Technology is highly dynamic.

Review of Literature:-
 In the view of Armstrong (2006). A Handbook of Human Resource Management Practice.New Delhi: Kogan e-HR provides the information required to manage HRprocesses. 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 remote or online and at any time. The information provided by the e-HR process can be communicated across organisations.  Kettley and Reiley (2003) P. (2003). E-HR: An introduction. IES Report states that a computerized human resource information system consists of "a fully integrated, organisation wide-network of HR-related data, information, services, databases, tools and transactions. Technology has only recently developed in a way that enables e-HR to make its mark, especially the introduction of corporate intranets and web-enabled HRIS. The nature of the development path, however, varies considerably from organisation to organisation.  Foster, Hawking and Stein (2004) (2004). E-HR and Employee self service: A Case Study of a Victorian public sector organisation. www.google.com  describe that the application of the internet to the Human Resource function (e-HR) combines two elements: one is the use of electronic media while the other is the active participation of employees in the process. These two elements drive the technology that helps organisations lower administration costs improve employee communication and satisfaction, provide real-time access to information while at the same time reducing processing time. This technology holds out the promise of challenging the past role of  HR as one of payroll processing and manual administrative process to one where cost efficiencies can be gained, enabling more time and energy to be devoted to strategic business issues.  EMPLOYEE SATISFACTION FOR E-HRM-Manivannan S.K. Research Scholar, SRM University, School of Management, India Email: manivannansk@gmail.com  In his study conceptual model that uses a few dimensions which belong to the domain of user satisfaction with the eHRM b2e portal. The model forms the basis on which a new instrument to measure user satisfaction with such portals has been developed.The model has been validated in a limited fashion with a large organisation practising eHRM application based on an intra-net based b2e portal and has been found be having a good predictive abillity for user satisfaction.

Methodology:-
To undertake this study a sample of 120 Bank employees from Private sector Banks of Coimbatore District have been selected as respondents by applying simple random sampling technique. A structured questionnaire has been administered to the respondents and primary data have been collected .Statistical tools namely simple percentage analysis ,Chi Square and T-test have been used to analyse the primary data. Secondary data for the study have been collected from various publications in journals, magazines, websites and books.  as excellent practice and 21.7% have stated poor practice so we can conclude that Performance evaluation practices is considered good .  60% of the respondents feel Promotion Practices are very good , 37.5% feel it as good and 2.5 % stated as excellent practice so we can conclude that Promotion Practices is considered very good.  62.5% of the respondents feel Grievances handling good and 37.5% feel it as very good so we can conclude that Grievances handling is considered good and have no negative impact on it. Chi Square Value=0.591 Table Value=0.094 df=2 H o : There is no significant relationship between Educational qualification of the respondents and performance of respondents using E HRM As the calculated value(0.591) is more than the table value(0.094),the hypothesis is not accepted so it is concluded that there is significant relationship between Educational qualification of the respondents and performance of respondents using E HRM H o : There is no significant relationship between E-HRM application serve as self-service and level of expertise in HR using E -HRM. As the calculated value(0.002) is less than the table value(0.227),the hypothesis is accepted so it is concluded that there is no significant relationship between E-HRM application serve as self-service and level of expertise in HR using E -HRM. Suggestions:- For optimum use of E-HRM it can be updated on routine basis.  Features and area of change or modifications in E-HRM may be communicated; in case of major change on the job training can be given.

Conclusion:-
HR management had undergone radical changes over the last fifty years, while technological development has enabled the transformation of many business activities and banking Industry also have no exemptions. Use of e-HRM is one of the main factors for the success and survival of any sort of organizations in today's global market and an organization that can use it best, compared to other competitors, will be a better place . As E -HRM performs as self service it enables commitment and satisfaction to the employees. E-HRM works as common platform to solve grievances. E-HRM is having a positive impact on employees and on Banking Industry. E-HRM has a positive impact on HR function of private sector banks by decreasing the paperwork substantially and allows easy access to voluminous data. The employee can also keep track of his/her achievements without having to go through litigious procedures.