This document discusses the use of information and communication technology (ICT) in human resource management (HRM) activities within judiciaries. It defines e-HRM as the application of IT to support HR activities and interactions between actors. Large judiciaries are more likely to adopt e-HRM due to benefits of automation, information sharing, and collaboration. ICT can be used in various HR processes like recruitment, selection, and training. Examples include storing employee information, sorting job candidates, producing competence profiles, and providing online training resources. The use of ICT in HRM is growing and can help profile employees, track information and processes, and manage talent.

1. HRM RELATED USE OF
ICT IN JUDICIARY
TALWANT SINGH
PRINCIPAL JUDGE
FAMILY COURTS
DELHI (INDIA)

2. HRM RELATED USE OF ICT IN JUDICIARY
 Judiciary has to provide time bound
services and to retain best talent, so Human
Resource Management is of great Strategic
Importance in this Organization.
 For more than a decade, the use of ICT has
challanged HR Departments and traditional
ways of practising Human Resource
Management.
 This field is now known as e-HRM.

3. HRM RELATED USE OF ICT IN JUDICIARY
WHAT IS e-HRM?
 e-HRM is the application of information technology
for both net-working and supporting at least two
individual or collective actors in their shared
performance of HR activities.
 On the other hand a broader definition does not
demand interaction when defining e-HRM as an
umbrella term covering all possible integration
mechanisms and contents between HRM and
Information Technology aiming at creating value
within and across Organizations for employees and
management.

4. HRM RELATED USE OF ICT IN JUDICIARY
WHO USES e-HRM?
 It is claimed that two-third of all judiciaries
have adopted e-HRM in one form or other.
 Large judiciaries have stronger tendency
to adopt e-HRM than smaller jurisdictions.
 Large judiciaries benefit more from
automation, information and collaboration.
 Possibility of employees to telecommute
predicts e-HRM adoption.

5. HRM RELATED USE OF ICT IN JUDICIARY
ISSUES IN IMPLEMENTING e-HRM
 Adoption of e-HRM has two dimentions:
adoption of IT & adoption of HR practices.
 Implementation of e-HRM faces similar
issues as found in both these fields.
 Consequences of e-HRM implementation
can be individual, operational, relational
and transformational consequences.

6. HRM RELATED USE OF ICT IN JUDICIARY
PATTERNS OF HR RELATED
ICT USE IN JUDICIARY
ICT may be used in different parts of HR
processes, like:
 Recruitment
 Selection
 Learning & Training

7. HRM RELATED USE OF ICT IN JUDICIARY
AREAS OF HR RELATED ICT USES
 Giving access to Checklists & Templates
 Storing appraisal interviewsinformation
 Systemized sorting of job candidates
 Producing employee competence profiles
 Trainings

8. HRM RELATED USE OF ICT IN JUDICIARY
KIND OF ICT USED IN HR WORK
 No or simple 'Home-made' Systems
 Staff Administration Systems
 Free Online Software
 Off the Shelf HR Systems
 Large Made to Order HR systems

9. HRM RELATED USE OF ICT IN JUDICIARY
THREE TYPES OF HR RELATED ICT USE
 Keeping Track of Information
 Keeping Track of Processes
 Keeping Track of Talent

10. HRM RELATED USE OF ICT IN JUDICIARY
USE OF ICT IN TRAINING
 Audio
 Video
 Computers, tablets and mobile devices
 Blogging
 Webcams
 Screencasting

11. HRM RELATED USE OF ICT IN JUDICIARY
Cont..
 Combining technology
 Virtual classroom
 Learning management system
 Learning content management system
 Computer-aided assessment
 Electronic performance support systems
(EPSS)

12. HRM RELATED USE OF ICT IN JUDICIARY
DISCUSSION
 Organization's use of ICT should be
viewed as part of their general HR work.
 At some point ICT transgress from being
adapted to the Hr strategy towards
becoming the driver of HR strategy.
 ICT has an active part in profiling the
individual employees in competence.

13. HRM RELATED USE OF ICT IN JUDICIARY
CONCLUSION
 Use of ICT in HR as well as in other
departments of Judiciaries is bound to
increase day by day.
 The external developments taking place in
the e-World have direct bearing on use of
ICT in HR departments of Judiciaries.
 e-HRM is here to stay. Sooner we adopt it;
its' better for the Employees, Organization
and other Stakeholders.

14. HRM RELATED USE OF
ICT IN JUDICIARY
THANKS
TALWANT SINGH
PRINCIPAL JUDGE
FAMILY COURTS
DELHI (INDIA)