Abstract
Organisations are encountering more challenges than ever, owing to the speedy and dynamic development of e-business. This has headed companies to pursue better opportunities to run HR operations more effectively by adopting technology in the human resource department. Today, top leaders entirely comprehend the power of information technology (IT) tools for the attainment of business targets. Thus, the purpose of this paper is to assess the current and emergent concepts of the Electronic Human Resource Management (E-HRM) in Tanzanian organisations and study how it characters employees’ motivation. A survey was carried out; PLS-SEM technique was used to examine the effects of E-HRM on motivation. The paper outcomes suggested an apparent influence of electronic-human resource management on motivation. We have inspected research done on E-HRM and have developed a model of the factors which directed to HR electronic use and motivation study. This paper gives a brief outline of the prospects of E-HRM and Motivation in Tanzanian firms.
Highlights
Information technology empowers the managers and employees to execute trifling human resource (HR) functions, thereby alleviating the HR miscellaneous functions and concentrating more on the core responsibilities of strategic components
Based on the SmartPLS analysis result, the paper concludes that the use of Electronic Human Resource Management (E-HRM) does affect motivation
E-HRM is effective in motivating organisation staff
Summary
Information technology empowers the managers and employees to execute trifling human resource (HR) functions, thereby alleviating the HR miscellaneous functions and concentrating more on the core responsibilities of strategic components. Such strategy supports the organisation to curtail Human Resource staffing levels as the department is effectively utilised. The explanation of E-HRM that is most used nowadays is that of Strohmeier (2007), which says “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.”. The explanation of E-HRM that is most used nowadays is that of Strohmeier (2007), which says “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.” Performance enhancements within the HR body, cost reductions, return on investments and improved outcome are the four most significant facts to support E-HRM investments as per a survey conducted by Watson Wyatt (2002)
Sign-in/Register to view highlights & summary Sign-in/Register to access full text options 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
