Abstract
For decades ago precisely during the late 70’s personnel management and administration was chosen to be the desirable for office practices as far as designing and maintaining payroll as well as keeping employee records is concerned. Normally this information is kept in a data base and retrieved on demand. This was however to be replaced by the sophisticated technology based human resource management (E-HRM) that emerges to help modernize, update and re structure core human resource management (HRM) practices, reduce costs, and perk up efficiency. This study investigates the connection between performance management system, technology based human resource management (E-HRM) and employee retention; among academics in higher educational institutions in Nigeria. The findings revealed that the successes and achievements of technology based HRM in companies are not beyond the reach of higher educational institutions.
Highlights
This study investigates the connection between performance management system, technology based human resource management (E-HRM) and employee retention; among academics in higher educational institutions in Nigeria
The findings revealed that the successes and achievements of technology based HRM in companies are not beyond the reach of higher educational institutions
This definition is further enhanced in the argument by Strohmeier (2009) who pointed out that E-HRM depicts an information technology application to support the performance of HRM practices by both individual and the group or collective actors in an organization
Summary
There are numerous interpretations of the concept of technology based HRM (E-HRM) by several scholars in the academia, the most popular works in the field of E-HRM today are those of Strohmeier (2009), Ruel et al (2007), Bondarouk (2011), Sareen (2012), Lepak et al (2007), Guiderdoni (2009), Imperatori and De Marco (2009), Marler, (2009), Pawlowski and Richter (2010) and Stone (2009). Perhaps the most cited definitions of E-HRM are those which were put forward by Strohmeier (2009) and Strohmeier and Kabst, (2009) i.e. E-HRM was clearly defined as a way of executing and implementing HRM practices, policies and strategies via conscious support of web based technology. Academics in higher educational institutions in Nigeria have been accused by many of being always un satisfied in their jobs and obsessed to be in the comfort zone against all odds, very tough, controversial and greedy that even after their demands were met, their commitment cannot be guaranteed as they tend leave the higher educational institutions at will
Sign-in/Register to view highlights & summary Sign-in/Register to access full text options 
Free) 
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 call
