THE INFLUENCE OF ELECTRONIC HUMAN RESOURNCE MANAGEMENT PRACTICES ON EMPLOYEE PRODUCTIVITY IN HOSPITALS LOCATED IN PUNJAB, PAKISTAN

Abstract

In the contemporary business environment, the utilization of technology has become indispensable for organizations seeking to create value and secure a competitive advantage. Faced with the challenges of a competitive landscape, companies are compelled to adopt more sophisticated strategies, resulting in advancements in HR practices. Currently, prominent organizations and institutions are enthusiastically embracing the e-HRM phenomenon, recognizing that cultivating value for internal customers proves to be a more efficacious approach in achieving strategic objectives. The focal point of the study was to succinctly explore this concept and scrutinize the relationship between e-HRM practices—specifically Operational, e-Recruitment, e-Compensation, and Transformation—and employee productivity within a sample of five hospitals in Punjab. Drawing insights from existing literature, the study crafted a framework and established linkages between these e-HRM constructs. Utilizing PLS software, the author executed a measurement model to assess the reliability and validity of the data, followed by the implementation of a structural model for regression testing. The findings illuminated a positive impact of e-HRM practices, notably Operational, Transformational, and e-Compensation, on employee productivity, aligning with prior research. However, it was observed that e-Recruitment did not exhibit a significant correlation with employee productivity. This observation was attributed to prevalent recruitment practices in countries like Pakistan, where reliance on references and non-electronic methods is more common. The paper concluded by delving into the implications, acknowledging limitations, and proposing future directions for research in this domain.