e-HRM Implementation Research Articles

The Role of Labour Productivity in the Influence of E-HRM on Sustainability Performance with Organizational Agility as a Moderating Variable in MSMEs

In this era, technological advances benefit many aspects of work, including Human Resources Management (HRM). Implementing E-HRM helps organizations improve efficiency, reduce paper waste, and support sustainability principles. The study aims to examine the impact of E-HRM on Sustainability Performance, mediated by Labour Productivity and moderated by Organizational Agility. The research was conducted on MSMEs in Batam City, using a purposive sampling technique to obtain primary data from 200 respondents by distributing G-From questionnaires. The quantitative analysis method used is SmartPLS software. The research results of the hypothesis that shows a direct and significant positive effect on Sustainability Performance is Labor Productivity. Meanwhile, E-HRM implementation has a positive, not significant, effect on Sustainability Performance but has a positive, significant impact on Labour Productivity. The proven indirect research hypothesis is the relationship between E-HRM implementation and Sustainability Performance mediated by Labor Productivity. The theory that E-HRM implementation significantly positively affects Labour Productivity through moderation of organizational agility has yet to be proven. This research is expected to cover a broader range of research and can be used as a reference for other studies.

The Effect of E-HRM Implementation on Employee Performance in Manufacturing Companies

The research aims to study the impact of e-human resources management (e-HRM) on employee performance and determine the relationship between job satisfaction in manufacturing industrial companies in the city of Batam. This research has seven variables studied, using samples from PT. Venturindo Jaya Batam, PT. Sat Nusapersada, Tbk. and PT. LKD Multi Industri, with a total of 452 respondents. Data was obtained from distributing questionnaires using a Likert scale, and the analysis tools used were SmartPLS and SPSS. The results found that e-HRM has evidence that it can increase job satisfaction and employee performance in manufacturing companies in the city of Batam. What can be seen from the results is that there are only two that have a positive and significant effect on employee performance and employee job satisfaction is not significant.

Adoption of Human Resource Information Systems

This research investigated the critical factors influencing the successful adoption of E-HRM systems. Leveraging an updated DeLone and McLean IS Success Model, the impact of system quality, information quality, and service quality on system usage and user satisfaction were explored, ultimately linking these factors to E-HRM adoption success. A quantitative approach was employed, with data collected through a meticulously designed survey distributed to employees. Structural equation modeling (SEM) facilitated a rigorous analysis of the relationships between variables, while descriptive statistics painted a clear picture of the data landscape. SmartPLS 4.0 served as a robust tool for data analysis. The findings revealed a compelling narrative. Six of the nine hypotheses achieved significance, highlighting the direct and indirect influences of system quality, information quality, and service quality on system usage and user satisfaction. Notably, system usage emerged as a vital mediating variable, bridging the gap between system attributes and successful adoption. This underscores the pivotal role of encouraging user engagement and positive system experiences. Furthermore, the analysis unveiled a fascinating interconnectedness among all six variables. Each element, like a meticulously interwoven thread, contributes to the tapestry of successful E-HRM adoption. This interplay emphasizes the importance of a holistic approach, where no single factor reigns supreme but rather a harmonious synergy propels the system toward success. In conclusion, this study offers valuable insights for optimizing E-HRM implementation. High-quality systems with accurate and user-centric information, coupled with exceptional service, pave the way for a thriving E-HRM environment. By fostering user engagement and nurturing a holistic approach that recognizes the interconnectedness of key factors, organizations can unlock the true potential of their E-HRM systems, transforming them into catalysts for success.
 Keywords: E-HRM, system quality, system use, user and system satisfaction

Essential Integration of eHRM 4.0 Approach, IT Infrastructure and CEO Support to Support Supply Chain Performance in Small-Scale Logistics Companies

INTRODUCTION: IT infrastructure resources in large-sized companies have evolved into large-scale intelligent enterprise systems due to the emergence of Big Data, Internet of Things, and artificial intelligence technologies.OBJECTIVES: The purpose of this study was to analyze the effect of eHRM implementation and the availability of IT infrastructure on top management/CEO support and the performance of logistics companies in Semarang city. METHODS: This study uses a quantitative method with an analytical tool using SEM-PLS. The sampling method for this study used a purposive sampling technique with a total sample of 120 samples. RESULTS: IT infrastructure has a significant effect on top management support in logistics companies, the role of eHRM has a significant effect on top management support, the role of eHRM has a significant effect on CEO support, eHRM has a significant effect on company performance, IT infrastructure has a significant effect on company performance, support CEO has a significant effect on company performance, IT infrastructure has a significant effect on company performance, and the role of eHRM has no significant effect on company performance.CONCLUSION: IT Infrastructure and CEO Support influence Supply Chain Performance in Small-Scale Logistics Companies.

A Study on the Impact of e-HRM Implementation on Employee Turnover Intention: The Mediating Role of Organizational Commitment

A Study on the Impact of e-HRM Implementation on Employee Turnover Intention: The Mediating Role of Organizational Commitment

The Impact of e-HRM on Teacher Performance A Case of Higher Educational Institutions in Sindh Province

This study investigated the impact of Electronic Human Resource Management (E-HRM) on teacher performance in public universities in Sindh, Pakistan. The research design combined surveys and interviews, employing a mixed-methods approach to collect data from teachers currently serving in the selected universities. The study explored e-HRM practices in planning, training and development, and monitoring. The findings revealed a discernible connection between e-HRM variables and teacher performance, with planning, training and development, and monitoring showing significant positive impacts. The exclusion of the evaluation variable raises questions about measurement challenges. The findings have implications for policymakers and university administrators, emphasising the need for robust e-HRM systems to optimise human resource management and enhance teaching staff capabilities. The study contributes to the theoretical framework drawing upon Human Capital Theory, the Resource-Based View, and the Scholarship of Teaching and Learning movement. Recommendations for future research include refining evaluation metrics, conducting longitudinal studies, exploring context-specific challenges, and addressing issues related to e-HRM implementation in higher education institutions. Inclusively, the study provides valuable insights into the transformative potential of E-HRM in optimising teacher performance and fostering institutional excellence in the educational landscape of Sindh province, Pakistan.

The Moderating Role of HR Service Quality Between e-HRM and Employee Performance

The objective of this research is to investigate the relationship between e-HRM implementation and employee performance in organizations that use e-HRM, both directly and indirectly mediated by HR service Quality. Using variant-based structural equation (SEM) modeling techniques or partial least squares regression, this research examined the direct relationship between e-HRM and performance, as well as relationships moderated by HR service quality (PLS). Based on the findings, e-HRM has a positive and significant impact on employee performance. Our results additionally highlight the significance of designing and implementing e-HRM so that managers can support the organization's workflow and employees can perform more efficient HR and non-HR tasks. Current research has revealed an emerging relationship between E-HRM, but it has only examined the potential impact of E-HRM. This research also contributes to the e-HRM literature by identifying how e-HRM can improve performance by perceiving the quality of HR services.

Factors influencing electronic human resource management implementation in public organisations in an emerging economy: An empirical study

Purpose: Governments in developing countries are riddled with operational inefficiencies. Many have turned to electronic service delivery to address these operational problems. With coronavirus disease 2019 (COVID-19) pandemic, the push for digitalisation has only got stronger. We use the technology acceptance model (TAM) and innovation diffusion model (IDM) to investigate the factors that influence the implementation of electronic human resource management (e-HRM) in selected public organisations in an emerging economy.Design/methodology/approach: Data were collected from key informants composed of human resource (HR) officers, supervisors, line managers and sections of employees in selected public sector organisations. The data were analysed using hierarchical regression techniques.Findings/results: The various dimensions of TAM and IDM were found to contribute to the implementation of e-HRM in public organisations significantly. Specifically, perceived simplicity of usage, perceived usefulness, self-efficacy, compatibility and facilitating conditions showed significant positive effects on e-HRM implementation intentions. Furthermore, compatibility and perceived ease of use significantly predicted perceived usefulness of e-HRM.Practical implications: The influence of the dimensions of TAM and IDM in e-HRM implementation intentions in public institutions in this study dictates that governments in developing nations need to pay attention to both technology features and employee’s technology capabilities to ensure smooth digitalisation of government business.Originality/value: The integration of TAM and IDM in assessing e-HRM implementation in a developing nation enriches e-government and HR management literature.

Electronic Human Resource Management Practices, Information Technology Capability and Organisational Performance: A Review Paper Toward Conceptual Framework

This paper provides a conceptual framework for studying the influence of Electronic Human Resource Management practices and information technology capability on organisational performance. This paper aims to increase our understanding of the organisational performance as the phenomenon focus on that is considered the dependent variable, the e-HRM practices are the independent variables, and IT capability is the moderating variable. Such conceptual framework can provide guidance for future research to help in the identification, realisation and assessment of e-HRM implementation benefits. Special focus is put on organisational performance. Moreover, this conceptual framework complements and continues former literature and presents a new delineated framework for considering research on e-HRM practices influence on organisational performance. This conceptual framework will be our empirical study in the future, which will contribute to HRM literature and determines the potency of e-HRM and its effect on organisational performance.

Identification of the Factors Influencing the E-HRM Implementation: Insights from the Private Banks of Bangladesh

Identification of the Factors Influencing the E-HRM Implementation: Insights from the Private Banks of Bangladesh

PENERAPAN ELECTRONIC HUMAN RESOURCE MANAGEMENT (eHRM) DI BAGIAN TATA USAHA BALAI BESAR WILAYAH SUNGAI BENGAWAN SOLO

<p><em>The objectives of the research are to know: (1) implementation of Electronic Human Resources Management (eHRM) in the the administration department of Bengawan Solo River Area Central Center. (2) faced obstacle in the implementation of eHRM in the administration department of Bengawan Solo River Area Central Center. (3) efforts to solve the obstacle in the implementation of eHRM in the administration department of Bengawan Solo River Area Central Center. The research used to qualitative research method. The sources of data were informants, events and places, and documents. The technique of collecting data used observation, interview, and document analysis. The technique of validiting data used source and method triangulation. The data were analyzed by interactive model. The results of the research showed that: (1) implementation eHRM information system give convenience to manage and access personnel information, give time and cost efficiency, and guarantee the transparency in every personnel process. (2) the obstacle in implementing eHRM is technical constraint in server which manage centrally and the limitation of human resources ability in eHRM operation. (3) the effort to solve the obstacle in eHRM implementation is coordination among verificator 1, verificator 2, verificator 3 and accompaniment for personnel had obstacle in eHRM operation</em>.</p>

Influence of e-HRM and Human Resources Service Quality on Employee Performance

This study aims to analyze the relationship of e-HRM implementation to employee performance both directly and indirectly through the intervening of the Human Resource service Quality variable, both practically and theoretically. This study uses variance-based structural equation modeling (SEM) techniques with partial least square (PLS) statistical testing tools to test the direct relationship of e-HRM and the performance and relationship moderated by Human Resources service quality tested on 200 civil servants in five offices under the coordination of the Government of the South Sulawesi Province of Indonesia. The data collection model in this study uses an online survey. The data analysis stages through the explanatory concept consist of, first, the interpretation of the distribution of the average frequency of respondents' answers; second, outer-loading; third, determination of the validity and reliability; fourth, the coefficient of determination test and partial test; fifth, the GoF model; sixth, validity test; and seventh, hypothesis testing. This study explores four hypotheses in a comprehensive fashion; the results of this study show that all hypotheses have positive and significant effects both through direct and intervening relationships. Among the three direct relationships, the relationship of e-HRM variables on HR Service Quality is greatest and most dominant.

E-HRM implementation, adoption and its predictors: a case of small and medium enterprises of Pakistan

The purpose of this study is to investigate the predictors of E-HRM implementation and adoption in the small medium enterprise (SMEs) in the manufacturing sector. Three main predictors including conventional HRM practices, availability of resources and employees attitude towards E-HRM were analysed. Data was collected through a questionnaire survey and 500 employees participated in this survey. Results reveal that E-HRM heavily depends on employee attitude towards E-HRM and availability of resources. Conventional HRM practices including training and development, compensation and benefits and performance appraisal also have an essential role. The readiness of implementing and adopting E-HRM practices in small and medium enterprises heavily dependent on expertise, financial and technical resources. This study will help managers to develop a strategy for effective implementation of E-HRM in small, medium enterprises (SMEs) in the manufacturing sector.

E-HRM implementation, adoption and its predictors: a case of small and medium enterprises of Pakistan

E-HRM implementation, adoption and its predictors: a case of small and medium enterprises of Pakistan

E-HRM Prospects and Challenges in Public Sector of Bangladesh

Human resource management plays very vital role in an organization. Everything can copy but good human resource won’t. The aim of this study is to find out the elements influencing e-HRM (electronic-Human Resource Management) current practices in Bangladesh Public sector. Recent lookup has proven that electronic human resource management (e-HRM) plays an essential position in bettering the performance of human resource (HR) departments. The giant technological advancements have had a sizeable influence on human beings' management, leading to the improvement of e-HRM. The findings grant insights into the delusion surrounding the lack of and gradual practices of e-HRM among public organization in developing economies. Secondary data was collected from various papers as well as worked on qualitative data. If public sector fail to adopt e-hrm , it will not keep pace with present world. COVID-19 teaches a very good lesson for adapting e-hrm . The e-HRM practices lookup presented in this paper extends recognized standards for e-HRM implementation, via bringing collectively influential factors – benefits, obstacles, and risks, thus, enabling authorities in growing public sector to produce more significant energetic proposals for e-HRM practice.

ORGANISATIONAL CHALLENGES AND BENEFITS OF E- HRM IMPLEMENTATIONS IN GOVERNMENTAL ORGANISATIONS: THEORETICAL SHIFT FROM TOE MODEL

The main purpose of this article is to extend organisational context of TOE (Technology- Organisation- Environment) model through understanding the challenges and benefits of e-HRM implementation in governmental organisations in Bangladesh. The main contribution of this perspective is to demonstrate a theoretical shift from 1990 to 2018 because the advanced technology is a critical part of the organisations in the current century. In order to do this research, we conducted 30 semi- structured qualitative interviews (15 in each organisation) at Ministry of Foreign Affairs, and Ministry of Public Administration in Bangladesh. Based on the findings of this research, we found ‘IT (Information Technologies) Knowledge and Skills’, ‘Change Process’, ‘Employees’ satisfaction and motivation’, and ‘emerging role conflict’ as a micro- organisational context in addition to macro- organisational context that are ‘formal and informal linking structures’, ‘communication process’, ‘size’, and ‘slack’. Thus, we provided a theoretical contribution to the previous TOE model and we developed the model based on the current technology and organisational environment.

POLITICAL BENEFITS, BARRIERS, AND RISKS OF E-HRM IMPLEMENTATIONS IN BANGLADESH PUBLIC SECTOR ORGANISATIONS: AN INSTITUTIONAL PERSPECTIVE

This research aims at exploring a political perspective that includes political benefits, barriers and risks to E-HRM implementation in the context of Bangladesh through adopting an institutional perspective. In order to achieve this aim, we conducted 30 semi-structured qualitative interviews (15 in each ministry) in the Ministry of Foreign Affairs and Public Administration. Based on the interviews, the findings were thematised as three categories: political benefits, political barriers, and political risks. This research makes a robust contribution to the field as indicating different aspects of political perspectives by adopting an evidence-based approach that comes from the qualitative orientation of this research. This also provides a map for understanding current political benefits, barriers and risks regarding e-HRM implementation.

POLITICAL BENEFITS, BARRIERS, AND RISKS OF E-HRM IMPLEMENTATIONS IN BANGLADESH PUBLIC SECTOR ORGANISATIONS: AN INSTITUTIONAL PERSPECTIVE

This research aims at exploring a political perspective that includes political benefits, barriers and risks to E-HRM implementation in the context of Bangladesh through adopting an institutional perspective. In order to achieve this aim, we conducted 30 semi-structured qualitative interviews (15 in each ministry) in the Ministry of Foreign Affairs and Public Administration. Based on the interviews, the findings were thematised as three categories: political benefits, political barriers, and political risks. This research makes a robust contribution to the field as indicating different aspects of political perspectives by adopting an evidence-based approach that comes from the qualitative orientation of this research. This also provides a map for understanding current political benefits, barriers and risks regarding e-HRM implementation.

Factors influencing E-HRM implementation in government organisations

PurposeThe purpose of this paper is to investigate the factors influencing the implementation of electronic human resource management (e-HRM) in Bangladesh government organisations. Recent research evidence has shown that e-HRM played a significant role in enhancing the performance of human resource (HR) departments in private sector organisations. While similar practices are expected from government domain, there is no empirical research evidence to support this proposition. Given the significant technological advancements today, e-HRM as a strategic tool has grown to encompass seamless functionality to support organisations in providing tactical capability, reducing cost and continuous service improvement as well as the quality of service delivery. Although several private and public sector organisations have implemented e-HRM, its application within government domain in developing regions is limited. This can be attributed to the bureaucratic nature of public sector organisation, which are often slow to adopt changes.Design/methodology/approachThe study adopts a qualitative and multiple case study research approach.FindingsThe findings provide insights into the myth surrounding the lack of and slow implementation of e-HRM among public sector organisation in developing economies but also serve as empirical data for further research.Research limitations/implicationsThe low level in the number of public organisations that have implemented e-HRM applications in developing countries may be responsible for the dearth of empirical studies in this area. The dearth of empirical studies and the need to understand the factors that influence the implementation of e-HRM in public sector organisations led the authors to investigate the factors influencing the implementation of e-HRM in public sector organisation.Practical implicationsFindings from two case organisations exhibit that such an approach contributes towards more healthy and robust decisions for e-HRM implementation and specifies that it is acceptable by the case study organisations. The findings from this research can serve as a source of understanding the particular context in which the study was undertaken. Moreover, it should serve as a catalyst for understanding organisations in similar socio-politico and economic context.Originality/valueThis research advances and contributes to the body of knowledge as it examines factors influencing the implementation of e-HRM in Bangladesh public sector organisations and proposes a model for e-HRM implementation in government organisations in developing economies. The e-HRM implementation research presented in this paper extends recognised standards for e-HRM implementation, by bringing together influential factors – benefits, barriers and risks, thus, enabling government organisations in developing nations to produce more vigorous proposals for e-HRM implementation.

Does e-HRM lead to better HRM service?

Electronic Human Resource Management (e-HRM) is often assumed to increase HRM service quality. This paper empirically examines the relationship between e-HRM and HRM service quality and addresses two calls from recent e-HRM studies, namely to highlight (i) the importance of the interplay between technological and organizational aspects and (ii) the finding that improved HRM service quality is a consequence of e-HRM implementation. We argue that the key drivers of HRM service quality are the strengths both of HRM and of e-HRM. The relationship may be mediated by the frequency of e-HRM usage. In addition, building on Adaptive Structuration Theory, the degree to which mediation occurs may differ within regimes of high and low e-HRM appropriation. We use moderated mediation analysis on a sample of 140 employees of an administration unit to shed light on the drivers of HRM service quality. While we identify strong positive direct effects of HRM strength and of e-HRM strength, we fail to uncover either mediation or contingent mediation effects. The study contributes to e-HRM research by identifying the main antecedent of HRM service quality as HRM strength.