Electronic Human Resource Management Research Articles

E-HRM - Transforming Human Resource Management in the Digital Age: A Conceptual study

In the digital age, Electronic Human Resource Management (e-HRM) emerges as a transformative force reshaping traditional HR practices and organizational dynamics. E-HRM was developed due to advancements in technology, resulting in a reduction of administrative tasks for HR professionals (Thathsara, 2021). This paper explores the evolution, significance, and future trends of e-HRM in the context of modern Human Resource Management (HRM). The study begins by defining e-HRM as the integration of HRM strategies, processes, and systems through information technology. It traces the evolution of e-HRM from its inception to its current state, highlighting key features, components, and advantages. Moreover, the paper delves into the implementation challenges and considerations associated with e-HRM, including resistance to change, data security concerns, and the need for comprehensive training. Furthermore, it explores future trends and innovations in e-HRM, such as artificial intelligence, blockchain technology, and virtual collaboration, and discusses their implications for HR practices and organizational performance. In conclusion, the study underscores the transformative potential of e-HRM in driving organizational excellence, employee engagement, and competitive advantage in the digital age. It calls for organizations to embrace e-HRM as a strategic enabler for digital transformation and to invest in innovative HR solutions to thrive in an ever-evolving business landscape.

Bibliometric Analysis of Trends and Themes in Human Resource Management Research: A Focus on Indonesian Scholarly Contributions


 This bibliometric analysis explores trends and themes in Human Resource Management (HRM) research, focusing specifically on contributions from Indonesian scholars. Through systematic data collection and analysis utilizing electronic databases and specialized software, prevalent topics, research methodologies, and publication trends within Indonesian HRM research were identified. The analysis revealed key clusters of research, including electronic human resource management practices, green HRM, strategic management, and innovation. Additionally, less densely covered research areas were highlighted, indicating potential avenues for further exploration. The findings offer valuable insights for academia, industry, and policymakers, facilitating informed decision-making and promoting the advancement of HRM practices in Indonesia.

Prediction model for behavioral intention to use E-HRM through awareness in Jordanian five-star hotels

Using web-based technologies in various HR procedures is the concept of Electronic Human Resource Management or E-HRM. It makes a big difference to the efficiency of the business by providing several options for getting things done quickly. Nevertheless, there has been scant investigation into this field, and its maximum potential remains untapped, despite its meteoric rise. The present research also suggests adding the Technology Acceptance Model (TAM) to the E-HRM continuity model to find out what factors affect workers' behavioral intention to use E-HRM systems, and how awareness plays a role in this. In order to help advance E-HRM as a field, this study aims to expand the theoretical bounds of existing research. 400 prospective employees were scouted from Jordanian five-star hotels as part of the convenience sampling procedure used to get the data. Starting in January 2022, the data was collected over one month. We used a Structural Equation Model (SEM) with Smart PLS on the dataset to evaluate our hypothesis. The study found that behavioral intention to use E-HRM is significantly influenced by perceived usefulness, perceived ease of use, trust, and subjective norms. The results only backed up two of the four hypotheses on the moderator effect. Hotel workers will be better able to handle high levels of stress and conduct their jobs more efficiently if the industry adopts E-HRM technology.

The Importance of e-Recruitment within a Smart Government Framework

This literary review examines the current state of research in the field of e-recruitment within the framework of smart government and its implementation in the context of modern public services. We elucidate the concepts of “smart government” as a concept of efficient, technologically supported public administration, and “electronic recruitment” as a process utilizing digital tools in the search and acquisition of suitable candidates for job vacancies. The objective of this review is to provide a brief overview of the current state of smart government, e-HRM (electronic human resource management), and e-recruitment, and analyze their interconnection. The selection of relevant sources followed the PRISMA method. In the context of defining the key functional module of e-HRM, the Grounded Theory Method (GTM) was employed. The final part of the methodological approach involved designing a research problem for future research. Specifically, the review focuses on defining the key functional module of e-HRM and proposes an orientation for future research that should concentrate on the impacts of e-recruitment on the efficiency of human resources within public services. The results of this study can serve as a foundation for future research aimed at optimizing and utilizing e-recruitment in the specific field of smart government.

A user acceptance model for e-HRM system implemented in IT and Non-IT business organizations

BACKGROUND: Nowadays organizations have made their human resource management process more strategic and serve as a strategic tool for achieving competitive advantage for the organization with the development of electronic-Human Resource Management (e-HRM) Systems. To measure e-HRM system acceptance for performing various HR functions of an organization, especially the HR department, a perception model for acceptance of e-HRM systems in IT and Non-IT organizations has been developed in this research paper. OBJECTIVE: The objective of the study is to derive an acceptance model that can predict the acceptability and the factors affecting the acceptance of e-HRM systems in IT and Non-IT organizations. For this purpose, an electronic-survey-based questionnaire with a set of questions with categorical response options has been developed and the responses collected through this questionnaire are eligible to measure the acceptance level with effectiveness and usefulness of the e-HRM systems by IT and Non-IT business organizations. METHODS: Here, the questionnaire has 22 parameters. During data collection, 400 samples are obtained from 20 IT and 20 Non-IT (other services) organizations where ten employees from each organization participated in the survey. For the Data analysis for the acceptance model and also for testing of the hypothesis, several statistical-based data analysis techniques such as Data Reliability, Cross Tabulation, Normality test, Correlation ∖& Regression-based analysis, Factor Analysis, along with Pearson Chi-Square, Mann-Whitney U, Wilcoxon W for hypothetical testings are done. Apart from these criteria, using the data analysis techniques, a well-known technology acceptance model for the e-HRM system has also been employed to test with variables of the proposed questionnaire for the acceptance of e-HRM systems. RESULTS: All the statistical tests and testing of hypotheses are done in a sequential manner for comparison purposes of factors that affect e-HRM systems in IT and Non-IT organizations. The results are reported in detail with explanations and justifications. CONCLUSION: The results of the data analyses can be concluded with finding and discussing that the acceptability of e-HRM systems by the end users in IT firms is much higher than in other service organizations because of the significant difference in presence of external factors, perceived usefulness, perceived ease of use, user attitude, and behavior between the IT and Non-IT groups of organizations.

What prevents organisations from achieving e-HRM potential?

Use of electronic human resource management (e-HRM) offers the prospect of enabling the human resource management (HRM) function to take on a strategic partner’s role in organisations. Despite the pervasive expansion of e-HRM use, there is no clear understanding of why organisations are not achieving e-HRM potential. We address this issue by investigating e-HRM adoption factors and their influence on information technology (IT) use potential to automate, informate and transform the HRM function in a sequential manner. In particular, we examine HRM professionals’ experiences with e-HRM use, including challenges, successes, and outcomes. We identified e-HRM adoption factors that enable and that constrain each stage of e-HRM use. With a focus on the inhibiting factors, our findings suggest that e-HRM potential hindered already in the automation stage diminishes e-HRM potential to subsequently informate and to transform the e-HRM function.

Prospects and Problems of Electronic Human Resource Management in Banking Sector -An Evidence from Kerala

Purpose: The purpose of this paper is to discuss the prospects and problems of electronic human resources management practices in banking sector of Kerala, in addition to these four dimensions of "Electronic Human Resource Management" are identified in the study. Design/Methodology/Approach: This paper presents the perspectives of managers in selected private and public banks in Kerala. Study participants included State Bank of India, Canara Bank, ICICI Bank, and HDFC Bank. Geographical scope of study is limited to Malappuram District of Kerala. Findings: This study identifies the areas of electronic human resources management in banking sector of Kerala along with Public and private banks are compared in terms of their practices, prospects, and problems with "Electronic HRM". Results of the study indicates that both public and private sector banks implement E-HRM, but private banks face more implementation problems than public sector banks. Conclusion: E-HRM is implemented by both public and private banks, but private banks have more problems when implementing it. Banks in the public and private sectors don't rely on traditional HR processes to manage performance, employee self-service and compensation Among them, "Electronic Human Resource Management" was implemented with 100% accuracy, followed by others with 90% accuracy.

Prospects and Problems of Electronic Human Resource Management in Banking Sector -An Evidence from Kerala

Purpose: The purpose of this paper is to discuss the prospects and problems of electronic human resources management practices in banking sector of Kerala, in addition to these four dimensions of "Electronic Human Resource Management" are identified in the study. Design/Methodology/Approach: This paper presents the perspectives of managers in selected private and public banks in Kerala. Study participants included State Bank of India, Canara Bank, ICICI Bank, and HDFC Bank. Geographical scope of study is limited to Malappuram District of Kerala. Findings: This study identifies the areas of electronic human resources management in banking sector of Kerala along with Public and private banks are compared in terms of their practices, prospects, and problems with "Electronic HRM". Results of the study indicates that both public and private sector banks implement E-HRM, but private banks face more implementation problems than public sector banks. Conclusion: E-HRM is implemented by both public and private banks, but private banks have more problems when implementing it. Banks in the public and private sectors don't rely on traditional HR processes to manage performance, employee self-service and compensation Among them, "Electronic Human Resource Management" was implemented with 100% accuracy, followed by others with 90% accuracy.

Implementation of E-HRM (Electronic Human Resource Management) with Zoho Application: A Case Study

Electronic Human Resource Management (e-HRM) is an information system that handles problems related to human resource management in an organization (company). The problem raised in this research is the company's limitations in the management of existing Human Resources (HR), with a proposed solution in the form of an integrated Human Resource management information system. In implementing this e-HRM system using tools from a third party, namely Zoho, Zoho is a platform that allows HRD / Personnel to carry out human resource management starting with the recruitment or outsourcing process and continuing with the process of managing existing human resource data in the company. From the research that has been done, the results that the use of modules contained in Zoho can help companies company by 83.22% in conducting employee management.

Employing E-HRM to attain contemporary organizational excellence at the Jordan social security corporation

This study aims to examine the role of electronic human resource management (E-HRM) in contemporary organizational excellence in Jordan Social Security Corporation (SSC) to understand how SSC organizational excellence was impacted by E-HRM in Jordan. A questionnaire was created and delivered to 100 employees in the institution to complete this study. Out of this distribution, 82 usable questionnaires were retrieved for the purpose of analysis. The findings revealed that there was a significant statistical relationship between all functions of E-HRM and organizational excellence. Moreover, the findings revealed that Jordanian social insurance companies should expand the use of E-HRM to attain organizational excellence in all areas. Discussion, conclusion, and future work are depicted at the end of this study.

The Impact of Electronic Human Resources Management in Achieving Entrepreneurship

The current study aims to understand and analyze the relationship between the independent variable, electronic human resources management, represented by its dimensions (E-recruitment, E-training, E-development, E-performance evaluation, E-compensation), and the dependent variable is entrepreneurship with its dimensions (creativity, initiative, risk-taking), and the researcher adopted on a scale through the statistical program (SMART PLS) analysis of these dimensions to analysis the sample of 7 commercial banks in Iraq. The research problem was represented by the following question: (Is their perception and awareness of the benefits of electronic human resources management in achieving entrepreneurship), too many results, the most important of which was the presence of a positive correlation with moral significance between the variable electronic human resources management and entrepreneurship. This indicates any integration between the variables. The study came out with a set of recommendations, the most important of which was that the company must keep pace with new and continuous developments and releases, and include these releases in its products more widely than they are now to face the changes. Which may occur in customer desires due to technological innovations in the product. The electronic human resources system must be applied in all organizations because it contributes to achieving entrepreneurship.

Hospitality 2.0: Decoding E-HRM's Role in Innovation and Sustainability

The aim of this research paper is to engage with the ongoing scientific discourse surrounding the impact of electronic human resources management (E-HRM) technology on organizational sustainability, performance, and innovation within the context of the dynamic Saudi Arabian hospitality industry. Drawing upon a quantitative research methodology, this study seeks to unveil the intricate relationship between the latent variable (e-HRM) and the dependent variables, namely, organizational innovation, organizational performance, and organizational sustainability. The systematic organization of literary sources and research approaches underpins the comprehensive nature of this study, which holds particular relevance against the backdrop of Saudi Arabia’s ambitious Vision 2030 development plan. The plan envisions diversifying the economy, reducing dependence on oil, and fostering sustainable growth – objectives that resonate strongly with the challenges and opportunities within the hospitality sector. The paper progresses logically, employing robust statistical software such as SPSS version 25 and SmartPLS 3.3.5 to rigorously evaluate and test the measuring and structural models. This meticulous approach includes hypothesis testing to assess indicators’ reliability, convergent validity, and discriminant validity. The study meticulously examines a sample of 438 employees within the Saudi hospitality industry. Methodological tools, including detection analyses and correlation analysis, are deployed to ensure the integrity and accuracy of the data. The Saudi hospitality industry is strategically selected for its pivotal role in job creation, economic prosperity, and overall image projection. Empirical analysis forms the crux of this paper, revealingcompelling results that underscore the positive and significant influence of e-HRM technologies on organizational innovation, organizational performance, and organizational sustainability. The model’s robust fit, as evidenced by the SRMR value of 0.074 and the NFI score of 0.911, accentuates the reliability and validity of the research. Furthermore, the paper employs the blindfolding technique to assess the model’s predictive validity, revealing effect sizes of 0.223, 0.109, and 0.439 for organizational innovation, organizational performance, and organizational sustainability, respectively. This research not only empirically confirms but also theoretically substantiates the pivotal role of e-HRM technologies in shaping organizational outcomes. By delving into the mediating relationship betweenorganizational performance and organizational innovation, this study contributes significantly to understanding how e-HRM technologies can be a catalyst for organizational sustainability in the unique context of the Saudi hospitality industry. Beyond the academic realm, the findings provide actionable insights for policymakers, industry professionals, and stakeholders, aligning with the overarching goals of Saudi Vision 2030 to foster sustainable growth and development.

Experimental analysis on microstructure, mechanical properties, and corrosion behavior of TIG welded AISI 444 ferritic stainless steels

This study examined the nexus between electronic human resource management (e-HRM), employee engagement and organizational performance in small- and medium-sized Saudi firms. In total, 180 participants were randomly selected using convenience sampling. Structural equation model-partial least squares SEM-PLS, was applied for analysis purposes. The outcomes of this study show that there is no statistically significant relationship between organizational performance and e-HRM. E-HRM and employee engagement, as well as employee engagement and organizational performance, have a strong beneficial association. The results highlight the necessity of establishing efficient E-HRM procedures as a strategy to raise employee engagement and promote organizational performance.

Investigating electronic human resource management systems, sustainable innovation, and organizational agility on sustainable competitive advantage in the manufacturing industries

Investigating electronic human resource management systems, sustainable innovation, and organizational agility on sustainable competitive advantage in the manufacturing industries

Elevating Public Sector HR: A Comprehensive Exploration of E-HRM Adoption Drivers

This comprehensive study explores the intricacies of Electronic Human Resource Management (eHRM) adoption within public sector organizations. Focusing on adoption drivers, e-HRM typologies, and the evolving role of technology, the research uncovers diverse opportunities and challenges faced by government agencies in the digital era. The findings emphasize the potential of e-HRM to enhance both strategic HR functions and operational efficiency. The proposed conceptual model, incorporating organizational, political, legal, social, technological, economic, and environmental perspectives, provides a nuanced understanding of the complexities surrounding e-HRM adoption. By acknowledging the transformative influence of Artificial Intelligence (AI) on HR practices, the study underscores the interconnected nature of HRM effectiveness and organizational outcomes. In conclusion, this research contributes valuable insights for HR practitioners and decision-makers navigating the dynamic landscape of eHRM adoption in the public sector. It emphasizes that while e-HRM holds great potential for improving organizational functions; its effective deployment requires a customized strategy and a deep understanding of the organizational context. The discussion on technologydriven HR transformations is enriched by insights into the impact of AI on HR practices and the relationship between HRM effectiveness and organizational outcomes. This study serves as a foundation for informed decisionmaking, practical implications for HR practitioners, and a significant contribution to the ongoing conversation on the future of HR management in the public domain.

A STUDY ON ELECTRONIC HUMAN RESOURCE MANAGEMENT (E-HRM) PRACTICES IN APEX FOOTWEAR LIMITED

This study looks at Apex Footwear Limited's Electronic Human Resource Management (E-HRM) practices. Human resource services are made available to a wider range of organizational stakeholders, such as HR departments and employees, through web-based technology in E-HRM. The study's inception followed a comprehensive exploration of the transition from traditional HR to E-HRM, recognizing the integral role of technology in enhancing HR functions, reducing time wastage, and creating a competitive advantage. The primary objective of this study is to investigate E-HRM practices within Apex Footwear Limited. Key goals include scrutinizing E-HRM practices across different departments, gauging employees' perceptions of E-HRM, assessing its impact on organizational development, identifying implementation obstacles, and providing pertinent recommendations for leveraging E-HRM to enhance organizational performance. The research adopts a descriptive-analytical approach, incorporating both primary and secondary data. A structured questionnaire comprising 11 questions on E-HRM was designed for the study. The study encompasses 80 administrative and management staff members at Apex Footwear Limited, ranging from top-level executives to supervisors, using a convenient sampling approach. The study confirms the positive impact of E-HRM on organizational performance, with employees demonstrating a high level of awareness and satisfaction regarding the system. The study uncovers various challenges in implementing E-HRM, including insufficient financial support, time management issues, and resistance to change. To overcome these challenges, the study recommends aligning E-HRM systems with HR needs, expanding options under E-HR technology, facilitating online training, regular system updates, fostering employee commitment, and adapting to work environment variables.

E-HRM: Learning approaches, applications and the role of artificial intelligence

E-HRM (Electronic Human Resources Management), which is derived from the concept of HRM (Human Resources Management) plays a significant role in automating certain key processes in the department of human resources. One of the modules of E-HRM is the training or the learning module, which when combined with a digital source turns out to be an E-Learning (Electronic Learning) or E-Training (Electronic Training) module. This is a transformation of converting the learning platform from an offline to an online mode. The organizations to increase their level of training from their employees should look for a fast-paced solution at a shorter turn-around time and the prime way to perform such a strategy is to automate the whole process of training and predict the training need and outcome. This research paper is focused on two aspects of e-learning i.e., how an e-learning system is collaborated with an intelligent system in the form of Artificial Intelligence and the other aspect is how an employee turn over data fetched from organizations in the IT (Information Technology) sector can help understand the real requirements of learning among employees in the IT organizations.

Employee perception of electronic human resource management and COVID-19 restrictions in public organizations: the experience of Ghana Revenue Authority, Bono Region

AbstractThe purpose of this study was to find out what measures were taken to manage human resources during the COVID-19 pandemic by the Ghana Revenue Authority in Ghana. This was necessary because, even though electronic human resource practices have been implemented in most public organizations in the country, it was uncertain whether or not these practices were vital in delivering public service during the peak of the pandemic at the regional level due to government restrictions implemented to curb the spread of the virus. The study used 78 employees of the Ghana Revenue Authority in the Bono Regional Office of the Ghana Revenue Authority. The study used inferential statistics by employing Pearson correlation and multiple regression techniques to test the effect of employee perceptions, electronic human resource management practices, and COVID-19 practices on electronic human resource adoption. The findings revealed that e-human resource practices had the strongest effect on e-human resource adoption with a beta value of 0.781 and a p value of 0.000, followed by employee perception with a beta value of 0.272 and a p value of 0.004. Significantly, the entire effect of the COVID-19 practices was statistically insignificant yet positive. Overall, the four regression models were significant (p < 0.01), with the fourth model indicating R2 to be 0.677 points. Based on the findings, the study recommends that the Ghana Revenue Authority focuses more on transformational human resource management strategies to increase employee adoption of electronic systems. Furthermore, it is suggested that the organization includes employees in new technologies that improve their performance. Our findings are significant because the outbreak of COVID-19 made scholars focus more on flextime, health and safety, and remote working practices. Little has been done to determine whether or not the new normal has impacted how electronic human resource practices have been implemented in public sector organizations compared to the private sector. So, this study stands out as one of the critical studies in electronic human resource management practices in sub-Saharan Africa. Graphical Abstract

Electronic human resource management (e-HRM) adoption; a systematic literature review

e-HRM is a web-based technology that directly contributes to organisational effectiveness and supports different organisational functions. Even though the researchers have investigated different aspects of e-HRM adoption and reviews of them available, there are gaps in the current knowledge relating to the subject. Thus, the main objectives of this study were to assess (1) the current knowledge and (2) the areas where empirical research is lacking in e-HRM adoption. The systematic literature review methodology was followed to address these objectives. Twenty articles published from 2010 to 2021 were included in the review from Scopus. The article selection criteria, materials and methods, analysis, and findings’ reporting structure were followed based on the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA). The findings categorised e-HRM research into six main themes. They are (1) factors and outcomes of e-HRM adoption/usage, (2) e-HRM value creation, (3) strengthening the employee-HR department relationship, (4) the dark side of e-HRM, (5) virtual organisations and organisational innovations, and (6) the motivation for strategic business value creation. These themes represent two research areas: the factors and outcomes of e-HRM adoptions. Gaps in e-HRM research continue to exist in the empirical research environment. Accordingly, our findings have implications for improving e-HRM application and future research.

A Comparative Study of Employee Satisfaction Towards Electronic-Human Resource Management (E-HRM) in Information Technology and Automobile Sector

In this study the aim was to compare IT and Automobile sectors towards the perspective of observing the employee satisfaction towards E-HRM. Technology has grown widely around the globe in all the sectors, and especially Electronic Human Resource Management (E-HRM) is hard to manage in any organization, in the aspect of human capital and satisfaction. A study with collected data of total 50 employees from prominent private organizations is involved, which attempts to analyse the satisfaction level of employees towards E-HRM