Electronic Human Resource Management Research Articles

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.

The effect of e-HRM and digital orientation on MEs' performance in Amman: The moderating role of government support

Human resource management is essential to the success of the organization based on the concept that an organization achieves a competitive edge by effectively and efficiently utilizing its people. However, HR professionals require organizational support to increase employee commitment and passion for their work. In this study, the goal of the study is to explore the moderating impact of government support in the relation between electronic human management (E-HRM), digital orientation, and performance of medium enterprises. To examine the relationships, the researcher collected data from 309 managers from Amman's medium-sized businesses via a survey questionnaire. Partial least squares-structural equation modelling (PLS-SEM) is used in statistical analysis to evaluate the data as well as test hypotheses. The data showed that E-HRM and digital orientation have a good and substantial impact on ME performance. Furthermore, government support has a positive and significantly moderating effect between digital orientation and ME performance. On the other hand, government support has insignificant moderating influence on E-HRM and ME performance. This research extends to the literature on digital services and electronic human resource management practices in the sector of local medium enterprises. This research also discusses the implications and the future directions. One of these is that the study framework gives guidelines to HR practitioners on what competences they should focus on to improve in digital and electronic human resource management. According to the results of this research, HR professionals in medium-sized businesses should be involved in digital services, strategy planning and implementation in their organizations.

The Evaluation of Electronic Human Resources (eHR) Management based Internet of Things using Machine Learning Techniques

The eHR solutions are frequently employed in large organizations and sectors. For the company, such eHR is extremely competent, congruent, affordable, and committed. These days, eHR is greatly impacted by the Internet of Things (IoT), which provides eHR functions like standards, privacy, and security with a variety of facilities and supports. There are several uses for eHR and IoT together to execute plans, rules, and practices inside the company. The five essential components of an eHR are e-Selection, e-Recruitment, e-Performance, eCompensation, and e-Learning. The suggested system in this study consists of two components. The first section covered a discussion and detailed explanation of the different eHR tasks using examples. The second section describes and provides examples of analytics of data using IoT for every eHR task. The four parts of the data analytics section are as follows: (a) preparing the data; (b) choosing features; (c) classifying the data; and (d) assessing performance. Four HR analytic datasets gathered at the Kaggle site were used to conduct extensive experimentation for each eHR activity. Ultimately, each dataset was used to perform performance with appropriate reasons for each eHR activity. CART outperformed kNN and SVM classifiers in terms of 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.

E-HRM SYSTEM AT THE FISH BREEDING RESEARCH CENTER (BRPI) SUKAMANDI USING WATERFALL METHOD

This research discusses the theme of developing an information system for human resource management (HR) at the Sukamandi Fish Breeding Research center(BRPI). Some processes at BRPI are still carried out in common ways, such as applying for leave, transferring employees, pension information, and preparing reports. This condition results in problems that arise, such as delays in managing and processing employee information and data by Civil Service Staff. This is designing an e-HRM (electronic-Human Resource Management) information system that can produce accurate information in a short time, as well as providing a reference basis for agencies in overcoming existing problems. The research method used is the waterfall development model which begins with analyzing user needs based on the actors involved, designing tailored to user needs, implementation, verification and the final stage of maintenance. The discussion in this research includes employee data management, such as employee transfers, leave requests, pension information, and making reports at BRPI Sukamandi. The result of this research is to design and build an information system for BRPI Sukamandi that makes it easier for Civil Service staff to organize, process and maintain data about personnel (employees) and then increase the productivity of each employee.

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

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.

TRANSFORMING THE FUTURE OF FINANCIAL INSTITUTIONS: CRITICAL ROLE OF ELECTRONIC RECRUITMENT, SELECTION AND EVALUATION

Banking sector has been progressively using electronic human resource management (E-HRM) practices with aim of optimizing and rationalizing human resource operations. Investigating how electronic human resource management (E-HRM) practices affect financial institutions' operational effectiveness is the major goal of this research. Data from a small sample of financial firms that have implemented E-HRM practices is gathered for the research, which employs quantitative technique. Using electronic methods for candidate recruitment & selection and using e-evaluation approaches for employee performance assessment are examples of the aforementioned practices. According to recent research, banks' performance is significantly impacted by adoption of E-HRM practices. According to study's findings, E-Recruitment and e-selection have a significant impact on banks' overall performance. Furthermore, the results provide empirical backing for the significant impact that E-HR Evaluation has upon financial organizations' performance and effectiveness. The research is restricted toward Pakistan's conventional banks.

Innovation and its role in electronic human resource management practices A survey of the opinions of a sample of workers in Asiacell Telecom

هدفت الدراسة إلى معرفة الابتكار في إدارة الموارد البشرية الالكترونية بأبعادها(التشغيلية , والعلائقية, والتحويلية) في شركة اسياسيل للاتصالات , اعتمد الباحث المنهج الوصفي التحليلي، واستخدم(الاستبانة الالكترونية) التي صممت لهذا الغرض مقياساً للدراسة بوصفها أداة رئيسة لجمع البيانات والمعلومات , وتم اختيار شركة آسياسيل للاتصالات ميداناً للدراسة، وأختيرت عينة قوامها (351) فرد تم سحبها من الشركة المبحوثة لتمثل مجتمع الدراسة البالغ عدهم (2891)فرد, ، ولغرض اختبار فرضيات الدراسة قام الباحث بتوزيع الاستبانة الكترونيا بواسطة(نماذج كوكل)على العاملين في الميدان المذكور تم استرجاع ردود العاملين(351) استبانة الكترونية وبعد القيام بتدقيقها وجد الباحث بانها صالحة وبنسبة (100%) واعتمدت لغرض التحليل الاحصائي وباستخدام البرنامج الاحصائي (Spss-v.26)، خرجت الدراسة بمجموعة من النتائج أهمها وجود علاقة ارتباط معنوية موجبة بين الابتكار و ادارة الموارد البشرية الالكترونية وكانت بدرجة جيدة، فضلا عن وجود تأثير ذو دلالة معنوية للابتكار و ادارة الموارد البشرية الالكترونية في الشركة المبحوثة ، واختتمت الدراسة بمجموعة من التوصيات اهمها توجيه إدارة الشركة نحو استثمار الفرص الكفيلة بدمج معرفة الافراد وخبراتهم مع بعضها بشكل مستمر داخل الشركة لتطوير المهارات اللازمة للعمل , وكذلك التركيز على مجالات إدارة الموارد البشرية الالكترونية وتوفير كل ما يمكن أن يعزز من هذه المجالات ويحقق النمو والتوسيع على المدى البعيد للشركة.

Electronic human resource management and its impact on talent management in the Jordanian Universities

BACKGROUND: Talent management plays an essential role as part of the HRM function in managing all employees, resulting in high performance. The role of human resources management has rapidly changed from focusing solely on recruitment, employee benefits and payroll to strategic human resources, focusing on sustaining and driving business strategies. OBJECTIVES: This study sought to determine the extent to which electronic human resource management and talent management principles were used in Jordanian universities. Additionally, it examined how electronic human resource management, including its components of hiring, training, and performance evaluation, might affect talent management in public universities. METHODS: The study sample, which included 470 faculty members, deans of faculties, and heads of departments at Jordanian universities, was given a questionnaire. Using the statistical software SPSS, simple and multiple regression were used to test the study’s hypotheses. The arithmetic means, and standard deviations were utilized to determine the levels of application of the study variables from the faculty’s point of view. RESULTS: The results of the study revealed that the application level of electronic human resource management and talent management is medium. There is a statistically significant effect of electronic human resources management on talent management. Multiple regression was used to test the sub-hypotheses that showed a statistically significant effect of training and electronic performance evaluation on talent management and the absence of an effect of electronic recruitment on talent management. CONCLUSION: Jordanian universities use electronic human resources management for operational rather than strategic purposes. Therefore there is no need to improve the infrastructure for electronic human resources management and talent management and align that with the general strategy of universities.