Electronic Resource Management Research Articles

Adoption and Use of Electronic Human Resources Management Systems for Service Delivery in Tanzania: A Case to Tanzania Airports Authority

This articles explores the adoption and utilization of Electronic Human Resources Management Systems (e-HRMS) for service delivery at the Tanzania Airports Authority (TAA). General objective was to assess the adoption and use of electronic human resource management systems for HR service delivery at Tanzania Airports Authority. The specific objectives of the study were to examine the practice of eHRMS adopted to support service delivery in the Tanzania Airports Authority, to examine the effort made by the government to enhance the usage and adoption eHRMS in service delivery at Tanzania Airports Authority and to identify the challenges in using e-HRMS in service delivery in Tanzania. The study utilized the Technology Acceptance Model (TAM) to understand user acceptance behaviour and the Diffusion of Innovations Theory to explore how e-HRMS spreads within the organization. Research adopted an explanatory research design and population of study was 60 staff. Data was collected through questionnaires from a purposively selected sample of 52 staff with qualitative data from interviews conducted with HR and IT officers. Quantitative data was analysed using descriptive analysis, while thematic analysis was applied to qualitative data. Findings reveal that TAA has implemented various e-HRMS practices, including digital storage of employee data, automated payroll systems, and streamlined recruitment and onboarding processes. Government support has been instrumental in these efforts through policy implementation, financial support and infrastructure development. However, several challenges hinder the full potential of e-HRMS at TAA, such as limited access to technology, unreliable power supply, skills gaps, resistance to change, and cost considerations. The study concludes that e-HRMS has significantly improved HR service delivery at TAA. Nonetheless, continuous efforts are necessary to address existing challenges. Enhancing technological infrastructure, providing comprehensive training, and implementing effective change management strategies are crucial for optimizing the benefits of e-HRMS. The articles recommends that TAA invest in reliable internet connectivity and IT hardware, provide ongoing training for employees, and develop robust change management plans.

Electronic Human Resources Management and Organizational Development: The Mediating Role of Personal Job Fit in Hotels.

Electronic Human Resources Management and Organizational Development: The Mediating Role of Personal Job Fit in Hotels.

Electronic resource staffing trends in academic libraries: competencies and collaboration

This study investigates staffing competencies and collaboration for electronic resource management (ERM) in public and private university libraries in Ghana. Interviews were conducted with twenty-four library staff from two public and two private universities and three consortium executives. The findings revealed similarities and differences in staffing competencies and collaboration at the public and private case libraries and the reciprocal impacts of these concepts in ERM. This is one of the few studies that considers public and private university library staff competencies for ERM. The study provides an avenue for research into the reciprocal effects of competencies and collaboration in libraries.

Challenges in adopting and using online recruitment tools from employers’ perspective

Purpose This paper aims to contribute to the existing literature by providing a unique exploration of the challenges in the adoption and usage of corporate websites, job aggregators, digital job boards, professional social media and artificial intelligence (AI)-enabled tools for recruitment. Design/methodology/approach In this exploratory study, interviews were conducted with 15 experts in digital companies with AI, recruitment or human eesources expertise. Findings The findings suggest three major themes, including technological, human–technology interaction and peripheral challenges. Moreover, seven sub-themes of challenges emerged from this study, namely, inefficient facilities and resources, inefficient data accumulation, resistance to change, distrust in technology, restricting regulations, toxic work culture and economic and social obstacles. Finally, this study proposes important implications and practical solutions to help professionals, companies and employers overcome challenges associated with adopting and using online recruitment tools. Originality/value Electronic human resource management has not studied the challenges associated with online recruitment tools in the context of Iranian digital organizations. This paper provides a unique exploration of the challenges in the adoption of AI in recruitment.

The Application of Electronic Human Resource Management Systems (e-HRM) in HR Management

The rapid development of information technology has revolutionized human resource management (HRM) through the adoption of electronic human resource management systems (e-HRM). This paper explores the application, main functions, and impacts of e-HRM on enterprises. It highlights the significant improvements in HR management efficiency, reduction in administrative burdens, and enhancements in employee experience brought by e-HRM. Key functions such as recruitment and selection, performance management, training and development, compensation management, and employee relations are discussed in detail, demonstrating how e-HRM optimizes these processes. Additionally, the paper examines the positive effects of e-HRM on organizational change and innovation, as well as employee satisfaction and loyalty. The implementation challenges, including initial costs and adaptability issues, are also addressed. Future research directions are proposed, emphasizing the integration of emerging technologies like artificial intelligence and big data to further advance e-HRM systems. This study underscores the transformative impact of e-HRM in modern HR management and its potential for driving enterprise success.

Management of Electronic Resources in Nigerian University Libraries

Management of Electronic Resources in Nigerian University Libraries

Librarians Technology Skills and Management of Electronic Information Resources in University Libraries in South-South Nigeria

This study investigated librarians technology skills and management of electronic information resources in university libraries in south-south Nigeria. Three research questions were developed, and one null hypothesis was formulated in relation to what the study sought to find out. A structured Questionnaire entitled Librarians’ Technology Skills and Management of Electronic Information Resources Questionnaire” (LTSMEIRQ) was developed and used for data collection while three experts were engaged to validate the instrument. The reliability coefficient of the instrument was found to be 0.97 using Person Product Moment Correlation Coefficient. The questionnaire was used for collecting data from 242 respondents made of librarians in University libraries in South-South Nigeria. The data collected were analyzed using descriptive and inferential to answer the raised research questions and the formulated hypothesis. The study affirmed that librarians in University libraries in South-South Nigeria possessed high level technology skills, also the study found that relationship exists between librarians technology skills and management of electronic information resources in university libraries in south-south Nigeria. The study recommended constant upskilling and reskilling of librarians in the University to remain relevant in the scheme of global development.

The Impact of Electronic Human Resource Management on Organizational Performance Validating The Constructs of Employees’ Competence Model Trough by Useed Confirmatory Factor Analysis The Case Study (Greater Amman Municipality Employees)

The Impact of Electronic Human Resource Management on Organizational Performance Validating The Constructs of Employees’ Competence Model Trough by Useed Confirmatory Factor Analysis The Case Study (Greater Amman Municipality Employees)

Learnings From the Implementation of an Electronic Human Resource Management System for the Health Workforce in Uttar Pradesh, India.

The state of Uttar Pradesh (UP), India, has one of the largest single public health systems globally, serving about 235 million people through more than 30,000 public health facilities with approximately 160,000 health personnel. Yet, the UP health system has a shortfall of public health facilities to meet the population's needs, a shortage of clinical and nonclinical health personnel, inequitable distribution of existing health personnel, and low utilization of public health facilities. A robust and effective electronic human resource management system (eHRMS) that provides real-time information about the lifecycle of all health professionals in UP may aid in improving the health workforce, resulting in better health services and improved health outcomes. The Government of UP rolled out Manav Sampada, a comprehensive eHRMS that complied with global norms and requirements. We describe the implementation of Manav Sampada at scale and elaborate on key learnings and adoption strategies. Manav Sampada was based on key principles of integration and data-sharing with other digital systems, included functional components, a minimum dataset, used a lifecycle-based approach, and a workflow-based system, all of which acted to improve human resource data quality. The eHRMS emerged as a valuable tool for key stakeholders in reviewing worker performance, identifying skill-building needs, and allocating resources for training, leading to improved availability and equity in the distribution of a few critical cadres. The eHRMS in UP is well positioned to become an integral part of the Ayushman Bharat Digital Mission, the backbone of India's integrated digital health infrastructure. Linking eHRMS to a planned beneficiary-centric unitized health service delivery system (capturing information at the individual level rather than the aggregate level) will enable the measurement of service delivery and quality, leading to improved workforce management.

When and how does e-HRM optimize communication pace and processing time?

PurposeThis study aims investigate the effects of electronic human resource management (e-HRM) on communication pace and processing time reduction through the mediation of organizational agility. The study also investigates the moderating role of technological attitude (TA) on the relationship between e-HRM and organizational agility.Design/methodology/approachThe data was collected from 331 information and communication technology (ICT) companies – one respondent from each company working in the Human Resource Management (HRM) department. The data was analyzed through the partial least square structural equational model (PLS-SEM) using WarpPLS7.0 software to test the study’s hypotheses.FindingsWe found that e-HRM has positive significant effects on communication pace and processing time reduction through the mediation of organizational agility. Furthermore, TA is found to be positively moderating the relationship between e-HRM and organizational agility.Research limitations/implicationsThe study adds significant value to the existing knowledge base on e-HRM by providing empirical insights about the role of e-HRM in optimizing the communication pace and processing time of today’s businesses.Practical implicationsThe study also provides invaluable insights to practitioners to replace conventional HR systems with e-HRM to better perform HR functions by optimizing communication pace and processing time in the current fast-paced era.Originality/valueE-HRM has become an issue of great significance in the contemporary corporate landscape to improve operational efficiency. Despite its widespread adoption in the corporate world, empirical evidence on e-HRM, particularly on its consequences, is still inconclusive.

The effect of E-HRM practices on the performance of academic staff: The mediating role of trust

The purpose of this study is to investigate the effect of electronic human resource management (E-HRM) on the performance of academic staff (PAS) at Amman universities. In today's modern freelance and remote working society, employee performance (EP) has become an important topic in recent studies. This performance is more critical for educational institutions as they move to more virtual classes and meeting discussions. The move to the virtual world forced the organization to conduct most of its work online, which requires trust. Prior literature has focused on EP in business organizations, and minimal studies have examined this topic in educational settings among academic staff. The study also examines the mediating role of trust between E-HRM and PAS. Based on the literature, the study proposes a positive effect of E-HRM on PAS, and trust will mediate this effect. The population of this study is the academic staff in Amman, the capital of Jordan. A total of 332 responses were collected using stratified random sampling. The data was collected via an online questionnaire shared among the population. Smart Partial Least Squares (Smart PLS) was used to analyze the data. The finding showed that E-HRM and its dimensions, such as E-selection, E-training, and E-development, positively affected PAS. E-recruitment, E-performance appraisal, and E-compensation have an insignificant effect. The findings also showed that trust partially mediated the impact of E-HRM on PAS. E-HRM collectively is vital to improving PAS, and the selection and training process can play an essential role in enhancing PAS.

Analyzing the effects of digital transformation on handling human resources management

In the contemporary business landscape, digitization has become imperative for competitiveness. Despite the perspective of employees regarding the accessibility of electronic human resource management (e-HRM), their ability to adapt to the digital age still causes many problems. This study explores employee understanding of digital transformation within the HR department of an IT company and identifies priority processes for automation. The research addresses the ambiguities in the literature, focusing on the rapid technological advances of Industry 4.0. Through semi-structured interviews, we reveal new perspectives directly from HR employees. The results indicate the need for strategic approaches to ensure efficient processes and traceability. Recommendations include integrating an integrated strategy of digital solutions. Anticipating future needs alongside present needs is crucial for sustainable digitization strategies, improving competitiveness in the digital age.

Developing a Model for Developing Electronic Human Resource Management in order to Improve Organizational Performance and Achieve Tax Justice Based on the Statement of the Second Step of the Islamic Revolution (Case Study: Tax Organizaion)

Developing a Model for Developing Electronic Human Resource Management in order to Improve Organizational Performance and Achieve Tax Justice Based on the Statement of the Second Step of the Islamic Revolution (Case Study: Tax Organizaion)

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.

Develop an Interactive Python Dashboard for Analyzing EZproxy Logs

This paper describes the development of an interactive dashboard in Python with EZproxy log data. Hopefully, this dashboard will help improve the evidence-based decision-making process in electronic resources management and explore the impact of library use.

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.

Navigating the New Normal: A Study on the Impacts of the Pandemic on Electronic Resource Management at Academic Libraries

During the COVID-19 pandemic, academic libraries saw a shift toward remote learning leading to increased dependency on electronic resources. This article explores the implications of the pandemic on electronic resource management, focusing on modifications in budget allocation, licensing, accessibility, and staffing. Drawing from a data set of 120 survey responses in 2023 in the United States, this article illustrates the challenges academic libraries faced and changes made during the pandemic. These findings reiterate the essential role of electronic resources and emphasize the need for academic libraries to continually adapt their management strategies to meet user needs in the post-pandemic era.

KnowAll Matrix: Designed by a UK Legal Librarian to Future-Proof Your Legal Library

AbstractIn an era where efficient information management is crucial, KnowAll Matrix stands out as a transformative tool for legal informational professionals. It was developed by an experienced UK legal library consultant, Penny Bailey, and here Bailey Solutions explains how this innovative platform goes beyond standard library management systems to offer a future-proof solution, revolutionising access to legal knowledge. Utilised by large law firms, barristers' chambers, government libraries, European agencies, a European parliament, and other organisations, KnowAll Matrix supports information staff to proficiently manage all traditional library functions, including cataloguing, subject indexing, classification, circulation, loans, acquisitions, and serials management. Furthermore, it offers essential features for modern electronic resources management. Its user-friendly interface ensures seamless discovery of both print and digital resources in a single search, prioritising user convenience. Over two decades, as the legal and technological landscapes have evolved, so too has the product, with innovative features like multi-hierarchical taxonomies, practice group resources, single sign-on, and contract renewals. This article delves into these new features and their utilisation by clients to make the library and information centre a primary resource for legal professionals seeking information.

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.