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Conceptual Framework In the figure, the thirteen E-HRM practices have been assumed to be independent variables and strategic & financial performances have been assumed to be dependent variables.
Source publication
The study has been conducted to endeavor if there is any relationship between thirteen electronic HRM activities (independent variables) and organizational performance (financial and strategic). The thirteen E-HRM functions are e
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Citations
... "E-recruitment" refers to posting job openings and accepting applications through an organization's or recruiting agency's website (Khashman & Al-Ryalat, 2015). Several pieces of research have included e-recruitment as part of E-HRM (Hosain, 2017;Kataria et al., 2018;Khashman & Al-Ryalat, 2015). The findings of a study by Daniel (2018) demonstrated that e-recruitment increased worker productivity. ...
... The study examined the effect of E -HRM on the PAS in educational institutions in developing countries such as Jordan. The study focused on the performance at the individual level, while previous studies adopted focused on the organizational outcome of using E-HRM (Al-Hmouze, 2016; Atallah, 2016;Hosain, 2017;Khashman & Al-Ryalat, 2015;Lazazzara, Della Torre, & Nacamulli, 2020). The study contributed to the theory by examining the applicability of AST, which explains an average percentage of the variation in PAS. ...
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.
... ER is an essential part of HRM and is thus a foundational element for the performance and success of a business (Daniel, 2019). Hosain (2017) suggests that strategic performance is impacted by electronic applicant selection, tracking, learning, performance management, and remuneration. Ensuring organizations are more innovative and technologically current in manufacturing firms will boost labor productivity and organizational creativity. ...
In the present era, developing companies has become a massive challenge for human resource management. In this way, the present study examines the effect of electronic human resources (E-HRM) implementation on organizational development (OD) private sector businesses in the eastern province of Saudi Arabia. The researchers followed well-known scholars like Atallah (2016) and Sehgal and Nanda (2023) and based the study on quantitative methods, which collected cross-sectional data from administrative and management workers. The study utilized 323 valid samples to conclude the investigation. Using SmartPLS 4, the study’s results underline that the components of E-HRM, such as e-training and development (ETD) and e-performance appraisal (EPA), positively and significantly affect OD. On the other hand, e-recruitment (ER) is not a significant predictor of OD. The study’s findings would assist policymakers and human resources (HR) authorities in considering the ETD and EPA to enhance the performance and OD of the organizations. Furthermore, the study would support overcoming the literature gaps by offering empirical evidence, particularly from a developing Arab context.
... Meanwhile, before organizations expend resources on e-HRM systems, it is important to determine whether e-HRM indeed supports the attainment of business objectives. Organizations globally have realised the progressive relevance of technology for leveraging human resource management function, which has led to the adoption of e-HRM that typically includes "Enterprise Resource Planning" (ERP) systems, HRM service centers, Interactive Voice Response (IVR), manager and employee portals and web applications (Hosain, 2017). ...
ABSTRACT
74
T
paradigm shift in the way human
resource management functions are
performed in recent times. This study
provides a systemic review of the extant
literature on the concept of e-HRM with
the goal to show the objectives for usage
and implications for adoption in the
Nigerian corporate organisations,
thereby proposing an avenue for future
research study. The study therefore
reviews various definitions of the concept
of e-HRM, components of e-HRM, types
of e-HRM and the strategic benefits of e-
HRM to organisations upon adoption.
he deployment of Electronic
Human Resource Management (e-
HRM) application has brought a
... Be that as it may, a few investigations led zeroed in more on HRM practice and hierarchical execution with less accentuation on worker execution, while others zeroed in on a solitary variable or mix of a couple of factors of HRM Practice. For example, [6], zeroed in on the effect of human asset the board practices of supervisors on saw authoritative execution in Sri Lanka, [7], led a concentrate on the effect of HR the executives rehearses on hierarchical responsibility, Execution, [8], zeroed in just on the impact of pay on representatives' exhibition in Specialized College, [9], zeroed in on human asset the executives and hierarchical execution; while, [10], zeroed in just on balance between serious and fun activities and worker execution in the service of money and financial preparation in Kenya. The study, [11], zeroed in just on the effect of enrolment and determination methodology on representatives' presentation, [12], and zeroed in just on the impact of progression anticipating worker execution. ...
This study analyzed the impact of human assets the board rehearses (estimated by execution evaluation, the balance between serious and fun activities variety, and progression anticipating) worker execution of cited business banks in Nigeria. The review embraced an overview research plan. The review covered 13 cited Business Banks in Nigeria. The example size of 481 was resolved utilizing Cochran's (1963) example size recipe and a helpful examining strategy was utilized to choose the respondents. An adjusted poll was utilized as the instrument for information assortment. The information gathered for the review was dissected utilizing Fractional Least Square Underlying Condition Demonstrating (PLS-SEM) in deciding the estimation, primary models, and speculations testing through SmartPLS 3.0 programming. The investigation discovered that exhibition evaluation and progression arranging affect the representative execution of cited business banks in Nigeria. While balance between serious and fun activities variety affects the representative execution of cited business banks in Nigeria. The review, in this way, reasons that presentation examination and progression arranging decidedly and altogether impact worker execution of cited business banks in Nigeria. While the balance between fun and serious activities varies decidedly yet unimportantly impacts the representative execution of cited business banks in Nigeria. Thus subsequently suggested among others cited business banks in Nigeria ought to further develop their balance between serious and fun activities variety practice via abstaining from clashing the functioning hours with representatives' hours to have powerful worker obligation to their positions.
... The integration of information/web technology and HR practice has significantly enhanced the strategic use of HR data and is currently utilized in various sectors and organizations (Girisha & Nagendrababu, 2019). Likewise, the practice of e-HRM encompasses a variety of dimensions, including but not limited to recruitment, selection, learning, training, performance management, and compensation, as posited by Hosain in 2017. Employee performance refers to the level of skill, knowledge, and behavior that employees exhibit in accomplishing the required objectives and goals (Okoth, 2014). ...
... Moreover, information technology has also made HR jobs easier and cost-effective, and more organizations are now adopting electronic Human Resource Management (E-HRM) practices (Hosain, 2017). ...
... It also reduces organizational costs, makes processes more efficient, reduces advertisement costs, and improves organizational image (Ensher et al., 2002;Tong & Sivanand, 2005). However, e-recruitment and e-selection were associated negatively with organizational performance in the service sector of Bangladesh (Hosain, 2017). The presence of ability and resources is also indispensable to successfully implement and completely utilize e-recruitment. ...
... Organizations worldwide are becoming more economically successful and European organizations are saving millions of dollars through the application of e-training (Evans & Haase, 2001). However, contrary to the above-mentioned findings, it was in the services sector of Bangladesh where a negative association was found between e-training and organizational performance (Hosain, 2017). Based upon the above-mentioned findings, it is evident that the majority of the studies determined a positive relationship between e-training and the performance of the organization. ...
The current study empirically investigated the implementation of relational e-HRM practices in banks and examined their relationship with the overall organizational performance of the banks in Lahore during COVID-19 pandemic. It also highlighted the issues that managers face during the implementation of relational e-HRM practices. The mixed method approach was adopted to conduct this cross-sectional study. Commercial banks with their head offices in Lahore were chosen and 171 branches were selected randomly. The purposive sampling technique was used to collect qualitative data and semi-structured interviews of sixteen (16) branch managers were carried out online. Qualitative data was analyzed thematically while covariance-based structural equation modeling (CB-SEM) was used to understand the effect of e-HRM practices on organizational performance. Most of the banks were found to have implemented all the relational e-HRM practices except e-selection which was implemented only in two branches. Relational e-HRM practices showed a positive effect on the overall performance of banks during COVID-19 pandemic. Centralized decision- making, limited autonomy of bank branches, presence of senior, computer illiterate employees, and inadequate financial resources were found to obstruct the implementation of e-HRM practices. The current research added to the e-HRM literature and examined the association between relational e-HRM practices and overall organizational performance in the context of banks operating in Lahore which apparently was never done before. Only the top commercial banks operating in Lahore, one of the largest metropolitans in Pakistan, were included in this study. The generalizability of findings may be enhanced with further studies.
... Technological innovation and adoption, for example, have changed the way people buy and use goods and services (Ampadu et al., 2022;Avornyo, Fang, Antwi, Aboagye, & Boadi, 2019). Financial, marketing, operations/production and HR management functions have all been affected in organisational contexts (Hosain, 2017;Poba-Nzaou, Uwizeyemunugu, Gaha, & Laberge, 2020). ...
... Their study acknowledges that the adoption of e-HRM is at the early stage of the technology adoption cycle. Synthesis of the body of literature on e-HRM indicates that researchers have paid limited attention to e-HRM in public/government organisations, particularly in developing economies (Gueutal et al., 2009;Hosain, 2017;Mashrafi, 2020;Ruël & Bondarouk, 2012). ...
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.
... The level in the percentage of organizations that have implemented e-HRM in Nigeria or African countries, in general, may be responsible for the dearth of empirical studies in this area. Several studies (Hosain, 2017;Malkawi 2018;Menka, 2015;Njeje, Chepkilot& Ochieng, 2018), have been carried out in the area of e-HRM and effectiveness in different context and organisations. Malik and Assad ul Mujtaba (2018) and Manju (2017), also carried out a study in the area of e-recruitment and the effectiveness of organisations. ...
... However, some gaps in the literature have been identified that necessitated this research. It has been observed that there have been limited studies done with regards to e-HRM and effectiveness in media houses (Hosain, 2017). The Nigerian Media sector has struggled to perform effectively and efficiently, some of the reasons are due to the inability to successfully adopt electronic forms of carrying out human resources dimensions in the sector (Ololube, 2018). ...
This study evaluated the effect of e-HRM dimensions on theorganizational effectiveness of selected media houses in Ibadan, Nigeria.Cross sectional survey research design was adopted for the study. The population of this study consists of all staff three purposively selected media houses and a sample size of 244 was drawn using total enumeration, representing all the staff in the three selected media houses. Simple random sampling technique was employed and well-structured questionnaire was used to gather the data from the sampled respondents. Findings of the study revealed that e-HRM dimensions (e-Recruitment, e-Learning, e-Compensation and e-Performance management) have positive and significant effect on effectiveness in selected media houses in Ibadan Nigeria. (R = 0.933, Adj R 2 = 0.869, P < 0.05).The study concluded that electronic human resource contributes greatly towards organizational effectiveness of selected media houses in Ibadan, Nigeria. The study recommendedthat organizations, especially those in the media sector, should focus on ensuring that their administrators are trained effectively on how to carry out recruitment processes electronically. This eases the stress and inefficiencies in hiring processes.
... Competitive business environment, employees play a critical role in organizational performance as individuals or as a team (Hosain & Liu, 2020). An organization's maximum efficacy and efficiency are determined by how well it utilizes its human resources rather than just its financial resources or adopting the best strategy (Hosain, 2017). Human resources are currently one of the most significant competitive advantages firms can develop and sustain (Karim et al., 2015). ...
The objective of this research is to explore the role of social media on employee recruitment. As technology continues to grow, human activities cannot be separated from the use and benefits of technology. Technology also helps companies run their business more efficiently. Social media also plays a crucial role in the recruitment process to find potential candidates. This systematic review paper is written based on the PRISMA (Preferred Reporting Items for Systematic Reviews and Meta-Analysis) method. The findings show that social media can be used as an effective platform for a faster and more flexible recruitment process. Social media recruitment can also provide advantages for both in terms of cost and time. Furthermore, social media can be a tool for employers to obtain information about candidates' backgrounds
... Bhargava (2014) emphasizes that the complexity of HRIS increases costs, with a higher degree of organisational interaction and thus a higher risk of relying completely on technology to identify suitable talents. However, Hosain (2017) indicated that some aid received by organisations on the use of HRIS can be regarded as savings and information security, including the reduction in costs of searching for job applicants, risk management, financial planning, position control, attendance reports, personnel planning, promotion planning, information security to name a few. ...
