Abstract:
Purpose
The world is getting digitalized and in this competitive environment, it has become important
for the organizations to adopt digital HR practices that will help them in improving services
and gaining competitive advantage. Digitalization gives rise of electronic HR practices,
Electronic HR can be defined as the use of web based technologies in HR related transactions
in order to create value. The main aim of this research is to investigate the impact of
Electronic HRM practices on HR employee’s performance. The e-HRM practices are divided
into 4 dimensions e-recruitment, e-compensation, e-training & development and e performance management. Whereas, HR employees performance is measured by two
dimensions that are, cost efficiency and HR service quality.
Methodology and Design
The population of this research are employees working in HR department in various
organizations. The sample size is 160 based on convenience sampling technique. The data is
collected through questionnaire. The questions were based on 5 point Likert scale. The
technique used for data analysis in this research is Smart- PLS.
Findings
The findings indicated that the overall model has positive impact on HR employees’
performance. The e-recruitment and e-compensation do not have positive impact on cost
efficiency. Apart from these two hypothesis, all other hypothesis are accepted and showed
significant positive impact on dependent variables.
Limitations:
This study is limited to HR department only, data is collected from HR employees.
Moreover, the study is limited to Pakistani context only. The research only considers 4
variables (e-recruitment, e-training, e-compensation and e-performance management) as the probable determinants of cost efficiency and HR service quality. Some other variables can
also be considered that may have impact on cost efficiency and HR service quality.
Practical Implications
The study highlights that e-HRM practices improves the HR service quality, it will further
have positive impact on employee productivity. It provides managerial implications that if
managers want to increase HR service quality in their organizations, they should plan to
invest towards the digitalization of HRM. It also provides opportunities to all the companies
to adopt technology in order to gain competitive advantage and achieve strategic objectives
