LINKING E-HRM PRACTICES AND HR EMPLOYEES PERFORMANCES

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