Conceptualizing Challenges to Electronic Human Resource Management (e-HRM) Adoption:  A case of Small and Medium Enterprises (SMEs) in Tanzania.

Shah, Namrata; Michael, Francis; Chalu, Henry

doi:10.24203/ajbm.v8i4.6066

Cited by 13 publications

(11 citation statements)

References 28 publications

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“…Also, several researchers stated that e-HRM is becoming common and has the potential to provide amazing changes in organizations (Marler and Fisher, 2010;Kaur, 2013, Strohmeier andKabst, 2014;Nivlouei, 2014;Fındıklı and Bayarçelik 2015). Nevertheless, E-HRM is taken for granted as a driving force behind HRM value creation (Shah, Michael, and Chalu, 2020). This has created challenges in public sector organizations which this study aims to reveal.…”

Section: Introductionmentioning

confidence: 88%

Human Resource Management and Digitalization in a South African Public Enterprise

Cobo¹,

Rankhumise²

2023

IJIAS

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Although digitalization has been experienced in many business operations, we are still lacking complete knowledge of the impacts of the application of these technological operations in Human Resource Management (HRM) at both an individual level and organizational level. This paper, therefore, seeks to clarify the importance of digitalization to organizations and the challenges facing HRM due to the lack of digitalization. This paper is a study carried out in a South African public enterprise to identify the organizational effects of lack of digitalization in the Human Resource Management department. Qualitative research was applied and interviews were used to gather data from Human Resource professionals and section managers in a public corporation. Twenty-four individuals were purposively chosen for data collection. The research discovered effects such as lack of digital training, the occurrence of errors, service delays, and the possibility of employee burnout due to manual systems used to serve a large organization. The discussion provided in this study would strengthen the body of knowledge on the importance of digitalization in public enterprises, especially public organizations that have a role to protect national security.

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Section: Introductionmentioning

confidence: 88%

Human Resource Management and Digitalization in a South African Public Enterprise

Cobo¹,

Rankhumise²

2023

IJIAS

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“…Advantages include support from management and adherence to regulations. Risks include difficulties in conducting fair hiring practices and electronically complying with regulatory obligations, while barriers can include power clashes, privacy issues, and data protection issues [37].…”

Section: Conceptual Model For E-hrm Implementation In the Public Sect...mentioning

confidence: 99%

Elevating Public Sector HR: A Comprehensive Exploration of E-HRM Adoption Drivers

Al-Hayani,

Al-Wattar

2024

IRJIET

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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.

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“…Many countries in Africa are experiencing challenges with e-HRM adoption. A Tanzanian study revealed that many organisations lacked resources to implement e-HRM systems, had limited knowledge and accessibility and connectivity challenges [48]. A study conducted in Ghana revealed that two-thirds of organisations had not implemented e-HRM, 39% of the respondents indicated that they were not ready to adopt e-HRM, while 53% of the respondents showed readiness to adopt e-HRM [49].…”

Section: Global E-hrm Adoptionmentioning

confidence: 99%

The Adoption of e-HRM: A View of a Telecommunications Company in Zimbabwe

Maphosa

2021

AIR

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The 21st-century has witnessed the catalytic effect of Information Technology (IT) on organisational operations through increased robustness and sustained competitive advantage in the knowledge economy. Technology’s disruptive diffusion has not sparred the human resource practice; thus, this study investigates the adoption of electronic Human Resources Management (e-HRM) by a telecommunications-based organisation in Zimbabwe. The study utilised a quantitative case design using a questionnaire targeting 130 managers and supervisors. In meeting the study’s objective, factor analysis using principal component analysis and varimax rotation was conducted. The results show that the three constructs had a direct impact on the adoption of e-HRM. The respondents agreed that e-HRM had automated employee records management and improved communication between employees and managers, increasing productivity. Identified benefits from the results include lowering administrative costs, delivering state of the art HRM services, enabling HR staff more time to focus on strategic reorientation, increasing HRM effectiveness and efficiency, and facilitating the scouting of the best talent globally. The respondents noted that aligning e-HRM processes to the HRM function had some restraints, such as unwillingness to accommodate change, confidentiality and security of personal records through hacking. The study generates new knowledge for benchmarking as Zimbabwean organisations endeavour to embrace e-HRM. The study contributes literature on e-HRM adoption, which appears scant in developing countries such as Zimbabwe. More research on e-HRM adoption in developing countries provides practical and theoretical implications for the HRM practice and the research community. Future studies could involve several organisations for more generalisability of the results.

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Conceptualizing Challenges to Electronic Human Resource Management (e-HRM) Adoption: A case of Small and Medium Enterprises (SMEs) in Tanzania.

Cited by 13 publications

References 28 publications

Human Resource Management and Digitalization in a South African Public Enterprise

Human Resource Management and Digitalization in a South African Public Enterprise

Elevating Public Sector HR: A Comprehensive Exploration of E-HRM Adoption Drivers

The Adoption of e-HRM: A View of a Telecommunications Company in Zimbabwe

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