Electronic Human Resource Management (e-HRM) of Hotel Business in Phuket

Choochote, Kitimaporn; Chochiang, Kitsiri

doi:10.14569/ijacsa.2015.060410

Cited by 11 publications

(18 citation statements)

References 18 publications

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“…Than screen applicant can be called out for a written test or interview. The final step of the online recruitment system concerns greatly with schedules and appointments, which can quickly be confirmed via email, SMS or phone (Choochote & Chochiang, 2015).…”

Section: A Recruitment Systemmentioning

confidence: 99%

“…The employee system can effectively manage the basic data of employees via the networking system (Choochote & Chochiang, 2015). Employees are given access to edit, delete or add personal information within certain parameters.…”

Section: B Employee Systemmentioning

confidence: 99%

“…Top executives in an organization should have a basic idea about organizational structure, nature of operations, functions, hierarchy etc. A good organizational structure will also reflect in clear vision, mission, and value in order to encourage all employees to achieve a mutual goal (Choochote & Chochiang, 2015). Doing so employees can clearly understand their roles and responsibilities.…”

Section: Basic Organizational Information Management Systemmentioning

confidence: 99%

“…Salary management, of course, concerns mostly with salary, remuneration and overtime payment received from the organization (Choochote & Chochiang, 2015). Salary management system covers all aspect of salary including deduction, Tax etc.…”

Section: Salary Management Systemmentioning

confidence: 99%

“…The learning and training system will encourage all employees to maximize skills, increase knowledge and Vol.11, No.6, 2019 53 improve attitudes (Choochote & Chochiang, 2015). Through the system, an employee can book and get training if available.…”

Section: E Learning and Training Systemmentioning

confidence: 99%

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E-HRM Practices and its impact on Organizational Performance: A study on the Manufacturing industry in Bangladesh

2019

EJBM

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Electronic Human Resource Management (E-HRM) is a relatively new term for developing countries like Bangladesh. Its practice is relatively low for the manufacturing industry since most of the manufacturing industry is labor-intensive, so E-HRM is ignored. With the new era of the twenty-first century where most of the work will get automated, the scale of production will increase and human resource management will become dramatically complex, so E-HRM is the solution. In this research, we find the current level of E-HRM practices on the manufacturing industry in Bangladesh and its impact on organizational performance.There are three levels of E-HRM named "Informational, Interactional and Transformational". For measuring organizational performance, we look at Six dimensions namely '' Effectiveness, Efficiency, Quality, Timeliness, Finance''. For measuring E-HRM practices we chose nine components which are "Recruitment System, Employee System, Information Management System, Salary Management System, Learning and Training System, Idea and Creativity Exchange System, Assessment System, Welfare System, and Career Development System".We took NO E-HRM practicing organization as base performance and compare it with E-HRM performing organization to see whether organizational performance increase or not. We found that Informational E-HRM practicing organization performance increases 73%, Interactional E-HRM practicing organization performance increases 197% and finally, Transformational E-HRM practicing organization performance increases 242% than No E-HRM practicing organization.We also compare nine E-HRM practices with organizational performance to see whether there is a significant relationship exist or not. We found that ''Learning and Training System, Salary Management System, Assessment System, Welfare System, Recruitment System, and Career Development System have a positive relationship with organizational performance. On the other hand, Idea and Creativity Exchange System, Information Management System, Employee System have a negative relationship with organizational performance. The more humanistic approach is required in case of idea and creative exchange system and Employee management system since there is a transition period going on in HRM. Information Management is negative due to the size of the organization. Most of the organization in Bangladesh is not large enough to reap the benefits of the information management system. So, in case of a smaller organization, it acts as a burden. Overall There is a significant relationship between E-HRM practices and Organizational performance. E-HRM benefits to cost must be compared when Implementing E-HRM. Organizations need must consider before implementing E-HRM. Most importantly remember E-HRM is just the advancement of HRM functionality based on sophisticated information, communication, and technology. So, a study must be conducted before implementing E-HRM to see whether the expense worth it or not.Organization worldwide has taken various initiatives to increase fi...

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Section: A Recruitment Systemmentioning

confidence: 99%

Section: B Employee Systemmentioning

confidence: 99%

Section: Basic Organizational Information Management Systemmentioning

confidence: 99%

Section: Salary Management Systemmentioning

confidence: 99%

Section: E Learning and Training Systemmentioning

confidence: 99%

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