Factors influencing E-HRM implementation in government organisations

Abstract

Purpose The purpose of this paper is to investigate the factors influencing the implementation of electronic human resource management (e-HRM) in Bangladesh government organisations. Recent research evidence has shown that e-HRM played a significant role in enhancing the performance of human resource (HR) departments in private sector organisations. While similar practices are expected from government domain, there is no empirical research evidence to support this proposition. Given the significant technological advancements today, e-HRM as a strategic tool has grown to encompass seamless functionality to support organisations in providing tactical capability, reducing cost and continuous service improvement as well as the quality of service delivery. Although several private and public sector organisations have implemented e-HRM, its application within government domain in developing regions is limited. This can be attributed to the bureaucratic nature of public sector organisation, which are often slow to adopt changes. Design/methodology/approach The study adopts a qualitative and multiple case study research approach. Findings The findings provide insights into the myth surrounding the lack of and slow implementation of e-HRM among public sector organisation in developing economies but also serve as empirical data for further research. Research limitations/implications The low level in the number of public organisations that have implemented e-HRM applications in developing countries may be responsible for the dearth of empirical studies in this area. The dearth of empirical studies and the need to understand the factors that influence the implementation of e-HRM in public sector organisations led the authors to investigate the factors influencing the implementation of e-HRM in public sector organisation. Practical implications Findings from two case organisations exhibit that such an approach contributes towards more healthy and robust decisions for e-HRM implementation and specifies that it is acceptable by the case study organisations. The findings from this research can serve as a source of understanding the particular context in which the study was undertaken. Moreover, it should serve as a catalyst for understanding organisations in similar socio-politico and economic context. Originality/value This research advances and contributes to the body of knowledge as it examines factors influencing the implementation of e-HRM in Bangladesh public sector organisations and proposes a model for e-HRM implementation in government organisations in developing economies. The e-HRM implementation research presented in this paper extends recognised standards for e-HRM implementation, by bringing together influential factors – benefits, barriers and risks, thus, enabling government organisations in developing nations to produce more vigorous proposals for e-HRM implementation.

The Determinants of Employee’s Performance: A Literature Review

“…Human Resource department is one of the departments that is affected dramatically with information and communication technology. it is widely recognized that HRM function is influenced by the improvement of IT by transforming the way firms collect, store, analysis, evaluate employees performance (Turulja & Bajgoric, 2018) The strategic approach of integration between HR and information technology lead to developing E-HRM (Rahman, Mordi, & Nwagbara, 2018). Ayesha & Yadav(2019) explain E-HRM as a combination of computer programs, software tools, databases, and hardware to record, store and analyze data necessary for the Human Resource (HR) applications.…”

“…Many scholars highlighted the advantages of E-HRM. For instance, Rahman, Mordi, & Nwagbara (2018) claim that E-HRM works as an analytical tool to help the decision-makers in making the valuable and accurate decision that leads to improv HR functions and employee's performance. Obeidat (2016) mentioned three different ways E-HRM supported the productivity of an organization through providing employees with required information about performance improvement, rewards allocation and performance appraisal.…”

Information Technology deployment in Human Resource Management: A case study in deprived regions

“…The acceptance and practice of IT is no longer for only the computation of figures and record-keeping, but business innovative tool for effective management [15]. Most organizations in deprived regions could not use IT which is mainly due to not having IT facilities or professionals to control IT systems and implementation in their areas of operation [16]. The consequence of adopting or not adopting IT in HR management is obvious as Biswas [17] states that not less than 54% of all employees will require significant training and development in IT to enable them be efficient in their current jobs.…”

Untitled

“…In spite of the fact that there are numerous advantages of receiving e-government in creating countries, still it's at the outset arrange and there are a few factors, for example, low national salary, absence of HR and high financial weakness are frustrating the rate of e-government appropriation. As of late, many creating countries have attempted activities to receive egovernment (Rahman, et al 2018). Studies propose that an organized exertion by political pioneers, officials, and private business visionaries is essential to encourage the development of e-government.…”