The Impact of Electronic Human Resource Management (E-HRM) Practices on Business Performance in Jordanian Telecommunications Sector: The Employees Perspective

Abstract

This Paper aimed to identify the impact of electronic human resource management practices through the main study dimensions represented in the (e-recruitment, e-selection, e-training, e-performance appraisal, e-communications and e-compensation) on the operational performance. Represented through the main dimensions shown as follows: (Time, financial cost, quality of service and flexibility) in the Jordanian telecommunications sectors represented by the three companies of Cellular Communications (Zain, Orange and Umniah). The study population consisted of all supervisory positions employees in the three companies. To achieve the objectives of the study, the researcher used the descriptive analytical method and a stratified random sample consisting of 178 employees males and females who were selected to collect data needed, then the questionnaire was developed and distributed to the sample, data was analyzed using SPSS statistical software, a descriptive and analytical statistics were used for the process of analysis. The results showed that there was an existence of a positive statistically significant impact to dimensions of electronic human resources management (e-recruitment, e-selection, e-training, e-performance appraisal, ISSN 1941-899X 2015 www.macrothink.org/jmr 116 e-communications and e-compensation) on the dimensions of operational performance (time, cost, quality of service, and flexibility). Journal of Management Research

E-HRM practices and sustainable competitive advantage from HR practitioner’s perspective: A mediated moderation analysi

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Impactos da tecnologia da informação e comunicação nos processos de gestão de pessoas: um estudo de múltiplos casos no setor hoteleiro

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

“…In Tanzania, data on the role of e-HRM is scarce (International Records Management Trust, 2007). Past studies have mostly dealt with electronic management in the development of human resources in many organizations in developing countries and return to a lot of reasons, including that the technological infrastructure of these countries has not been completed in such a way to contribute to the administration of electronic process of administrative development where they can address this problem (Khatoon, 2012;Khashman et al, 2015;Ukandu et al, 2014). The cost for future investments and the e-HRM itself is also a major problem.…”