The Influence of E-HRM on Modernizing the Role of HRM Context

Alwis, A. C. De; Andrlić, Berislav; Šostar, Marko

doi:10.3390/economies10080181

Cited by 29 publications

(33 citation statements)

References 20 publications

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“…It is apparent that in samples from technologically innovative organizations that economically blend their HRM functions with the development of technology, social media and E-HRM as two less-effortfully accessed technological podiums can be considerably advantageous to HRM practices. This finding is consistent with a variety of previous studies (De Alwis et al, 2022;Hosain, 2023). Having said that, this present research features the salient effects of the two most commonly used technologies in HRM under perspectives from employees.…”

Section: [Insert Table IV Here] [Insert Figure 3 Here] Discussion And...supporting

confidence: 92%

Technology Trends, Hrm Practices and Work Attitudes: A Study In Vietnam

2023

European Economic Letters

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Background: In Industry 4.0, technology exerts huge impacts on all aspects and functions of organizations and HRM is not an exception.Purpose: From the characterized employees' perspective in the developing context of Vietnam, this present research examines the effects of some salient contemporary technology trends (social media, e-HRM, and data analytics) on the effectiveness of HRM practices and, subsequently, on employees' attitudes (job satisfaction and organizational commitment). Methodology:The research uses structural equation analysis of responses from 447 full-time employees working in a variety of technologically innovative organizations in Vietnam. Finding:The research finds globally conventional and contextually characterized relationships among variables. According to employees, social media and E-HRM exert significant effects on HRM practices, while data analytics does not show a noticeable influence. HRM practices under digitalization lead to statistically significant increases in employees' work attitudes.Originality: This present research pioneers the examination of technological effects on HRM activities and employees in developing contexts with employee perspective.

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Section: [Insert Table IV Here] [Insert Figure 3 Here] Discussion And...supporting

confidence: 92%

Technology Trends, Hrm Practices and Work Attitudes: A Study In Vietnam

2023

European Economic Letters

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“…Although HRIS contains technology and software, Chakraborty and Mansor (2013) noted that it also involves people, forms, policies and procedures, and data (Mauro & Borges-Andrade, 2020). According to Panayotopoulou et al (2007) the focus of HRIS has recently switched to more strategic applications of an organization including recruitment, performance and pay management, and self-service technology (De Alwis et al, 2022).…”

Section: Human Resources Information System [Hris]mentioning

confidence: 99%

HRIS Mediating Role the Relationship between TOE and Decision Making

Samy¹,

Aziz²,

Tarek³

et al. 2023

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Decision making plays an important role in organizations. It is the most important activity that managers do. Studies have extensively tackled the importance of decision-making process Yet, determining the main factors that affect decision making and the role of Human Resources Information Systems (HRIS) as a mediator has received negligible attention, especially in the Egyptian context. Accordingly, the main subject of this paper is to examine the effect of the implementation of the TOE model based on the three contexts; technology (competitive advantage, complexity, compatibility, security and trust), organization (senior management, readiness, technology, maturity and performance), environment (competition, telecommunications infrastructure, internet service provider, business partner support and business partner pressure) on the process of informed decision-making mediated by HRIS in the higher education institutions sector namely Arab Academy for Science and Technology and Maritime Transport (AASTMT). The study reviews literature, identifies key constructs, develops hypotheses and proposes a research framework. A structured questionnaire was also adopted and adapted to understand the employees' perspectives. Questionnaires were distributed to over 500 employees, 400 of which were returned and considered valid. Descriptive Statistical analysis was conducted using SPSS. The research framework has the potential to contribute to the body of knowledge, and therefore improve the decision-making process to attain better quality of job life.

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“…The arrangement of technological innovations applied to human resources is classified into three categories of e-HR, including electronic human resources, human resources information systems (HRIS), and virtual human resources groups (VHR) (Moussa and El Arbi 2020). HRIS contributes to modernising and developing the HR function by disposing of the most sophisticated technological equipment and systems (De Alwis et al 2022). This is because the information generated by the system lessens the uncertainty rate, reduces the gap between forecasting and reality, and produces data serving as a decision-making base (Rajawat and Sharma 2022).…”

Section: Introductionmentioning

confidence: 99%

Human Resources Information System (HRIS) to Enhance Civil Servants’ Innovation Outcomes: Compulsory or Complimentary?

Satispi

Rajiani

Murod

et al. 2023

Administrative Sciences

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The Internet of things (IoT) has oriented organisations digitally in administrating human resources. In line with this trend, Indonesian public sectors are adopting Human Resources Information Systems (HRIS) to boost employee innovation outcomes. However, coercive pressure to implement HRIS has only resulted in fiascos for the technology, which cannot be fully considered to eliminate long, ineffective, and inefficient practices. This study examines the instrumental adoption factors to adopt HRIS in boosting employee innovation outcomes from technological, organisational, people, and social outlooks. The empirical data consisting of 500 valid datasets were obtained from public servants in Indonesia via web-based questionnaires. structural equation modelling (SEM), which was used to examine the relationship among constructs. Technology fit, organisational resources, knowledge, and social influences have positive impacts on technology adoption. However, when treated as a mediation, the negative path from HRIS to innovation outcomes implied that e-HRM reflected in HRIS implementation would not make employees innovative. The scrutinized under ability, motivation, and opportunity (AMO) framework and empirical insights clearly portray that Indonesian’s ability to fit into this framework is problematical, making technological innovation in the Indonesian public sector only complimentary, not compulsory. This study suggests that HRM reform in public organisations is a top priority if the country wishes to achieve world-class bureaucracy by 2025.

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The Influence of E-HRM on Modernizing the Role of HRM Context

Cited by 29 publications

References 20 publications

Technology Trends, Hrm Practices and Work Attitudes: A Study In Vietnam

Technology Trends, Hrm Practices and Work Attitudes: A Study In Vietnam

HRIS Mediating Role the Relationship between TOE and Decision Making

Human Resources Information System (HRIS) to Enhance Civil Servants’ Innovation Outcomes: Compulsory or Complimentary?

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