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E-HRM implementation, adoption and its predictors: a case of small and medium enterprises of Pakistan
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2020
Year
International Human Resource ManagementEducationTechnology AdoptionHuman Resource ManagementOrganizational BehaviorManagementEnterprise Information SystemMedium EnterprisesHuman Resource DevelopmentSmall Medium EnterpriseInternational Human Resource DevelopmentStrategic ManagementManagement TechniqueOrganizational CommunicationE-hrm ImplementationEnterprise Resource PlanningConventional Hrm PracticesBusinessTechnology
The purpose of this study is to investigate the predictors of E-HRM implementation and adoption in the small medium enterprise (SMEs) in the manufacturing sector. Three main predictors including conventional HRM practices, availability of resources and employees attitude towards E-HRM were analysed. Data was collected through a questionnaire survey and 500 employees participated in this survey. Results reveal that E-HRM heavily depends on employee attitude towards E-HRM and availability of resources. Conventional HRM practices including training and development, compensation and benefits and performance appraisal also have an essential role. The readiness of implementing and adopting E-HRM practices in small and medium enterprises heavily dependent on expertise, financial and technical resources. This study will help managers to develop a strategy for effective implementation of E-HRM in small, medium enterprises (SMEs) in the manufacturing sector.