The Impact of e-HRM (Electronic HRM) on The Performance of HR Managers

Zahid Ali Channar; Hafiza Aisha Bhatti; Hameedullah Kazi; Asandaas Manwani

doi:10.58921/jobams.1.1.25

Zahid Ali Channar Chairperson, Department of Business Administration, Sindh Madressatul Islam University, Karachi, Sindh
Hafiza Aisha Bhatti Faculty of Commerce Economics and Management Sciences, Isra University, Hyderabad, Sindh
Hameedullah Kazi Pro Vice-Chancellor, Faculty of Commerce Economics and Management Sciences, Isra University Hyderabad, Sindh
Asandaas Manwani Chairperson, Faculty of Commerce Economics and Management Sciences, Isra University Hyderabad. Sindh

DOI: https://doi.org/10.58921/jobams.1.1.25

Keywords: E-HRM, attitude, information technology, employee satisfaction, perceived ease of use

Abstract

The ever improving E-HRM has paved way for multiple revolutions in an otherwise standard operational trends and methods and the most emphatic of them is the transition brought in HR managers’ focus from authoritative objectives to becoming a potential strategic business partners. Such a shift has amplified the value added to the human resource functions. Simultaneously it has also elevated the capabilities that are a constituent of a successful HR professional. The main objective of the study is to find out the impact of information technology on the performance of human resource managers, operational managers and HR experts/professionals. The focus of the research is also pinned on the question whether a difference in adoptability, usage and effects occur between public and private banks. Primary source is used for this research. In accordance of this task a survey questionnaire was carried out to acquire data from human resource managers and executives performing managerial duties in public and private banks of Hyderabad. Stratified random sampling technique is used in this study because of targeting the heterogeneous groups in this study. Sample size is 60, 30 from each sector i.e. public and private. Data was analyzed through Mann Whitney test and Spearman’s correlation. Results indicated that attitude towards use of E-HRM is not significantly different in public and private banks. It was also find out that attitude towards use of E-HRM is not significantly different for both genders. Perceived ease of use is also not significantly different in both sectors. However, analysis showed that Electronic Human Resource Management (E-HRM) increases the performance of employees. This research has implications for all level managers of both sectors of banks.