Original Research - Special Collection: Technology in the African workplace

Electronic human resource management: Enhancing or entrancing?

Paul Poisat, Michelle R. Mey
SA Journal of Human Resource Management | Vol 15 | a858 | DOI: https://doi.org/10.4102/sajhrm.v15i0.858 | © 2017 Paul Poisat, Michelle R. Mey | This work is licensed under CC Attribution 4.0
Submitted: 01 September 2016 | Published: 25 July 2017

About the author(s)

Paul Poisat, Graduate School, Nelson Mandela Metropolitan University, South Africa
Michelle R. Mey, School of Industrial Psychology and Human Resources, Nelson Mandela Metropolitan University, South Africa


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Abstract

Orientation: This article provides an investigation into the current level of development of the body of knowledge related to electronic human resource management (e-HRM) by means of a qualitative content analysis. Several aspects of e-HRM, namely definitions of e-HRM, the theoretical perspectives around e-HRM, the role of e-HRM, the various types of e-HRM and the requirements for successful e-HRM, are examined.

Research purpose: The purpose of the article was to determine the status of e-HRM and examine the studies that report on the link between e-HRM and organisational productivity.

Motivation for the study: e-HRM has the capacity to improve organisational efficiency and leverage the role of human resources (HR) as a strategic business partner.

Main findings: The notion that the implementation of e-HRM will lead to improved organisational productivity is commonly assumed; however, empirical evidence in this regard was found to be limited.

Practical/managerial implications: From the results of this investigation it is evident that more research is required to gain a greater understanding of the influence of e-HRM on organisational productivity, as well as to develop measures for assessing this influence.

Contribution: This article proposes additional areas to research and measure when investigating the effectiveness of e-HRM. It provides a different lens from which to view e-HRM assessment whilst keeping it within recognised HR measurement parameters (the HR value chain). In addition, it not only provides areas for measuring e-HRM’s influence but also provides important clues as to how the measurements may be approached.

 


Keywords

electronic human resource management; content analysis; value chain; human resource management; organisational productivity

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