Electronic-Human Resource Management and Organizational Performance
DOI:
https://doi.org/10.51137/wrp.ijarbm.469Keywords:
Electronic-Human Resource Management, Employee Self-Service, Manager Self-Service, Human Resource Information Systems, Applicant Tracking Systems, Organizational PerformanceAbstract
This study investigates the relationship between electronic Human Resource Management (e-HRM) systems and organizational performance, focusing on four key components: Employee Self-Service (ESS), Manager Self-Service (MSS), Human Resource Information Systems (HRIS), and Applicant Tracking Systems (ATS). The primary aim is to determine how these digital HR tools influence overall organizational effectiveness. Using a quantitative research design, data were collected through structured questionnaires administered to HR professionals and managerial staff across various organizations. Statistical analyses, including regression modeling and robustness tests, were employed to evaluate the impact of each e-HRM component on organizational performance metrics. The results reveal that all four components have a significant and positive effect on organizational performance. These findings align with recent empirical studies, suggesting that digital transformation in HR facilitates improved efficiency, strategic decision-making, and talent management. The study concludes that the successful implementation of e-HRM systems can serve as a strategic lever for organizational success. Accordingly, it recommends aligning e-HRM strategies with business objectives, ensuring system scalability and integration, maintaining data accuracy, and providing comprehensive user training to enhance system adoption and utility.
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Copyright (c) 2025 Adedeji Daniel Gbadebo (Author)
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