E-HRM

This paper examines a knowledge gap regarding how HR practitioners experience the implementation of significant changes to policies and practices within their own function. It focuses on the challenges created by attempts to apply digital technologies to within-HR activities. Coding transcripts from semi-structured interviews with practitioners, we found support for a model of HR digitalization that relates the components of technology implementation, that is, technology, organization, and people (TOP), to its operational, strategic alignment, and strategic integration consequences. We also found that each of seven HR subfunctions uses different technologies to digitalize and at different paces of implementation, that we can array HR subfunctions along a continuum of consequences as they digitalize, and that technology implementation advances dynamically as it iterates over time through cycles of development and adjustment.

"Transforming HRM Paradigms" is a comprehensive exploration of the evolution and future
of Human Resource Management, designed to offer insights and strategies for HR
professionals navigating the rapidly changing business landscape. The book addresses the
fundamental shifts occurring in HRM practices, focusing on the integration of technology, the
changing role of HR in organizational strategy, and the need for a more holistic approach to
employee well-being and development.
The first part of the book introduces the concept of HRM as a strategic partner within the
organization, emphasizing the importance of aligning HR practices with organizational goals.
It explores how HR professionals can lead change, foster a culture of innovation, and
contribute to long-term success. This section highlights the need for HR to transition from a
support function to a value-generating partner, helping organizations achieve competitive
advantage through effective talent management, leadership development, and organizational
alignment.
The second part examines the impact of technology on HRM, including the rise of AI, data
analytics, and automation, and how these tools are reshaping talent acquisition, employee
engagement, and performance management. It offers an in-depth look at how these
technological advancements are not only improving operational efficiencies but also
enhancing the ability of HR departments to make data-driven decisions. From AI-powered
recruitment platforms to machine learning tools for personalized employee development, this
section provides HR leaders with practical advice on harnessing these technologies to
improve their practices.
The third section focuses on the evolving nature of employee relations, highlighting the
importance of diversity, equity, and inclusion in creating a supportive and productive work
environment. It also discusses the role of HR in fostering a positive organizational culture
and addressing issues of employee mental health and work-life balance. With more
employees seeking workplaces that align with their values, HR professionals must cultivate
inclusive environments where everyone feels heard, valued, and supported. 
The final part of the book looks toward the future, presenting forward-thinking strategies for
adapting to the next wave of changes in the HR field. It explores emerging trends, such as the
gig economy, remote work, and the need for continuous learning and development, offering a
roadmap for HR professionals to stay ahead in an increasingly complex and competitive
world. It stresses the importance of building agile HR practices that can quickly respond to
external changes, such as global crises, technological disruptions, and shifting workforce
demographics, while maintaining a focus on long-term organizational growth.
This book is a crucial guide for HR professionals who want to not only keep up with current
trends but also anticipate and shape the future of Human Resource Management. It is an
essential read for anyone seeking to drive transformation and innovation in their HR
practices, ensuring that their organizations are well-positioned for success in the coming
years. By providing practical strategies, case studies, and forward-looking insights,
"Transforming HRM Paradigms" serves as a roadmap for HR professionals seeking to lead
change, enhance employee engagement, and build organizations that thrive in an evolving
global market.

This paper aims to present and discuss a collection of empirical studies relating to the adoption and implementation of HRIS, by means of a content analysis of the findings of previous HRIS studies. A review of the relevant literature has shown that a large number of previous studies have attempted to identify factors determining the adoption and implementation of HRIS applications. For the purpose of this study, these factors are presented and discussed under two dimensions: internal and external environmental factors. However, as the findings of previous studies presented conflicting results, these factors needed to be examined empirically at an aggregate and individual level.

Corporate websites have become essential tools for the on-line recruitment process, amongst other reasons because of their ability to offer relevant information for attracting candidates. The information they display includes a section on recruitment sites usually called "Benefits Offered to Employees", the content of which has not been studied in literature. In this cross-sectional paper, we use content analysis to examine recruitment websites of the 100 Best Companies to Work For (BCW) and direct observation to categorize these contents and analyze certain aspects: their evolution, their adaptation to the new interests (work values and attitudes, leadership and teamwork preferences, leader behaviors, and career experiences) of the new generations (Millennials and Gen Z) and their sustainability values. In addition, we apply a questionnaire to potential candidates from these generations in order to discover their appraisal of the contents of this section; we use two samples of 150 and 128 final-year students from the Degree in Business Administration and Management, who are therefore very close to being job seekers, taken at two points in time several years apart. After the analysis, it was ascertained that over half of the recruitment sites of the BCWs use this section, and that applicants rate the information on non-economic benefits more highly than that on economic benefits. Regarding sustainability activities, one outstanding point is that the sections referring to flexibility and personal life are experiencing growth. The main conclusion is that the information companies publish in this section is relevant for the new generations.

The employee's adoption rate of e-HRM among developing countries is relatively low and difficult due to human dynamics and external factors. Investigating what factors might be critically contributing to adoption is vital to enhance the smooth working experience of e-HRM users. Hence, the current study is aimed at examining the factors that might influence the e-HRM adoption behavior of banking employees in Sri Lanka. In order to achieve this aim, the determinants were derived and conceptualized to empirically test based on the Unified Theory of Acceptance and Use of Technology 2 (UTAUT2). The Performance Expectancy, Effort Expectancy, Facilitating Conditions, Social Influence, and Hedonic Motivation were the determinants, and it was hypothesized that all these determinants positively influence on eHRM adoption behavior of banking employees. The data was collected from 196 banking employees in 6 private sector banks located in the Sabaragamuwa region in Sri Lanka based on simple...

Effective time off management is a cornerstone of modern human resource (HR) operations, yet traditional systems often fall short in addressing global workforce needs and regulatory complexities. This paper examines how SAP SuccessFactors Employee Central Time revolutionizes time off management through its cloud-based features, including Time Off, Time Sheet, and Time Tracking. By analyzing its functionalities, benefits, and implementation challenges, this study highlights the module's ability to enhance operational efficiency, ensure compliance, and boost employee engagement. Drawing on 2022 peer-reviewed literature and real-world case studies, the paper underscores the system's scalability and data-driven insights, while addressing hurdles such as configuration complexity and user adoption. The findings affirm SAP SuccessFactors Employee Central Time as a transformative tool for HR digitalization, offering actionable strategies for successful implementation.

This paper discusses whether e-HRM makes the HR function more strategic. A model of e-HRM strategy formulation is developed and the efficacy of the HR function becoming more strategic is discussed. Based on this model, a primarily administrative HR function is unlikely to become more strategic with the addition of e-HRM. In contexts where e-HRM goals are likely to be strategic, however, the tendency for HR managers to copy best practices, be overly skeptical or satisfice poses serious challenges. Implications and avenues for future research are discussed.

The issues of human resource management practices have been broadly discussed in the Malaysian employment sector. This is because human resource management practices are recognized as a system that can produce good-quality employees that can influence organizational survival. The objective of this study was to determine the level of human resource management practices of the Johor State Sports Council. Eighty-five employees of the Johor State Sports Council have been recruited. A survey design using a questionnaire comprising 26 items was used to measure recruitment and selection, training and development, performance appraisal, reward and participation, and communication. The study's findings show that four human resource management practices were at a high level and training and development were reported at a moderate level. The result demonstrates that human resource management practices applied by the Johor State Sports Council execute better outcomes among employees, eventually creating a good image of the organization. Hence, integrated human resource management can help the organization refine employee development for the long term.

Effective Human Resources Management (HRM) is a critical element of successful organizational operations. Thriving companies exhibit innovation, efficiency, flexible structure and require new skills in their organizations and in their human resources. An effective HRM policy includes a successful external communication process when seeking to attract the best job applicant. The purpose of this paper is to draw attention to the importance of human factors in the activities of organizations and examine the prevailing practices regarding on what employers offer and seek when advertise their job vacancies in Greece. Data were collected from online job advertisements in Greece. The results indicate that the common communication practices in job adverts in Greece could be improved to ensure that the best candidates are attracted and selected by these communication practices. For example, more information about the job description and equal opportunities policies could enhance the quality ...

Today's technological innovations lead to the evolution of work systems in organizations that help improve the Human Resource Information System (HRIS). Human Resource Information System (HRIS) is a way or tool to achieve, store, manage, recover and dispense all the relevant information in the aspect of organizational human resource or in another way, it can be said as the combination of both human resource management and information system. Therefore, the findings of this study are important to the organization as well as the employees. This study is necessary because it helps organizations to identify relevant factors such as individual characteristics, technology and organizational environment with the level of mastery of the Human Resource Information System (HRIS). Currently, HRIS is being widely applied in various firms. The main objective of this research is to investigate the HRIS contributions and impact on strategic employee engagement and participation in private education industry. Approximately 147 data were collected from respondent

This study investigated the impact of streamlining strategic cost management on profitability of local pharmaceutical firms in Nigeria. The dependent variable is represented with return on asset (ROA), and the independent variable is represented with: cost of inventory (COIV), cost of labour (COLB) and cost of selling/distribution (COSD). The design used secondary data collected from the published annual reports of selected listed local pharmaceutical firms published in Nigeria, 2016-2021. A further purposive sample size of five (5) firms that have the required data applied. Our analyses techniques applied Regression Model, Correlation and Descriptive Statistics. The specific findings are that COIV and COSD are positive and non insignificant on ROA; while COLB is positive and significant on (ROA) of local pharmaceutical firms in Nigeria. This study contributes to the existing body of knowledge with: the positive impact of the three variables applied; the modernized model of the study, the empirical findings and the reach literature for academia. We recommend that firm policy makers, are to streamline cost management policies of: COIV, COLB and COSD; as they impact on ROA in Nigeria. Implications show that managers and other policy makers who desire to use these findings: should know that only one of the study variables is positive and significant on ROA and besides, the study focused only on pharmaceutical firms in Nigeria and thus, may not be generalized in all industry.

The main objective of our study is to determine the impact of inventory management on firm performance in Nigeria-Using Grass Roots Opinion. Other specific objectives are to determine the impact of ABC model; Low, medium, high model; and Economic order quantity EOQ models on firm performance. Our methodology applied grass roots opinion (primary questionnaire) survey design with a focus on a purposefully sampled 10 firms with populations of 710 staff strength; while Taro Yamane formulae was used to arrive at 400 staff who formed our respondents. The method of analyses applied descriptive statistics; Pearson Correlation and OLS regression. The result shows that the Adjusted R-squared value of 0.879, which is 88% of the systematic variations in the dependent variable in the pooled firms, was jointly explained by the independent variables (ABC, LMH, and EOQ) on firm stock management. The F-statistic value of 429.250 with P-value of 0.0000 shows that the OLS pooled model on the overall is statistically significant @ 5% level. Other findings of the explanatory variables are: ABC; LMH; and EOQ inventory models have positive significant impact on firm performance in Nigeria. The study concludes that inventory management model techniques tested have positive significant impact on firm performance. This study is important to the manufacturing firms in Nigeria because it provides the guidelines to the management of firms on stock management models that minimizes stock waste and impact corporate performances.

Human Resource Shared Services (HRSS) are established to reap the benefits of both centralization and decentralization through bundling intellectual capital and offering HR services that are adapted to the needs of clients and end-users. As a result, HRSS are believed to create value for end-users: employees, managers and HR professionals. However, our understanding of HRSS value creation is limited and therefore, this paper presents a conceptual model that explains value creation of HRSS. The underlying theoretical notion of this model can be found in the theory of intellectual capital, which starts from the central thesis that value is created by leveraging the knowledge and knowing capabilities of organizations. As intellectual capital is conceptualized into three interrelated categories (human, organizational and social capital), it is expected that the interrelations among these categories create value. Therefore, we propose that the human capital of HRSS is related with value creation as organizational and social capital partially mediate this relationship. Yet the degree of influence of human, organizational and social capital on value creation depends on which HR services type is offered. As a result, we assume that the relationship between human capital and value creation, and the mediating effect of organizational and social capital is moderated by the type of HR service that is offered.

In an uncertain, fast changing and hyper competitive business environment, Agility, characterised by innovative and self-managing teams, learning organisation environment and customer-driven process is the key. This chapter introduces the philosophy and principles underpinning Agile way of working in software development. It specifically highlights the critical role played by HR in attracting, developing and retaining talent that befits the overarching Agile philosophy. It also identifies the implementation challenges and success factors. Learning Objectives • Explain the Agile Manifesto and its key characteristics and principles • Present the process map of and the key terms used in Agile Scrum Method • Explain how HR can play a transformative role in implementing Agile with specific reference to organisational culture, recruitment and selection and performance and reward management. • Highlight the key components of the HR->T Talent Management Model • Critically present the major implementation challenges in implementing Agile

This study looks at Apex Footwear Limited's Electronic Human Resource Management (E-HRM) practices. Human resource services are made available to a wider range of organizational stakeholders, such as HR departments and employees, through web-based technology in E-HRM. The study's inception followed a comprehensive exploration of the transition from traditional HR to E-HRM, recognizing the integral role of technology in enhancing HR functions, reducing time wastage, and creating a competitive advantage. The primary objective of this study is to investigate E-HRM practices within Apex Footwear Limited. Key goals include scrutinizing E-HRM practices across different departments, gauging employees' perceptions of E-HRM, assessing its impact on organizational development, identifying implementation obstacles, and providing pertinent recommendations for leveraging E-HRM to enhance organizational performance. The research adopts a descriptive-analytical approach, incorporating both primary and secondary data. A structured questionnaire comprising 11 questions on E-HRM was designed for the study. The study encompasses 80 administrative and management staff members at Apex Footwear Limited, ranging from top-level executives to supervisors, using a convenient sampling approach. The study confirms the positive impact of E-HRM on organizational performance, with employees demonstrating a high level of awareness and satisfaction regarding the system. The study uncovers various challenges in implementing E-HRM, including insufficient financial support, time management issues, and resistance to change. To overcome these challenges, the study recommends aligning E-HRM systems with HR needs, expanding options under E-HR technology, facilitating online training, regular system updates, fostering employee commitment, and adapting to work environment variables.

BSE or popularly known as Bombay Stock Exchange is Asia’s one of the oldest and largest stock market. Every year BSE enlists companies in the ranks from top 50, 100 and 200. These companies are well performing companies financially as well as from market operations. The deep understanding of the financial information of the trends of these companies can help investors and decision makers to take better decisions. The present paper emphasis to study the financial performance of selected 100 BSE listed companies in India. The area of study covers top 100 public listed companies for the financial year 2022- 23. It is based on secondary collected from the portal of Bombay Stock Exchange (BSE) and Prowess IQ Database. The collected data was analyzed using mean, median, correlation and graphs like pie chart and histogram. The study concludes that all the companies that rank top 100 showed strong profitability ratios and liquidity ratios. The average operating ratios for overall all the companies showed satisfactory. Also the study showed that there is a strong and positive correlation between profitability ratios, liquidity ratios and operating ratios of these companies

This study determined the effect of corporate risk management committee on performance of firms in Nigeria. Other specific objectives are to determine how: corporate risk committee size CRCS; corporate risk committee diligence CRCD; corporate risk committee expertise CRCE; corporate risk committee composition CRCC impacts on the financial performance ROE of firms in Nigeria. Population of the study comprised all the 18 listed banks in Nigeria as found in Nigeria Stock Exchange, 2020. But the study sample size comprised five banks that have consistently been in banking operations and have the required size of shareholders wealth as reported by NDIC annual report from (2009-2019) and have mandatorily been reporting risk management issues to date. Data collection was based on content analysis using systematic classification, coding, identifying items and subject interpretation of text data. The analytical techniques applied are: Descriptive Statistics; Pearson Correlation; Haussmann Test (Random and Fixed Effect) Regression Model; Variance Inflation Factor (VIF) to check Multicollinearity of the independent variables, Heteroscedasticity Test and Ramsey RESET Test. The results show that corporate risk management committee impacts ROE of the sampled firms especially banks. Out of the four explanatory variables applied in the study; CRCD and CRCC are positively significant; while CRCE is positively insignificant and CRCS is insignificant on ROE. The study recommends that there is a need for firms, especially banks to establishing risk management committee, considering CRCD and CRCC as they impact on financial performance. This study contributes to knowledge with the enormous rich literature for academia and also with the new model applied in the study.

The current study empirically investigated the implementation of relational e-HRM practices in banks and examined their relationship with the overall organizational performance of the banks in Lahore during COVID-19 pandemic. It also highlighted the issues that managers face during the implementation of relational e-HRM practices. The mixed method approach was adopted to conduct this cross-sectional study. Commercial banks with their head offices in Lahore were chosen and 171 branches were selected randomly. The purposive sampling technique was used to collect qualitative data and semi-structured interviews of sixteen (16) branch managers were carried out online. Qualitative data was analyzed thematically while covariance-based structural equation modeling (CB-SEM) was used to understand the effect of e-HRM practices on organizational performance. Most of the banks were found to have implemented all the relational e-HRM practices except e-selection which was implemented only in two branches. Relational e-HRM practices showed a positive effect on the overall performance of banks during COVID-19 pandemic. Centralized decisionmaking, limited autonomy of bank branches, presence of senior, computer illiterate employees, and inadequate financial resources were found to obstruct the implementation of e-HRM practices. The current research added to the e-HRM literature and examined the association between relational e-HRM practices and overall organizational performance in the context of banks operating in Lahore which apparently was never done before. Only the top commercial banks operating in Lahore, one of the largest metropolitans in Pakistan, were included in this study. The generalizability of findings may be enhanced with further studies.

Although digitalization has been experienced in many business operations, we are still lacking complete knowledge of the impacts of the application of these technological operations in Human Resource Management (HRM) at both an individual level and organizational level. This paper, therefore, seeks to clarify the importance of digitalization to organizations and the challenges facing HRM due to the lack of digitalization. This paper is a study carried out in a South African public enterprise to identify the organizational effects of lack of digitalization in the Human Resource Management department. Qualitative research was applied and interviews were used to gather data from Human Resource professionals and section managers in a public corporation. Twenty-four individuals were purposively chosen for data collection. The research discovered effects such as lack of digital training, the occurrence of errors, service delays, and the possibility of employee burnout due to manual systems used to serve a large organization. The discussion provided in this study would strengthen the body of knowledge on the importance of digitalization in public enterprises, especially public organizations that have a role to protect national security.

The adoption of Electronic Human Resource Management (E-HRM) has significantly transformed the banking sector, particularly in response to the challenges posed by COVID-19. This study investigates the current state of E-HRM practices in Bangladesh’s banking industry, its impact on organizational performance, and key implementation challenges. Using a quantitative approach, data were collected from 458 employees across 4 State-Owned Commercial Banks (SOCB), 13 Private Commercial Banks, and 1 Non-Banking Financial Institution (NBFI). The analysis was conducted using IBM SPSS Statistics (Version 26), applying descriptive statistics, ANOVA, correlation, and regression analyses to assess variations in E-HRM adoption and its influence on performance. Findings indicate widespread E-HRM adoption, with 74% of respondents confirming the use of e-payroll, e-attendance, e-recruitment, and digital performance evaluations. Private banks lead in E-HRM integration compare to SOCBs and NBFIs , as confirmed by ANOVA (p < 0.05). A strong positive correlation (r = 0.65, p < 0.05) was found between E-HRM adoption and organizational performance, with regression analysis showing E-HRM explains 42% of performance variance. However, technological barriers (65%), resistance to change, and lack of trained experts (66%) pose significant challenges. The study recommends investments in IT infrastructure, employee training, and policy improvements to enhance E-HRM effectiveness, contributing to HRM literature and strategic banking policies.

The aim of this paper is to examine the effectiveness of e-HRM by a mediated moderation analysis. This paper used both descriptive and quantitative approaches, while the research unit of analysis consists of Line managers and HR specialists. Purposeful sampling was used for the sampling process in this study while, the research sample consists of 373 Line managers and HR specialists. A questionnaire was used to collect data and PLS-SEM was used to evaluate the study. This study responds to two concerns raised in earlier e-HRM studies; first, to draw attention to the importance of the connection between technology and organisational features; and second, to indicate that the implementation of e-HRM leads to higher-quality HRM services. The main factors affecting the excellent quality of HRM services are the benefits of both traditional HRM and e-HRM. Repeated use of e-HRM and user guidance confirmed their mediating effect, while appropriation of e-HRM and acceptance of the e-HRM system demonstrated their moderating influence. This paper encourage line managers and HR specialists must ensure that e-HRM systems are user-friendly and understandable to the intended audience (e.g.

Using the perspectives of human resource practitioners, this study sought to determine whether the implementation of the e-HRM in the Tshwane Metropolitan Municipality increased the efficiency of the human resource practices. Manual human resource practices may be time consuming, error prone, and difficult to measure. They are further associated with time-consuming data management and analysis due to paper-based systems and spreadsheets. e-HRM enables businesses to increase organizational efficiency while saving time and effort by automating human resource procedures. The study was conducted within the theoretical lens of the Technology Acceptance Theory (TAT) which analyses the adoption factors, including external influences like COVID-19 and unique challenges like load shedding. The study applied a qualitative exploratory research design to acquire rich and descriptive information about the perceptions of human resource practitioners concerning the introduction of e-HRM. The intention of the study was not to generalise the findings to the study population. Semi-structured interviews were used to collect data from fifteen (15) research respondents. The study shows that human resource practitioners have a positive attitude towards the introduction of the e-HRM. In addition, E-HRM has been credited with improving the operational efficiency of human resources. The introduction of a recruitment portal has enabled the municipality to better meet the deadline for filling posts within the three months period. In addition, the municipality was able to reduce the costs associated with employee trainings by utilizing online training programs. Additionally, other respondents expressed skepticism regarding the introduction of e-HRM in the municipality. The respondents believed that the use of e-HRM would result in the loss of jobs in the long run. It is evident from the perceptions of the human resource practitioners that technological tools such as e-HRM can be used by public servants to significantly enhance human resource functions.

Practice based e-HRM started earlier than academic research into e-HRM. And as the promises of the vendors of e-HRM technology are not achieved and the investments to be made in e-HRM are high, scientific research can be of value for identifying the reasons for not achieving these promises. In this research, effectiveness of e-HRM is compared between two organizations i.e HCL Technologies and Xavient Information Systems. This paper elaborates on the development of a framework for measuring the effectiveness of e-HRM. Before the research framework could be developed, the context of e-HRM had to be explored. This has lead to the development of a preliminary theoretical framework that was expected to cover the important aspects affecting e-HRM effectiveness. The preliminary theoretical framework contained three constructs, the e-HRM goals, the use of e-HRM, and the effectiveness of the HR system, that were expected to determine the effectiveness of e- HRM. The framework can also be used for general research into the effectiveness of e-HRM, although it needs to be researched more intensively. After the analysis, it is found that HCL technologies and Xavient Information Systems have been using the e-HRM technology in an effective way. There is a gap between organizations’ belief in the value of the web-based-technologies and what organizations are actually achieving from e-HRM. There is a need to understand the reasons for this gap and the involvement of researchers can contribute to a greater understanding of this gap.
There is a lot of research conducted on the effectiveness of HRM. Several studies have contributed to the knowledge about the effects of different e-HRM applications. These studies concentrate on implementation aspects and factors e.g. gender, age, IT experience of employees, usefulness of the technology, ease of use of the technology, and other factors to understand the success of these applications. The use of e-HRM technology also has an impact on the HR department (Ruël et al.; 2004). Several studies have reported on this impact. Little research however, is conducted on the impact of e-HRM on the HR system as a whole. Moreover, there is a need for a method to measure e-HRM effectiveness. This research is aimed to give some insights in how to measure these aspects.

This study focuses on the empirical investigation of the two stage impact of Human Resource Information Systems (HRIS) on the Organizational Performance (ORP). The dimensions of the HRIS considered in this study include General Administration (GAD), Training (TRN), Recruitment (RCT), Performance Evaluation (PFE), and Data Management (DTM). In the first stage, the influences of the dimensions of HRIS on Operational efficiency (OPE), Acceleration of the process (ACP), and Cost benefits (CBN) are studied. In the second stage, the influence of these three intermediate variables on the ORP is studied. The ORP includes both the Financial performance and Non-financial performance measures. The study has been carried out in select product and service industries with a sample size of 244 HR managers. The research methodology adopts a mixed method approach with both qualitative and quantitative research. While the qualitative component involves the analysis of data from questionnaire (primary...

E-recruitment, often known as online recruitment, is the process of hiring individuals using the internet, which has made it easier for organizations to find competent employees. Today businesses are streamlining their hiring and selection procedures by integrating technology such as video conferencing, mobile apps, chatbots, internet and computer-based assessments, etc. to enhance their hiring procedures by improving the ability to match candidates with open positions. Many researchers have identified employers and recruiters are increasingly adopting online social networking to find and evaluate the new employees. Nothing is possible in any organization without the human resource. So, Erecruitment helped organizations a lot for making the availability of people and their management during COVID-19 pandemic when no one was supposed to go outside. This study with the help of qualitative analysis of literature tries to explore how e-recruitment has enabled organizations to improve their recruitment process its effectiveness in people management during COVID-19.

We propose a new design for metallic slit-groove nanostructure to increase the propagation intensity of a unidirectional surface plasmon polariton (SPP) light beam. Our idea is based on the combination of the concept of unidirectional plasmonic wave propagation in a metallic slit-groove nanostructure with the well-known hybrid modes of a hybrid metal-dielectric waveguide. We show that this novel structure results in up to 5 times enhancement in the SPP beam intensity relative to the conventional design of slit-groove nanostructure.

The paper aims to explore the mediating effect of green culture (GC) on the
relationship between Green Human Resource Management (GHRM) and
Green Sustainable Performance (GSP) in small and medium logistics
companies in Jordan. With increasing attention to environmental issues and
sustainability becoming crucial for the future of the logistics sector, GHRM
practices are gaining importance in enhancing sustainable performance. This
study focuses on how promoting GC within organizations can strengthen the
effectiveness of GHRM initiatives to achieve better sustainable outcomes. A
quantitative research method was used to gather data from SME logistics
companies in Jordan through structured questionnaires. Data analysis was
conducted using SPSS-29 and SmartPLS 4. The results show that GHRM
practices have a significant positive impact on GSP in Jordanian SME logistics
companies. Key components of GHRM, such as green recruitment and
selection, green training and development, and green reward and
compensation, were found to be strong predictors of GSP. Furthermore, GC
was identified as a mediator between GHRM practices and GSP, showing that
GHRM practices contribute to the development of a GC in these
organizations. The findings also reveal that a strong GC fully mediates the
relationship between GHRM practices and sustainable performance,
emphasizing the importance of cultivating a robust GC to enhance the
positive effects of GHRM on organizational sustainability. These results
provide insights for addressing gaps in sustainable practices within the
logistics sector and offer recommendations for managers looking to
implement green initiatives in their companies.

While the bulk of the literature on intellectual capital focuses on its role as a source of competitive advantage, fewer studies have analyzed the mechanisms through which human, social and organizational capital translate into high organizational performance. Drawing on the resource-based view and intellectual capital research, this paper aims to analyze how the adoption of e-HRM tools and performance pay affects the contribution of intellectual capital to organizational performance. The analysis performed on a sample of 168 Italian large organizations from the CRANET survey (2015) shows that, while intellectual capital is positively related to organizational performance, such relationship is weakened in presence of high levels of e-HRM. Moreover, in contexts of high intellectual capital, the combined presence of high level of performance pay and e-HRM nullifies the positive impact of intellectual capital on performance, whereas in contexts of low intellectual capital they lead to ...

This study examines digital human resource management can improve
software houses works, leading to better employer branding. It focused
on 189 software houses in Pakistan. This study explores the
relationships between digital HRM practices, employer branding,
eHRM assessment, and HRM capability maturity. It demonstrates how
digital HRM, as an independent variable, positively influences
employer branding, with eHRM assessment serving as a key mediator
in this relationship. Additionally, HRM capability maturity is identified
as a significant moderator, affecting how eHRM assessment impacts
digital HRM practices and, consequently, employer branding. The
findings emphasize the importance of integrating advanced digital
HRM practices and systematically assessing eHRM to align with and
enhance employer branding efforts. The study also highlights the role
of HRM capability maturity in optimizing these processes. However, it
is limited by its focus on a single industry and geographic location,
reliance on self-reported data, and a cross-sectional design. Future
research could address these limitations by exploring diverse industries
and regions, employing longitudinal and qualitative methods, and
examining additional moderating and mediating factors. This study
provides a foundational framework for further research into how digital
HRM and eHRM assessment techniques can be strategically utilized to
boost organizational branding and improve HR performance.

This study discusses the impact of E-HRM practices on the Impersonal Organizational Trust of managerial-level employees in the apparel industry in the Western Province. This research covers the independent variable as Electronic Human Resource Management(E-HRM) Practices and the dependent variable as Impersonal Organizational Trust. The study's targeted population was all the managerial level employees working in the apparel industry, in Sri Lanka. The sample consisted of 125 apparel sector managerial-level employees in the Western Province and primary data was gathered through a structured Likert-scale questionnaire among the respondents. Data analysis was carried out through the IBM SPSS software package. Direct and indirect impacts between E-HRM practices on Impersonal Organizational Trust were significant and positive. The study explored that E-HRM practices significantly impact Impersonal Organizational Trust. Descriptive statistics, correlation analysis, and regression analysis were employed in the data analysis. This study found that the Impersonal Organizational Trust of employees is driven by E-Compensation & benefits, E-virtual training, and Ecommunication. This research contributes to the growing literature on E-HRM practices and Impersonal Organizational Trust.

Perhaps we can claim that current era is the period at which human is standing on the bilateral edge of industry and tradition. The basic characteristics of the complex industrial society in the future confirm that most of the human management and communication mechanisms will not change during human life. Therefore, moving towards the electronic world is a predictable phenomenon. In recent years electronic human resource management (E-HRM) is being used in most of the big companies and institutions and is among the leading organizational systems in human resource management (HRM) which its applications are considered to be very effective and cost-effective. Doubtless in nowadays chaotic world, implementation and development of the E-HRM systems as one of the basic features and elements in capacitating globalization paradigm play a significant role in companies and countries. Globalization paradigm is a set of multidimensional and complex processes which comprises several fields inc...

Nowadays, the demand for journal bearings operating at high speeds and also the importance of their stability in practical usage has caused a need for noncircular lobed bearings instead of circular bearings. This makes the extreme effects of lubrication kind in bearing performance more important. For this reason, choosing appropriate lubricant is of great significance. Ferrofluids as a result of having unique features can be considered as one of the choices. The aim of this paper is to study the stability of two, three and four lobe noncircular journal bearings lubricated with ferrofluids considering parameters such as eccentricity ratio, the ratio of length to diameter and also the magnetic force coefficient. In this work, by considering small perturbation of journal about its static equilibrium position and using the numerical method of finite elements to solve the equations, whirling frequency and stability domain are obtained. The results show that by increasing the eccentricity...

The study investigates into the factors influencing the adoption of e-HRM technologies in order to propose a framework for the adoption of new e-technologies and practices during critical times of disruption, uncertainty, complexity, and ambiguity, as is with the case of the Covid-19 pandemic. Through the identification of the factors that influence the adoption of e-HRM technologies in one of the biggest commercial banks in Tanzania, the paper proposes a new e-Technologies and Practices Adoption Framework (Ne-TPAF) in order to promote the adoption of new e-technologies and practices during and after the abnormal times.

This thesis investigates the influence of firms' internal and external environmental factors upon their adoption of HRIS behaviour (i.e., the variation between adopters and non-adopters) and the level of implementation of HRIS applications and its effectiveness. An integrated conceptual framework was developed for the factors that determine the organisation's adoption and the level of practice of HRIS applications. This framework integrates ideas and elements from the Diffusion of innovation Theory (DOI) and technology organization environment (TOE) model, the Unified Theory of Acceptance and Use of Technology (UTAUT) and the IT studies in the area of HRM. Data were collected through structured-directed interviews with 236 respondents. The survey units were the shareholding companies in Jordan, and the key single respondents approach was employed. The findings of the study support that internal and external environmental factors are related not only to adoption of HRIS behaviour (i.e., the difference between adopters and nonadopters), but also to the level of implementing of HRIS applications. In comparison to each environmental dimension acting alone, the integration approach of the two internal and external dimensions gives better explanation not only of the prediction of the level of implementing of HRIS applications, but also of the prediction of adoption behaviour. Therefore, a better understanding of adoption of HRIS behaviour and the level of implementing of HRIS applications requires that firms' environmental factors be viewed as whole (i.e., the interaction of the internal and external dimension) rather than being isolated fragments (i.e., only a single dimension).

E-HRM has a broad and rich theoretical base that has an exceptional impact on the work environment. Numerous recent studies suggest that due to the rapid advancement of information and communication technology, the use of E-HRM technology has grown significantly in recent years across a variety of businesses and public services. The current study follows the qualitative research methodology by analyzing the content of previous studies related to the subject of the study. This study aims to increase in-depth knowledge and deliberates on the importance of E-HRM technology as an effective method in all areas that convert human resources from merely administrative partners to strategic partners in the work environment, via shedding light on the operational relational and transformational classification of E-HRM and how these classifications covering the business targets in the administrative relational and strategic aspects. Furthermore, this paper focuses on the theoretical part of E-HRM by elaborating on the Adaptive Structuration Theory as one of the best group communication theories and studies the interaction of groups and organizations with information technology. The study concluded that E-HRM is a critical technology that can meet the new workplace needs and handle the advanced work environment issues due to the emergence of globalization in the markets and the strong competition. This study contributes to the body of knowledge by providing a thorough grasp of the benefits of adopting the E-HRM technology to improve workplace workflow. Moreover, this study clarifies the idea of E-HRM and demonstrates how important it is for practitioners and researchers to continue to explore and pay attention to it.

This study sought to evaluate the link between public value creation and e-HRM. The study draws upon public value theory to explore the role of e-HRM in value creation of public organizations. The study was conducted in Kenya in the County Government of Nyeri. A mixed methods approach was adopted, which combines quantitative surveys with qualitative interviews. The quantitative research approach involved a cross-sectional survey design. The survey respondents were 209 employees of Nyeri County Government. Data was analyzed by means of structural equation modelling (SEM). Qualitative approach involved conducting interviews. Thematization was used to analyze qualitative data. The study results show a significant relationship between quality public services, achievable desirable outcomes and development of trust and public value creation. In line with study findings, the study recommends that public sector organizations should optimize the use of e-HRM in their operations to create public value. This study is noteworthy for being one of the pioneering works to explore public value creation through e-HRM using a mixed-methodology approach.

Purpose-This paper demystifies the fluid workforce phenomenon increasingly discussed in the circles of organizational innovators and explores the characteristic aspects of the fluid workforce in the healthcare sector.
Design/methodology/approach-We analyze the concept and provide a generic review of definitions of a fluid workforce in relation to other similar concepts established in the academic and practitioner literature, contextualize the fluid workforce phenomenon in healthcare and distinguish relevant drivers and categories of fluid workers in this sector. We also discuss the implications of a fluid workforce for healthcare organizations, drawing on the health labor market and human resource management (HRM) practices frameworks.
Findings-The fluid workforce in healthcare is not new. Today's main novelties are related to the wide diversity of types of fluid workforce that have emerged, the expanding scale of diffusion of the fluid workforce and the emergence of digital technologies to support HRM decisions. While a fluid workforce may provide solutions to address mismatches in the supply and demand of health workers, it can also worsen working conditions, increase dual practice and have implications for existing HRM practices.
Originality/value-We disentangle a novel term for the public sector, healthcare and HRM literature. We discern similarities and distinctions, presenting a framework for managing and analyzing this workforce at organizational and labor market levels in the healthcare sector. Acknowledging the challenges in estimating the existing fluid workforce labor market size, we offer practical methodologies to empirically estimate its prevalence within the healthcare industry and build an agenda for future research.

The ways by which intellectual capital (IC) drives value creation is often limitedly understood, particularly in the case of Human Resource Shared Services (HRSS), as its components – human, organizational and social capital – are treated as independent and separate constructs. In this paper, a configuration approach to intellectual capital is adopted in order to develop a conceptual framework that provides an in-depth understanding of the ways in which intellectual capital creates value for HRSS end-users. We argue that the interrelationships among human, organisational and social capital form value-creating IC configurations which value creation capability is contingent upon the type of HR services offered. Through this, we contribute by explaining how intellectual capital drives value creation, and how HRSS may make use of their human, organisational and social capital to create value for their end-users.

PurposeWith a focus on the position of EU mobile workers in the Dutch meat industry, this article discusses the multi-level State efforts to enhance protection of workers who experienced limited protection of existing State and private enforcement institutions. The COVID-19 pandemic, with virus outbreaks at Dutch meat plants, fuelled public and political will to structurally improve these workers&#39; precarious work and living conditions. Yet, the process of policy change is slow. The authors show it is the gradual transformation in the institutional environment that the State needs to counter to become more protective for EU mobile workers.Design/methodology/approachUsing the gradual institutional change approach and the concept of State ignorance, the authors examine State responses drawing on interviews with expert stakeholders in the public and private domain, public administration records and newspaper articles.FindingsThrough knowledge creation, boosted social dialogue mechan...

With the growth of technology and greater use of virtual teams, organizations have increasingly begun to use ementoring for socializing, training, and developing individual employees via technology. Despite the growing importance of e-mentoring, relatively little research has examined its process or effectiveness. Therefore, we: 1) provide a framework for understanding the e-mentoring process, 2) review the e-mentoring literature, and 3) present hypotheses to generate additional research on e-mentoring. As technology develops, the use of e-mentoring and, thus, the need to better understand it will grow.

Purpose-This research aims to explore whether or how organizations adopt people analytics (PA), its value and potential socio-technical factors that can enable or hinder PA projects by disrupting and reshaping human resource management. We do this by focusing on the Italian context. Design/methodology/approach-We conduct a scoping review of data collected between 2018 and 2022 via Google Alerts (GA), a content change detection and notification service that is gaining popularity in scholarly research. Findings-Our findings suggest that the diffusion of PA applications in Italy, especially those of a descriptive nature, is growing. Most of the existing PA applications are positioned in a positive technocratic light, envisioning the value of PA for both employees and organizations. The value for the latter appears to be direct, while the value for employees is realized through organizational initiatives. The findings also suggest that while enablers can vary between PA application types, the barriers, especially technological and environmental, are generic for both descriptive and predictive/prescriptive PA applications. Originality/value-Theoretically, we propose a framework for analyzing PA applications, their values, enablers and barriers. Methodologically, we present and describe in detail a novel approach, drawing on GA that can be used to study PA in specific contexts. Practically, our study serves as a helpful point of reference for managers planning or implementing PA in Italy, for benchmarking PA in Italy over time and for comparative international studies.

Electronic Human Resources Management (e-HRM) activities should be continued with more technological and innovative methods. The aim of this research is to examine in detail the current studies on e-HRM based activities and to determine the orientation of the concepts. As a result of keywords analysis, it is seen that big data, artificial intelligence, cloud computing, Internet of Things have come to the fore. In the last ten years, 3888 publications related to e-HRM have been retrieved from the web of science database, and 56 newest articles on Human Resource Management (HRM) application, practice, strategy and execution, which contain search phrases. It is seen that the subject of e-HRM is the starting point in determining the research terms and the main starting point of the articles that guide the study, and the most cited publications in this field are the studies on e-HRM. It is thought that developments in mobile applications, smart automation and artificial intelligence also affect the studies in the field of electronic or digital HRM. The common feature of the most recent publications on technology-oriented HRM practices, strategies and practices is the acceptance that their effects are wide-ranging. Recent discussions on technology and HRM strategies in businesses have emphasized the importance of social context and appear to have developed frameworks that acknowledge both the material and social character of technologies. As a result, the current increase in the use of digital technologies affects the competencies and expectations of the digital workforce.

Building construction workers are prone to accidents because the construction industry is considered one of the most hazardous. It is important to note that Nigeria does not have any accurate accident data. Therefore, effect of implementing strategies of accident prevention method in minimizing occurrences of accident in five selected building construction site in Akure, Ondo state, Nigeria. This was with a view to implement strategies of accident prevention method in building construction site in the study area. Building construction workers, the general public, and future research will all benefit from the study. Eighty (80) valid questionnaires were administered to the respondents in selected construction sites in the study area, these include Contractor, Skilled labour, Unskilled labour, Professionals and Others with a retrieval of sixty-nine (69). Frequency and percentage were used to analyze the demographic information of the respondent while data on the effect of implementation strategies of accident prevention method in minimizing occurrences of accident in building construction site was analyzed using descriptive, mean score, and ranking. The study concluded that cost of operation rescue, increase compliance with dedication to safety, decrease time and money lost after an accident, improves safety and productivity, decrease time and money lost after an accident are the most significant effect of implementing strategies of accident prevention method in minimizing the occurrence of accident in building construction site of which it's major effect is on time. This study recommended that the implementing strategies of accident prevention method in minimizing the occurrence of accident in building construction site should be focused of all the construction stakeholders as it has major effects on time of the project.

Building construction workers are prone to accidents because the construction industry is considered one of the most hazardous. It is important to note that Nigeria does not have any accurate accident data. Therefore, effect of implementing strategies of accident prevention method in minimizing occurrences of accident in five selected building construction site in Akure, Ondo state, Nigeria. This was with a view to implement strategies of accident prevention method in building construction site in the study area. Building construction workers, the general public, and future research will all benefit from the study. Eighty (80) valid questionnaires were administered to the respondents in selected construction sites in the study area, these include Contractor, Skilled labour, Unskilled labour, Professionals and Others with a retrieval of sixty-nine (69). Frequency and percentage were used to analyze the demographic information of the respondent while data on the effect of implementation strategies of accident prevention method in minimizing occurrences of accident in building construction site was analyzed using descriptive, mean score, and ranking. The study concluded that cost of operation rescue, increase compliance with dedication to safety, decrease time and money lost after an accident, improves safety and productivity, decrease time and money lost after an accident are the most significant effect of implementing strategies of accident prevention method in minimizing the occurrence of accident in building construction site of which it's major effect is on time. This study recommended that the implementing strategies of accident prevention method in minimizing the occurrence of accident in building construction site should be focused of all the construction stakeholders as it has major effects on time of the project.

This study aims to develop an adoption model tailored for service-oriented organizations and then evaluate its effectiveness within the specific context of Tehran Municipality, Iran's foremost service-oriented institution. Utilizing a mixed-method research approach integrating qualitative and quantitative methodologies, this study delineated the dimensions, categories, and indicators pertinent to the adoption of Electronic Human Resource Management (EHRM) systems in service-oriented organizations. Qualitative methodologies were employed to identify and develop the adoption model, which was subsequently evaluated within Tehran Municipality using a quantitative approach. In the qualitative segment of this study, in-depth interviews were conducted using a snowball sampling technique until theoretical saturation was achieved. For the quantitative phase, a sample of 310 experts affiliated with Tehran Municipality's EHRM system was surveyed. Structural equation modeling and Smart PLS 4.0 software were employed for data analysis. Ultimately, this research extracted five dimensions, A Socioeconomic Analysis of the Online Gambling 92 14 categories, and 94 indicators for the proposed adoption model. Notably, experts accorded the highest priority to the technological dimension in the adoption model, with specific emphasis on "adaptive architecture, security and privacy of employees, trialability and reliability, organizational citizenship behavior, organizational dynamic capabilities, digital Leadership Policy and Actions, cloud computing, etc…", as pivotal factors in EHRM adoption. The organizational dimension assumed the second-highest priority, while the individual dimension was assigned a third-place ranking. Micro and macro-environmental factors followed in subsequent priority order.