The Impact of e-HRM: A Classification, Evaluation, and Recommendation

Yıl 2024, Cilt: 6 Sayı: 1, 39 - 59, 27.01.2024

Javad Shahreki , Md Amirul Islam , Shiva Hashemi , Kavitha Raman , Maniyarasi Gowindasamy , Md. Sojib Hasan Choyon

Öz

In the interim, e-HRM (Electronic Human Resource Management) has become a widespread management practise. e-HRM is clearly based on the belief that it will lead to a variety of benefits, including cost savings, increased efficiency, higher levels of quality control, and even a greater strategic role for human resources inside the company. Research is expected to give a general understanding of the repercussions of e-HRM in order to help practitioners in making decisions. A description model could provide a detailed classification of current and potential consequence concepts, and the corresponding categories could be described, contrasted, and essentially assessed. This should be useful as a starting point for thinking about the concept of consequences. Furthermore, the classification provides general criteria for selecting a conceptualisation in future endeavours, as well as recognising and classifying concepts from previous outcome research. As a result, the focus of this study is on how to properly conceptualise the effects of e-HRM. This may be accomplished by first outlining a classification strategy for consequence notions. A second goal of the work is to find previously unrecognised ideas based on the classification process. e-HRM research and practise are studied in light of this unique notion of repercussions, which has been used in information system capabilities.

Anahtar Kelimeler

Electronic HRM, e-HRM Outcomes, Human Resources Information System, HRIS

E-İKY'nin Etkisi: Bir Sınıflandırma, Değerlendirme ve Öneri

Öz

Bu süre zarfında, e-HRM (Elektronik İnsan Kaynakları Yönetimi), yaygın bir yönetim uygulaması haline gelmiştir. e-HRM, maliyet tasarrufu, artan verimlilik, daha yüksek kalite kontrol seviyeleri ve hatta şirket içinde İnsan Kaynakları için daha büyük bir stratejik rol dahil olmak üzere çeşitli faydalar sağlayacağı inancına dayanmaktadır. Araştırma, uygulayıcıların kararlarını vermede yardımcı olmak amacıyla e-HRM'nin sonuçları üzerinde genel bir anlayış sağlaması beklenmektedir. Bir tanım modeli, mevcut ve potansiyel sonuç kavramlarının ayrıntılı bir sınıflandırmasını sağlayabilir ve ilgili kategorileri tanımlayabilir, karşılaştırabilir ve temelde değerlendirebilir. Bu, sonuçlar kavramını düşünmeye başlama noktası olarak faydalı olmalıdır. Ayrıca, gelecekteki çabalarda bir kavramlaştırma seçerken genel kriterler sağlar ve önceki sonuç araştırmalarından kavramları tanımaya ve sınıflandırmaya yardımcı olur. Bu nedenle, bu çalışmanın odak noktası, e-HRM'nin etkilerini nasıl uygun bir şekilde kavramlaştırılacağıdır. Bu, sonuç kavramları için bir sınıflandırma stratejisi belirleyerek başarılabileceği gibi, sınıflandırma sürecine dayalı olarak daha önce tanınmamış fikirleri bulmak da çalışmanın ikinci bir amacıdır. Bu benzersiz sonuç kavramı ışığında e-HRM araştırması ve uygulaması incelenmektedir, ki bu bilgi sistem yeteneklerinde kullanılmıştır.

Anahtar Kelimeler

Elektronik İKY, e-İKY Sonuçları, İnsan Kaynakları Bilgi Sistemi, IKBS

Kaynakça

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