Investigating Barriers That May Influence the Implementation and Use of E-HRM Tools in the Organization

2021 ◽  
pp. 350-370
Author(s):  
Hamid Agahi ◽  
Sarist Gulthawatvichai
Keyword(s):  
Human Resource ◽  
Selection Process ◽  
Business Sector ◽  
Human Resource Managers ◽  
Structured Interviews ◽  
Resource Managers ◽  
Recruitment And Selection ◽  
Study Participants ◽  
Selection Of

Human resource managers (HRMs) can use electronic-human resource management (E-HRMs) tools to improve human resources practices, including recruitment and selection of employees. Grounded in the theoretical framework of a unified theory of acceptance (UTAUT), this present qualitative case study investigated the potential barriers that influence the implementation and use of E-HRMs in Thailand's business sector. Human resource professionals from the business sector, including hotels in Thailand, were the study participants. Semi-structured interviews with open-ended questions were used as data collection instruments. Qualitative data collected was analyzed using thematic content analysis. The challenges impact the recruitment and selection process by making the employment process complex and poor selection of employees. HRMs should support E-HRMs as the advanced technologies to improve recruitment and selection of competent employees. In conclusion, E-HRMs are effective information systems that support electronic recruitment and selection of qualified employees.

scholarly journals Human Resource Managers Views on Implementing Work-Life Balance

1970 ◽  
Author(s):  
Lisa Mohn
Keyword(s):  
Human Resource ◽  
Work Life ◽  
Work Life Balance ◽  
Human Resource Managers ◽  
Structured Interviews ◽  
Life Balance ◽  
Tertiary Institutions ◽  
Resource Managers ◽  
Hr Managers ◽  
Stable Categories

This paper focuses on the views of Human Resource (HR) managers about the implementation of work life balance (WLB) initiatives. Increasingly, WLB has become an important part of employment relations discussion and knowledge. The literature presents two key themes in terms of how this is implemented in practice. Firstly there was a corporate theme, where WLB is developed and applied from within the organisation. In the second theme WLB is developed and applied in tripartite partnership. The literature showed the New Zealand (NZ) experience is confused as to which path it is following. Thus, the purpose of this study was to explore the views of HR managers in NZ government funded tertiary institutions about the implementation of WLB practices. The research involved 3 in-depth, semi-structured interviews, which were then transcribed, analysed and compared until stable categories emerged. The findings reflected the confusion found in the literature. Approaches and knowledge of WLB were standardised and essentially uniform; there was much pride and satisfaction in achievements, both individual and corporately: and despite being government funded, the organisations reflected a corporatist theme in their approach to WLB. In summary, regardless of the rhetoric of WLB as positive to workers regaining balance in their lives, the research showed in practice it was 'a wolf in sheep's clothing' -- more beneficial for the organisations in terms of increasing worker productivity, than for the workers.

Impact of Training Programs on Employees’ Performance: Case Study on Afghanistan’s Telecommunication Companies

2019 ◽  
Vol 11 (1) ◽  
Author(s):  
Ahmad Mujtaba Ahmadi ◽  
Keyword(s):  
Human Resource ◽  
Quantitative Research ◽  
Training Programs ◽  
Research Area ◽  
Human Resource Managers ◽  
Resource Managers ◽  
Development Teams ◽  
Telecommunication Companies ◽  
Or Organization

Employees are playing the major role in any organization, as they are the assets of the company, thus the company’s success depending on the employees’ activeness and their performance. As it is obvious that the company or the organization must invest on effective training on their employees in order to grow up the job performance. The Human Resource Management is the research area, which conducted many research and surveys especially on the factors of training and developing programs on Employees performance. The purpose of this study is to investigate and measure the effects of training programs on Employees performance in Afghanistan’s Telecommunication Companies as a case study. Four objectives were developed in order to understand the study aim. This study is based on four case studies of the biggest Telecommunication companies, which currently they are operating in Afghanistan. A quantitative research was implemented which the data are collected through the questionnaires by approaching 18 questions that distributed to 61 respondents within those four companies employees’. As a result, to findings the resourceful and active Human Resource Managers with respect to the decision makers of the Telecom companies. With respect to Training and development results with optimal utilization of resources in a company or organization. There is no wastage of resources, which may cause extra expenses. Accidents are also reduced during working. All the machines and resources are used economically, reducing expenditure. This case study mainly tangled 4 Telecommunication companies survey (private/Public) sectors, in Afghanistan and the duration of completion of the research was conducted within 6 months period. The questionnaires were distributed to the 61 active employees’ of those telecom companies. mostly the respondents of the questionnaire were from HR, Admin, Training Development teams and technical departments, the data was analyzed through AMOS version 20 and Statistical Package for Social Science (SPSS) Version 20.

Investigation of Attitudes and Perceptions of Human Resource Managers at Hospitality Establishments Regarding Affirmative Action Programs A Case Study in Eskişehir-Turkey

2017 ◽  
Vol 4 (2) ◽  
pp. 27
Author(s):  
Davut Uysal ◽  
Rahman Temizkan ◽  
Nazmi Taslacı
Keyword(s):  
Affirmative Action ◽  
Human Resource ◽  
Qualitative Data ◽  
Human Resource Managers ◽  
Resource Managers ◽  
Positive Attitudes ◽  
Perceptions And Attitudes ◽  
Attitudes And Perceptions ◽  
Positive Discrimination

The purpose of this study is to examine the perceptions and attitudes of human resource managers at some hospitality organisations regarding the employment of disadvantaged individuals as part of affirmative action program in the province of Eskişehir-Turkey. This study is a qualitative study focusing on real cases to inspire other organisations. The data were collected through active interviews, and the collected data was analysed through the use of manual qualitative data analysis methods. The findings of the study reveal that perceptions of human resource managers regarding disadvantaged individuals at hospitality organisations are closely related to disabled individuals. They do not have positive attitudes towards the employment of disadvantaged individuals in tourism as part of affirmative action programs. They are also against positive discrimination of disadvantaged individuals in the employment in tourism for some reasons. All these findings suggest that participants are confused about some terms regarding affirmative action.

A Study on Use of E- Resources in Recruitment and Selection Process in 5 Star Hotels

2015 ◽  
Vol 1 (1) ◽  
Author(s):  
Arun Sherkar
Keyword(s):  
Selection Process ◽  
Hotel Industry ◽  
Human Resource Managers ◽  
Recruitment Process ◽  
Time Saving ◽  
Resource Managers ◽  
Negative Impacts ◽  
Recruitment And Selection ◽  
Hr Managers ◽  
Interviewing Technique

E- recruitment also known as online recruitment is widely used by the HR in the hotel industry. The main purpose is to reduce cost, maximize utilization of human capital and ease in recruitment process. There is various e- recruitment techniques adopted by various Human Resource managers for e.g. Naukri. com, monster.com and various interviewing technique such as Skype, video calling are just a few in the list. The study is aimed to analyze the various e-recruitment techniques used for various levels in management and its impact on the recruitment process of hotels. However this study does not cover the negative impacts of e recruitment. The data was collected with help of a questionnaire circulated to the various HR personnel of the hotel industry of Pune city. The findings of the study suggest that, E-recruitment is a boon to the hotel industry there are several benefits to the HR managers practicing it, to apply online, a wide market i.e. national and international borders, cost saving, time saving and reduced administrative work can be stated as a few findings of the paper.

scholarly journals An Analysis Of Rater Error In Recruitment And Selection Process Of IT Organizations

2018 ◽  
Vol 8 (1) ◽  
pp. 91-109
Author(s):  
Z. B. Junaid ◽  
Muhammad Siddique ◽  
Mariya Baig
Keyword(s):  
Selection Process ◽  
Objective Evaluation ◽  
Human Resource Managers ◽  
Recruitment Process ◽  
Rater Training ◽  
Resource Managers ◽  
Qualitative Research Methodology ◽  
It Organizations ◽  
Rater Error ◽  
Recruitment And Selection

This paper attempts to study the extent to which rater error is prevalent in recruitment and selection process in Islamabad based Information Technology (IT) organizations. The study observed, evaluated and analyzed complete recruitment process of the 03 selected organizations to find out any conscious or unconscious activity of rater error during the selection process. The study employed qualitative research methodology in which whole selection process was monitored in person, all recruitment forms and documents were studied, unstructured interviews were conducted with the Chief Operating Officers, the Human Resource managers, the technical managers of the organizations and even the candidates. After thorough analysis, the findings of the study reveal that rater errors exist in all of the three organizations, influenced by several conscious and unconscious factors. Results show that stereotyping, halo effect, contrast effect, similarto- me effect and first impression effect were prevalent in the organizations which undermine the objective evaluation of candidates to a greater extent. The study recommends the organizations should pursue rater training programs of the all managers, executives involved in the recruitment process and conducting panel interviews for minimizing the rater errors.

scholarly journals The Opportunity Presented by Technological Innovation to Attract Valuable Human Resources

2019 ◽  
Vol 11 (20) ◽  
pp. 5785 ◽  
Author(s):  
José-Luis Rodríguez-Sánchez ◽  
Antonio Montero-Navarro ◽  
Rocío Gallego-Losada
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Technological Innovation ◽  
New Technologies ◽  
Selection Process ◽  
Geographical Location ◽  
Sustainable Competitive Advantage ◽  
Hr Management ◽  
Recruitment And Selection

Technological innovation fostered by the use of the Internet and social networks in the business context requires the modification of the human resources (HR) management process to use the opportunities to obtain a sustainable competitive advantage. This paper analyzes the opportunities provided by technological innovation, which allows for the development of a new e-recruitment and selection process to access and attract valuable HR regardless of their geographical location. Adapting the traditional selection process, companies can incorporate new 2.0 selection techniques that generate an extraordinary improvement opportunity in human resource management. Given the need for members of the human resources department to master new technologies in order to maximize the benefits of e-recruitment and selection, the aim of this work is to carry out a case study in a leading company in the mechanical engineering sector. To this end, we will start by reviewing the literature. Then, the work offers a model of HR management considering the influence of technological innovation on the attraction of valuable human resources, integrating the previous theoretical contributions of experts in the field. Based on the observation of the case study, the results show the main factors, human resource practices, and management results and behaviors undertaken by a multinational company. The case study allows researchers to learn from professionals and business leaders and presents a roadmap that can be used to manage e-recruitment and selection.

scholarly journals Human Resource Management in the Nigerian Construction Firms: Practices and Challenges

2017 ◽  
Vol 1 (2) ◽  
pp. 47-54
Author(s):  
Oko John Ameh ◽  
Emmanuel Itodo Daniel
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Sampling Technique ◽  
Human Resource Managers ◽  
Resource Managers ◽  
Recruitment And Selection ◽  
The Right ◽  
The Impact

Improvement of human resource management is critical to overall productivity and cost effectiveness in the construction industry. This study assesses the current human resource management practices in the Nigeria construction organisation and the challenges confronting it. Questionnaire survey was adopted using purposive sampling technique. Ninety eight human resource managers and construction professionals in two categories of construction organisations (client organisations involved in real estate development and contractor organisations) were sampled. The results reveal that prevailing recruitment practices are placement of the right staff in the right department for the achievement of company general goals, and screening of candidates for vacant positions. Most common training and development practices involve inducting, orienting and training newly recruited employee on software and use of tools, and assigning staff based on their skill and expertise.Provision of appropriate/modern working tools and equipment and provision of incentives and benefits to staff are prevailing motivation and labour union practices. The study further identified:competition for global mobile talents, labour turnover, recruiting the right person for a specific position, wages and compensation as some of the challenges facing HRM practice in Nigeria.The study concludes that recruitment and selection practices in the construction organisation are distinctly different from those of the manufacturing and banking industry and it centres on selection of skilled and technically competent personnel for organisation’s general goal.   The study recommends that future study should  assess the impact of the identified human resource practices on productivity and project performance.

scholarly journals Staff Recruitment and Selection Process in the Nigerian Public Service: What is to be done?

2014 ◽  
Vol 4 (3) ◽  
pp. 280 ◽  
Author(s):  
Bernard Oladosu Omisore ◽  
Bernadette Ivhaorheme Okofu
Keyword(s):  
Human Resource ◽  
Public Service ◽  
Selection Process ◽  
The Public ◽  
Administrative Service ◽  
Research Questions ◽  
The Government ◽  
Recruitment And Selection ◽  
Staff Recruitment ◽  
Selection Of

The recruitment and selection of staff in any organization be it public or private sector is of paramount importance to the organization.  This is so because it is the staff that turns the vision and mission of the organization into reality.  Thus, the objectives of any organization can only be realized through the effective co-ordination of the human resource (staff) of the organization.  This paper attempts an examination of the process of staff recruitment and selection in the public service of Nigeria.Five relevant research questions were raised and addressed.  Descriptive statistics was used to analyse the data collected from respondents to the questionnaire designed for this purpose.  The results obtained showed that merit is often jettisoned on the altar of ethnicity and religion in recruitment into the public service in Nigeria.  Since the public service is directly controlled and regulated by the government, the Nigerian Federal Character    Principle was largely complied with. The study also reveals that though there are stipulated periods for recruitment and selection into the public service, these are often sidelined. This paper concludes by recommending that for government to operate the most efficient administrative service that would be beneficial to all, her recruitment and selection policies into the Nigerian public services should be unfettered. It should be able to absorb the most qualified, technically sound, disciplined and committed human resource that would in turn help government achieve the objectives of governance.

scholarly journals Perceptions of employers and unemployed youth on the proposed youth employment wage subsidy incentive in South Africa: A KwaZulu-Natal study

2015 ◽  
Vol 13 (1) ◽  
Author(s):  
Vuyokazi N. Mtembu ◽  
Loganathan N. Govender
Keyword(s):  
South Africa ◽  
Human Resource ◽  
Youth Unemployment ◽  
Human Resource Managers ◽  
Structured Interviews ◽  
Wage Subsidy ◽  
Severe Problem ◽  
Resource Managers ◽  
Kwazulu Natal ◽  
Unemployed Youth

Orientation: South Africa has high levels of unemployment and severe problem of youth unemployment. This implies that the country requires a comprehensive strategy to create more jobs for the youth. Policymaking is one of the strategies that have been introduced to encourage job creation for the youth. The youth wage subsidy is just one of the strategies proposed and this article unpacks what employers and unemployed youth say and think about this policy directive.Research purpose: The main aim of the study was to determine the perceptions of unemployed South African youth and employers on the proposed youth wage subsidy incentive scheme.Motivation for the study: Youth unemployment is a very important issue and the reality is that it is a concern of every government globally. South Africa is therefore not an exception as it is a country that has been experiencing high levels of youth unemployment for the last few decades. In an attempt to curb this pressing challenge of youth unemployment, a proposal to introduce a youth wage subsidy policy was made by government; (since its mention), this idea has been met with a lot of opposing opinions from those against it and applause from those who support it. This has motivated this study to probe the perceptions of the subsidy by those who will be affected by its provisions.Method: A triangulated research approach was adopted through the administration of survey questionnaires amongst the unemployed youth and semi-structured interviews with human resource managers and specialists. A sample of unemployed youth was drawn from selected communities within KwaZulu-Natal. In addition, semi-structured interviews were conducted with human resource managers and specialists at selected organisations to determine their perceptions of the proposed scheme and any benefits or limitations they believe it might have. Non-probability sampling was used to sample 100 respondents (N = 100), 90% of whom were unemployed youths and 10% of whom were employers.Main findings: The overall results indicate that more that 93% of the youth surveyed and more than 90% of employers are in support of the youth wage subsidy. In terms of how it should be structured and implemented, about 80% of respondents in the employer survey preferred the tax rebate and incentive option as most of them stated that it will be an easier process to manage and monitor. More than 50% of employers believed that it will ease the wage burden and ensure business sustainability. On the other hand, 88% of the youth surveyed believed it will increase employment for the youth. Findings furthermore reveal that 10% of employers and 28% of the youth were concerned that the subsidy has the potential to exploit older workers (i.e. those who are already in employment) and feared corruption from some employers; otherwise they are in support of its implementation.Contribution: This is one of the areas that have not been sufficiently explored; as a result, there is not much information about it in the current body of knowledge. This study will contribute to current knowledge about a current policy initiative critical to the development of the country. This research also culminates in important recommendations and draws conclusions that could contribute to the formulation of guidelines on how the government could embrace the youth wage subsidy incentive scheme as a strategic intervention that could benefit the employers and the youth and at the same time aid in finding a solution to South Africa’s youth unemployment crisis.

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