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The impact of electronic human resource management on the role of human resource managers

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dc.title The impact of electronic human resource management on the role of human resource managers en
dc.contributor.author De Alwis, Adambarage Chamaru
dc.relation.ispartof E+M Ekonomie a Management
dc.identifier.issn 1212-3609 Scopus Sources, Sherpa/RoMEO, JCR
dc.date.issued 2010
utb.relation.volume 13
utb.relation.issue 4
dc.citation.spage 47
dc.citation.epage 60
dc.type article
dc.language.iso en
dc.relation.uri http://www.ekonomie-management.cz/archiv/vyhledavani/detail/686-the-impact-of-electronic-human-resource-management-on-the-role-of-human-resource-managers/
dc.subject Electronic human resource management en
dc.subject Human resource management en
dc.subject Information technology en
dc.description.abstract This study examined the impact of the adoption of electronic Human Resource Management (e-HRM) on the Human Resource Management function and how much it has affected to change the role of Human Resource Managers. In addition to that, it was intended to study the level and types of technologies that are used in HR in Sri Lanka and the drivers of adoption of technology in the Sri Lankan context. The study was initially supported through relevant literature in relation to e-HRM. This research was conducted on a sample of 30 large companies randomly selected across various industries and the primary technique of data collection was through a descriptive questionnaire distributed through e-mail or personal visits to companies. Out of the sample, 70 % of the companies have a moderate knowledge and usage of e-HR and a 30 % have a very high knowledge .The role played by HR professionals also changed from “Administrative Expert” to “Strategic Agent”. There were several reasons for driving organizations towards the adoption of e- -HRM in Sri Lanka and the most common of which was the desire to be the leading edge. The critical success factors behind the successful implementation were employee attitudes, organizational culture,characteristics and the way of collaborating those with HR and IT. This adoption should not be done in an ad hoc way and it should be planned and implemented in a proper manner. Organization should identify the suitability of the selected software through proper evaluation, because it critically affects the post-performance of the whole system. en
utb.faculty Faculty of Management and Economics
dc.identifier.uri http://hdl.handle.net/10563/1002374
utb.identifier.rivid RIV/70883521:28120/10:00001076!RIV12-MSM-28120___
utb.identifier.obdid 43865217
utb.identifier.scopus 2-s2.0-79952920165
utb.identifier.wok 000286708500004
utb.source j-scopus
dc.date.accessioned 2011-09-30T00:09:58Z
dc.date.available 2011-09-30T00:09:58Z
dc.rights Attribution-NonCommercial 4.0 International
dc.rights.uri http://creativecommons.org/licenses/by-nc/4.0/
dc.rights.access openAccess
utb.contributor.internalauthor De Alwis, Adambarage Chamaru
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Attribution-NonCommercial 4.0 International Except where otherwise noted, this item's license is described as Attribution-NonCommercial 4.0 International