E-HRM Practices for Organizational Sustainability: Evidence from Selected Textile Firms in Bangladesh

Abstract

The study aims to ascertain the relationships between five E-HRM practices (independent variables): e-recruitment & selection, electronic & virtual training, e-performance management, e-compensation & benefit, HRIS & e-communication and the single dependent variable: organizational sustainability (OS) measured through profit and market growth. The authors utilized both primary data and secondary information for this empirical study. Primary data were collected through a detailed structured survey questionnaire from a valid sample size of 387 respondents while secondary information were collected from the company annual reports of 2015 to 2019 (last 5 years). Pearson’s correlation coefficient and regression analysis were utilized (using SPSS 24) to test the hypothesized relationships. After analyzing the data, it was revealed that all the E-HRM practices had significant positive associations (with p-values more than 0.5) with the dependent variable, OS. The authors expect this study to be proven useful for the academicians in further investigating the associations between the elements of E-HRM and sustainability. It is also anticipated that the outcomes will aid the decision-makers in reducing operational costs and increase profit by adopting environment-friendly policies to gain sustainable development. Furthermore, it might be also helpful for the HR practitioners having the intention of exploring new windows of this recent issue from a developing country perspective.

The Effect of Electronic Human Resource Management Systems on Sustainable Competitive Advantages: The Roles of Sustainable Innovation and Organizational Agility

“…First, the study simultaneously investigates how E-HRM impacts SCA, SI, and OA. The findings are consistent with those of other studies [30,31,54,[74][75][76] that emphasized the importance of E-HRM in corporate sustainability management. The study by Shamout et al [12] suggested that E-HRM practices have a considerable impact on SCA.…”

“…The study by Shamout et al [12] suggested that E-HRM practices have a considerable impact on SCA. E-HRM was established to attain high commitment, competencies, cost efficiency, and a higher alignment for an organization toward sustainability [74,75,77]. E-HRM also allows for the efficient storing, retrieval, and exchange of HR knowledge and information.…”

Transforming the Future of Financial Institutions: Critical Role of Electronic Recruitment, Selection and Evaluation

“…Alzoubi et al (2022) found that the financial institutions using electronic recruiting tactics have significantly improved the quality of applicant pool when compared to those using the traditional recruitment methods. Electronic recruiting, or erecruitment, gives financial companies access to the variety of screening methods and processes, including video interviews and online tests, to get the more accurate assessment of applicants' skills (Rahman & Hosain, 2021). An academic research project has been started to look at how the erecruitment affects hiring outcomes and important performance indicators in the banking industry.…”

“…Due to fact that they are more cost-efficient, scalable and flexible than traditional training methods, online training and development programs are gaining popularity in banking industry. According to Rahman and Hosain (2021), electronic training and development solutions make it possible for financial institutions to provide high-quality education to workers regardless of where they work or when they clock in. The major issue addressed pertains to efficacy of electronic recruitment and selection, and electronic evaluation practices, inside traditional banks and their influence on the bank performance (Nyathi & Kekwaletswe, 2023).…”

Investigating the Role of Electronic Human Resource Management Practices on Commercial Banks Performance

“…Integrated recruiting systems have been extensively adopted and put to use by businesses due to their many advantages (Rahman & Hosain, 2021). E-recruitment, or electronic recruitment, refers to the process of filling open positions in an organization via the use of electronic resources.…”