Factors influencing electronic human resource management implementation in public organisations in an emerging economy: An empirical study

Abstract

Purpose: Governments in developing countries are riddled with operational inefficiencies. Many have turned to electronic service delivery to address these operational problems. With coronavirus disease 2019 (COVID-19) pandemic, the push for digitalisation has only got stronger. We use the technology acceptance model (TAM) and innovation diffusion model (IDM) to investigate the factors that influence the implementation of electronic human resource management (e-HRM) in selected public organisations in an emerging economy.Design/methodology/approach: Data were collected from key informants composed of human resource (HR) officers, supervisors, line managers and sections of employees in selected public sector organisations. The data were analysed using hierarchical regression techniques.Findings/results: The various dimensions of TAM and IDM were found to contribute to the implementation of e-HRM in public organisations significantly. Specifically, perceived simplicity of usage, perceived usefulness, self-efficacy, compatibility and facilitating conditions showed significant positive effects on e-HRM implementation intentions. Furthermore, compatibility and perceived ease of use significantly predicted perceived usefulness of e-HRM.Practical implications: The influence of the dimensions of TAM and IDM in e-HRM implementation intentions in public institutions in this study dictates that governments in developing nations need to pay attention to both technology features and employee’s technology capabilities to ensure smooth digitalisation of government business.Originality/value: The integration of TAM and IDM in assessing e-HRM implementation in a developing nation enriches e-government and HR management literature.

Assessing the Relationship between Technological Factors and the Implementation of Human Resource Information System: A survey in the Municipal, Metropolitan, and District Assemblies in the Upper West Region of Ghana

“…Jayabalan et al (2020) also stressed that HRIS allows users such as HR managers to store and track many types of data that are useful to HRM. Amoako et al (2023) conducted a study and confirmed that perceived usefulness, self-efficacy, compatibility and enabling circumstances have substantial favorable influence on the e-HRM implementation. Model et al (2020) in a study discovered factors such as performance expectations, effort expectations and social influence as factors influencing the decisions to implement and use HRIS.…”

Elevating Public Sector HR: A Comprehensive Exploration of E-HRM Adoption Drivers

“…A review of the body of research on e-HRM indicates that public and government organizations, especially those in developing nations, have not given e-HRM enough attention [15].…”

Exploring Line Managers’ Perspective on the Effects of Organisational Factors on the Implementation of Hris: A Survey in the Mmdas in the Upper West Region of Ghana

“…These variables were used under the organizational construct adapted from the TOE model. The variables explored and used in the study are Top Management Support (Al-Dmour et al, 2017), Financial Resources (Mokomane & Potgieter, 2020), Training (Dida, 2021), Relative Advantage (Amoako et al, 2023), and Change Management (Nugroho et al, 2022). The implementation of the HRIS consist of two variables namely: Acceptance (Rath & Das, 2020) and Effectiveness (Dey & Saha, 2020).…”