Implementation of Electronic Human Resource Management
S. K. Manivannan1, M. Valliammal2
1Dr. S. K. Manivannan, Faculty Member, Department of Management, SRMIST, Kattankulathur (Tamil Nadu), India.
2Dr. M. Valliammal, Faculty Member, Department of Management Studies, SRMIST, Vadapalani (Tamil Nadu), India.
Manuscript received on 04 July 2019 | Revised Manuscript received on 14 August 2019 | Manuscript Published on 27 August 2019 | PP: 414-418 | Volume-8 Issue-2S4 July 2019 | Retrieval Number: B10800782S419/2019©BEIESP | DOI: 10.35940/ijrte.B1080.0782S419
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© The Authors. Blue Eyes Intelligence Engineering and Sciences Publication (BEIESP). This is an open access article under the CC-BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/)
Abstract: While the HR has to play a strategic role in company, the HR professionals are burdened with administrative work ranging from 36% to 50% of the total HR function effort (Mercer, 2013). However it is known that Information Technology projects have a high rate of failure and so is EHRM. Hence a study of the indicators for success and factors that determine success of E-HRM is needed to guide HR function for better results. This research had used new Technology Acceptance Models to study the implementation aspects of EHRM that can result in success in EHRM projects using an Multinational Automobile major as a case study. The aspects of implementation success factors included “Function”, “Output”, “Subjective Norm” , “Result Demonstrability” and “Perceived Ease of Use”.
Keywords: EHRM, HRIS.
Scope of the Article: QOS And Resource Management