Page 47 - DMGT106_MANAGING_HUMAN_ELEMENTS_AT_WORK

Unit 2: e-Human Resource Management

Notes
Figure 2.12: Preliminary Theoretical Framework

Effectiveness of
e-HRM goals Use of e-HRM
the HR system

The exploration and uncovering of the blocks of the preliminary theoretical framework will
be summarised first. The impact of e-HRM technologies is expected to be dependent on the
actual use of the technology, which is on its turn expected to be dependent on the goals of
the organization for adopting e-HRM technologies.

Performance indicators and the changes for the HR professionals were derived to act as
indicators of the impact of e-HRM on the HR system. The IT characteristics and user
acceptance and categorised e-HRM activities as measures for the actual use of the e-HRM
technology. Figure 2.13 is a representation of the final theoretical framework.

Figure 2.13: Final Theoretical Framework

e-HRM goals
Content of the e-HRM goats
Cost reduction/efficiency gains
Client service improvement/facilitating management and employees
Improving the strategic orientation of HRM
Allowing integration of the HR function
Clarity of e-HRM goals

e-HRM activities User acceptance of the technology
Unified theory of acceptance and use of
technology
Performance expectancy
Strategic value of HR activities
Value of an HR activity Effect expectancy
Uniqueness of an HR activity Social influence
Facilitating conditions
Behavioural intention
Use behaviour
Use of e-HRM
Time spent on HR activities Type of technological support
Time spent on IT activities
Time spent on Administration The intended impact of the technology
Time spent on supporting managers Target
Time spent on supporting employees The impact of the technology
Time spent on strategic activities Means

Effectiveness
of the HR
system

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