Abstract:
This research aims to study the impact of the use of electronic HRM (E-HRM) onto the strategic
performance of HR by studying the various factors that influence the intention to use and actual
usage of E-HRM. The study combines Unified Theory of Acceptance and Use of Technology
(UTAUT) model with the strategic performance of HR in order to meet the aforementioned
objective. Gupta and Saxena (2013) have highlighted the services industry’s emerging trend of
digitization owing to the ever-growing competition, and the consequent transformation of its HR
services; E-HRM has recently been introduced as web-based provision of HR services. Besides
elaborating on the factors that shall influence the usage of E-HRM, this study will also clarify the
link between the latter and an outcome of the usage, strategic performance of HR. In order to
meet the aforementioned objective, a survey has been conducted in five major companies
constituting the telecom sector of Pakistan. A sample of 497 respondents has been used to verify
the proposed model whereby structural equation modeling has been used. Behavioral intention
has been verified as the mediator between determinants of E-HRM (performance expectancy,
effort expectancy and social influence) and actual usage of E-HRM. Performance expectancy has
been observed to negatively influence the actual use of E-HRM while the other determinants
(effort expectancy, social influence and facilitating conditions) have shown a positive relation.
Lastly, the use of E-HRM has shown positive association with the strategic performance of HR.
Researchers can build upon this study by increasing its depth and scope. They may extend the
study of performance by investigating aspects other than strategic performance. Practitioners can
draw valuable lessons from the results obtained in this study so as to improve the strategic
performance of HR employees.
