Use this URL to cite or link to this record in EThOS: https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.740036
Title: The implications of implementing electronic human resource management in Abu Dhabi
Author: AlAmeri, Bakheet
ISNI:       0000 0004 7223 5706
Awarding Body: Liverpool John Moores University
Current Institution: Liverpool John Moores University
Date of Award: 2018
Availability of Full Text:
Access from EThOS:
Access from Institution:
Abstract:
This study examined the pressing need to implement e-HRM within Abu Dhabi , Department (ADPD). It analysed the weaknesses and strengths of the current management and HR practices in running and managing its daily activities and operations. It evaluated the benefits and implications of implementing e-HRM. It also assessed the drivers, enablers and barriers to an effective adoption of e-HRM within Abu Dhabi , Department. e-HRM (Electronic-Human Resource Management) emerged as a result of the advent of information technology. e-HRM takes advantage of the latest information technology to deliver an online real-time Human Resource Management solution. Although e-HRM is relatively new, it has been extensively researched. However, much of the literature on e-HRM tends to focus essentially on types of e-HRM, the role of e-HRM, factors influencing the value and effectiveness of e-HRM, as well as the drivers, benefits and challenges of implementing e-HRM. There is a consensus among authors that e-HRM supports the HR functions and contributes to cost effectiveness. It also provides dynamic impetus to HR operational capabilities. e-HRM has enhanced HR services and activities which in turn benefit both employees and management, through improved efficiency and cost reduction within the HR department. To some extent it has succeeded, but it has fallen short of taking HR to a higher level. In principle, it is assumed that e-HRM drives HR to become a strategic player in achieving organisational goals. It has disappointed on the strategic front. In order to gather concrete evidence from multiple sources, mixed methods is employed to achieve the objectives of the study. The combination of quantitative and qualitative provides an in-depth investigation and allows closer assessment of the challenges and benefits of implementing e-HRM. Based on the purpose of the study, the nature of the problem and research questions, quantitative data are collected using a questionnaire involving employees at the AD , Department. This was supported by qualitative data using semi-structured interviews with HR management at ADPD. Findings revealed that the adoption of e-HRM at ADPD is a collective effort and the key successful factors for implementing eHRM are readiness, planning and full management support. The results showed that e-HRM tools and facilities are not working to their full potential and the level of e-HRM implementation is considered below the required standard at the ADPD. Findings from interviewees showed that there is no clear e-HRM strategy and as a result, there is little engagement from employees. Findings also indicated that there are some challenges for effectively implementing e-HRM e.g. ineffective IT training and resistance to change. There is need to upgrade technology, reorganise work, and empower employees. This study has provided a platform for further in-depth research into the challenges of implementing e-HRM in the UAE by expanding the literature which will benefit future research. The findings of the study aimed at empirically supporting the decision-makers at ADPD to put e-HRM development and implementation on the top of its agenda. The study findings will therefore help the decision makers to implement e-HRM effectively and can serve as a model for translating vision into action.
Supervisor: Mulhearn, C. Sponsor: Not available
Qualification Name: Thesis (Ph.D.) Qualification Level: Doctoral
EThOS ID: uk.bl.ethos.740036  DOI:
Keywords: HF5001 Business ; HD28 Management. Industrial Management
Share: