E-HRM: a new panorama for retaining sustainable employees and creating employer brand
E. Hymavathi & Kalpana Koneru
What the paper says
In the age of commercial digitisation, nothing is exempt from the incredible achievements of science and technology, and the banking and financial sectors are no exception. The unique idea of online human resources management (E-HRM) is developed by applying information technology concepts to the human resources management process. Ensuring that the HRM process is equitable strengthens organisational devotion and works wonders for creating an employer brand. Office politics may negatively impact employee engagement. Because every microtask is automated and recorded while using E-HRM, there will not be any personal politics. This boosts employee retention and recruiting. E-HRM studies on hospitality must identify cultural qualities and devise tools to measure them. Understanding the organisational climate helps optimise service delivery by identifying administrative strengths and weaknesses. Online companies need an E-HRM department. This study explains e-fundamentals HRM's and value-based philosophies. Additionally, employee value proposition process transparency improves greatly. Numerous international case studies have shown that computerised human resource planning outperforms traditional human capital management practises, especially in commercial organisations. Four research hypotheses were tested in the suggested work and found valid. When E-HRM is adopted at higher levels, organisational performance improves.
Evidence weight
Balanced mode · F 0.40 / M 0.15 / V 0.05 / R 0.40
| F · citation impact | 0.50 × 0.4 = 0.20 |
| M · momentum | 0.50 × 0.15 = 0.07 |
| V · venue signal | 0.50 × 0.05 = 0.03 |
| R · text relevance † | 0.50 × 0.4 = 0.20 |
† Text relevance is estimated at 0.50 on the detail page — for your query’s actual relevance score, open this paper from a search result.