The Examine of effect of e-hrm on employee s job performance

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1 The Examine of effect of e-hrm on employee s job performance Amir Kariznoee,M.A 1 Industrial Management, Ferdowsi University Mashhad, Iran Minoo Afshani,M.A 2 Business Management, Ferdowsi University Mashhad, Iran Mohammad Reza Hosseini Moghadam, M.A 3 Business Management, Ferdowsi University Mashhad, Iran Abstract- The purpose of this study is to investigate the relationship between (E-HRM) and job performance of employees. The methodology is based on Description correlation model. Statistical sample of the study are170 employees from 15manufacturing companies in the food industry which classified as random quota. Necessary information to test the hypotheses were obtained through two questionnaires. In order to evaluate job performance, Patterson questionnaire was used to assess the use of questionnaires ( E-HRM) field work, taking account of the HR management tools, electronics, researchers designed and its validity was confirmed by experts qualified as Cronbach's alpha reliability using (./89 = α), respectively. The results indicated there is a significant positive relationship between (E-HRM) and job performance of employees. Keywords: human resource management, job performance, information technology 1 Introduction Technology development and electronic instruments Dominance on phenomena world, and different sciences such as, management, led to that employee's today than employee's past in this area have a greater awareness. New technologies have created a new generation of employees and the organization structure has change. The changes are organized in a way that today the absence of organization on the www, is equal with the loss of huge capital resources [Biesalski, 2004]. Nowadays organizations or formally wider the businesses with many challenges such as globalization, the value chain for competitiveness and technology change have been face., to arise the web-based technology, the new concept of e-hrm, entered the field 1 amir.kariznoee@yahoo.com 2 minoo.afshani@yahoo.com 3 mr.hoseiny2011@yahoo.com 275

2 of human resources. this type of management is suitable for human resource professionals to create that causing promote their competencies and is playing an effective role. [Alrich,2007] all activities of the organization, including finance, business and personal... In addition to saving resources, through a web-based system is achieved,among the activities that organizations can do through the web site, are personnel matters. Electronic Human Resource Management (E- HRM), is one of the newest topics of human resource management science that with the aim of Procedures optimizing in order to run faster the human resources function, reducing costs and freeing scientists from administrative constraints to implement the strategic role has been created [Seifi and Ahangar, 2010]. Although the term E-HRM is now widely used, but a clear and precise definition of E-HRM can not be found [Autarkhan and Alaeddin, 2012]. Overall E-HRM that is, planning, implementation and use of information technology for networking and support organization for at least two or more people based on common E-HRM activities. this definition refers to the important dimension of E-HRM. The First point the, technology platform to connect people, regardless of location, is essential. The second point the IT from individual to implementation human resource activities is supported.common tasks performed by at least two other people on the collaborative and interactive nature of human activity and it supports a network of [ Beer, 1977].another definition of E-HRM is defined as a structure-based network Which is Based on partnership and there by helps IT organizations human capital to acquire, develop and run the goal of e-hrm, providing a single source of human services to its customers improve efficiency, effectiveness and cost improvements within the department of human resources and human resources as a strategic partner in helped to achieve its objectives [Seifi and Ahangar, 2010 ]. The most significant capital and operating goals and plans of those organizations in which they work. Experts believe that without a skilled workforce, competent, committed and satisfied, realize organizational goals.it is impossible,however the advancement ofcommunication technologies, organizationsintobeingvirtual(characterized by thelack ofmanpowerin terms ofgeographicconcentrationand variablenumber ofemployees) lead,whetherrealizationof economic, commercial, cultural, social and politicaleither national or macro level and micro level enterprises,requirethatpeopleinthe organization,agency, corporation,institution or family[ Farahani, 2006].people performancein an organization depends on typeof hischaracters and heplaysin an theorganization is responsible and also to success and condition so fan organization from societal perspective the most interesting thing for organizations that have employees who do their jobs well. Good performance, it raises the productivity ultimately leads to an increase in the national economy [Naamy, 1384]. Organizationsto solvetheiroperationalproblems(such as sales volumes, loss of customers, etc.) arereferredtospecialists inhuman resource developmenttheseprofessionalsoftenoffersome kindoftrainingto solve problems. E-human performance management, a systematic view of the organization provides that interdependence Sub systems organizational recognizes and Followed by communication between all of theactionsthataffecttheoverallperformance.one of the variable saffecting organizational performance is communication skills. The relationship has been a cornerstone of early human civilization. Although the unique ability to connect human beings, but human nature is trying to communicate with others. According to Dickson &Hargieabout seventy percent of the time awake adults to communicate with others is spent [Hargie and Dickson, 2004]. When it comes to technology, human resources management to help organizations improve employee performance in the field of human performance 276

3 technology, or engineering functions are created. Human Performance Technology,is multi courses research which Includes several complementary theoretical, communication theory, human development, learning theory, management theory, theory, sociology and systems theory. Indeed, behavioral analysis, the basis of the theory human performance technology form [Dams, 2007].today, the organizations through the use of computer and IT be top art of the responsibilities of leadership and middle management can commands and messages with out the traditional structure of management throughout the organization are transmitted In this way, employees have access to more information on their work early to conclude. Electronic Human Resource Management with use of communication skills and effective communication in an organization can help empower and improve the job performance of employees in organizations. This matters constitutes the main questions,is there relationship between the e-hrm with job performance of employees in organizations? If so how much is the impact? In the following paper, the concepts of human resource management and the role of information technology in human resource management performance is explained, and then, the research method used is described and finally to collection of data and review the results answer the questions. 2 - Human Resource Management Each of the different theoretical perspectives in the field of management, have provide different definitions human resource management Some of them are given below: Human resource management,identify, select, train and develop manpower organization to achieve defined goals [Saadat, 2002].Another definition is the primary responsibilities of the Human Resources Management in any organization and all managers Multiple levels of organization, have the responsibility,therefore human resource management the utilization of human capital company, to achieve organizational goals [Javadin, 2002]. Also Desler purpose of human resource management policies and procedures needed to implement the management mixed with aspects of the activity depends on the staff, especially for the recruitment, training, employee performance appraisal, reward and fair to employees [Desler, 2002] human resource management tasks Based on studies and literature reviews on the Credible scientific sources Human resource management at each stage of recruitment, deployment, retention and compensation, it is important that tasks are as follows: Oversee the hiring Job Analysis Planning for manpower requirements of the organization Staffing; Selecting and hiring the best staff for the job tenure; Design programs that facilitate the entry of new employees to the organization and to help them in their social organization and find the right place; Staff training; Director of Education; System design and performance evaluation, compensation, payroll, communications, health and safety and discipline systems [Javadin, 2002]. 277

4 3. The role of information technology in each of human resource management functions Login and use information technology in various functions in the organization will have its own Including in the area of human resources and a lot of functions that can be performed in order to better manage tasks Human Resources plays., As determined by using technology Information on each of the practices, identify areas for selection, recruitment, training and deployment of Human Resources will develop and ultimately improving human resources will follow. Some of the results of Information technology in human resource management functions are as follows: - Precision in function - Speed in function - Transparency in the system. - Integrated system design - Extensive and timely information using the Internet and Intranet networks - Accurate and rapid assessment - The timely feedback - Repeatable tasks performed by system hardware - Monitoring and evaluation of the subtle - Justice - Higher order [Majid Reza, 2011]. 4. Electronic Human Resource Management using information technology in organizations, promises fundamental changes in all fields. IT to help organizations, their HR information for a safer, more exact, more easy to store and ability system analyses make better decisions about the organization's human resources managers are organizedwith the advent of information technology, human resource management practices are changed [Pourkiaee and Farahbash, 2013].According to Hanson today, workforce and IT as heart rate And set of tool of business and human resources are currently and since human resource management no doubt the most important unit each organization for managing and developing workforceit also no doubt Enabling HRM in obtain in such purposes [Row,2005]. Rapid growth either in the field of human resource management and or information technology has caused that today, more companies and non-governmental organizations, the use of information technology in human resource department turned and this in turn leads to strengthen implementation of the Electronic Human Resource Management (E-HRM). Word E-HRM in 19 90s were noted using the Internet to carry out human resources [ Lengnick- Hall& Moritz, 2003]. As noted earlier, E-HRM, namely planning, implementation and use of information technology for networking and support of at least two or more people based on common HR activities. Ruel to offer the general model to describe the objectives, policies and strategies, and various kinds of E-HRM's E-HRM is about the three general categories: operational, communication and development-oriented views. Basis of operational activities in the field of administrative and management staff is concerned,type of communication, more advanced activity-based human resource management and human resource management to focus more on the tools used to this type of E-HRM more areas of recruitment, selection, training and monitoring, punishment and reward them for cover. Third (development-oriented) are related to the characteristics of strategic and organizational change, strategic change programs organization and strategic management focuses 278

5 With enter the advent of information technology to the field of human resource management, human resource matters that impact on job performance. Thus, each organization should e-hrm tools properly and according to the needs of their employees provide. 5 - Conceptual Model This conceptual model using Ruel model, the relationship between types of E-HRM and job performance shows. type of E-HRM functional Job performance communication change-oriented Figure 1: Conceptual Model of study 6 - Hypotheses: According to the conceptual model of the research hypothesis is formulated as follows: The main hypotheses: There is between the Electronic Human Resource Management (E-HRM) and employee job performance a significant positive relationship. 2-6 Sub- hypothesis: 1. There is between the functional of E-HRM and job performance, significant positive relationship. 2.There is between type of E-HRM communication job performance and a significant positive relationship. 3. There is between the development of E-HRM and change-oriented employees a significant positive relationship. 7 Research method: In this study the correlation between the type of survey, a total of 170 staff employees and 15 manufacturing companies in the food industry in the city of Mashhad, the method of sampling were randomly selected. In this study to collect data from the two questionnaires were used as research tools which include "the use of a questionnaire measure (E-HRM) field work" and "job performance questionnaire Paterson." The first questionnaire that is measure (E-HRM) at work, consider the three main types of e- HRM Tools E-HRM in the conceptual model presented by the authors as a three-part questionnaire. 30 questions and answer options on a 5-point Likert scale adjustments have been designed and its validity was confirmed by experts as competent Cronbach's alpha reliability with the use of 0/89 = α is obtained. job performance Questionnaire by Patterson (1970) prepared and by the Arshadi&Shekarkan (1997 has been translated. The questionnaire contains 15 questions out of four degrees: rarely - sometimes - often, and always has been formed. to measure the performance of a self- 279

6 assessment questionnaire with slight changes into practice.in the questionnaire, participants checked their responses to a questionnaire on a scale of 4 degrees of job performance shall be specified to test the hypothesis that the Pearson correlation coefficient method to evaluate the relationship between human resource management and electronic (E-HRM) and job performance of employees is used. The results of the descriptive components of human resource management of e (E-HRM) and job performance are presented in Table 1. Table 1: Results of the descriptive component (E-HRM) and job performance E-HRM components average Standards deviation functional communication change-oriented Job performance To investigate the relationship between the components of the assumption (E-HRM) and job performance of the Pearson correlation coefficients were used. The correlation coefficients are given in Table 2. Table 2: Correlation values between components (E-HRM) and job performance Job performance significant Correlation coefficient 32% 46% 23% E-HRM components functional communication change-oriented According to Table 2 and the observed significance levels (all levels, from level 0/05 is significantly lower) can be found that the correlation coefficient is significant and therefore the components of human resource management of e (E-HRM) job performance There is a significant relationship between employees. 8-Conclusion The main objective of this study was to identify the relationship between human resource management and electronic (E-HRM) and job performance of employees. As the results show (E-HRM) and its components, and there is significant positive correlation with job performance. And the principal component (E-HRM), the three components of operational, communication and change-oriented, type of operation has the highest correlation coefficient. It means using technology to manage human resources in the areas of recruitment, selection, training and monitoring, discipline and reward employees more affect job performance to its application in the are as of human resource management and strategic management such asmanag ement staff what is certain Use of e-hrm as one of the main factors for the success and survival of 280

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