The Impact of Electronic Human Resource Management Practices on the Effectiveness of HR Management Performance by Application to Saudi Universities

Abstract

The current study aims to provide a general overview of the role of electronic human resource management (E.HRM) practices in the effectiveness of HR management performance (EP.HRM) in government universities in the Kingdom of Saudi Arabia. The study sample consisted of three government universities located in the southwest region of the country. The researcher designed a questionnaire as a tool to collect primary information, and a total of 370 faculty members and staff members responded to the survey. The data were analyzed using various statistical methods such as mean, standard deviation, Pearson correlation coefficient, and multiple regression analysis using the SPSS statistical package.

The study revealed a positive and significant relationship (at the 0.05 significance level) between electronic human resource management practices and the effectiveness of HR management performance. All correlation coefficients were positive and significant at the 0.05 significance level. It was evident that these practices have a significant positive impact on the effectiveness of HR management in its functions, except for the management of employee complaints and grievances, where the positive impact was moderate. This can be attributed to the sensitive and confidential nature of complaint and grievance issues that require direct interaction between the parties involved. Additionally, there were some weak inhibiting factors that hindered the optimal utilization of electronic HR management practices.

These results can assist HR management practitioners in improving the effectiveness of their performance by enhancing electronic HR management practices and addressing barriers to optimal utilization.