Factors influencing e-HRM implementation in government organisations: Case studies from Bangladesh.

Abstract

Purpose: This study aims to investigate factors influencing e-HRM implementation in Bangladesh government organisations. Recent research has shown that electronic human resource management (e-HRM) plays a significant role in enhancing the performance of human resource (HR) departments. While similar practices are expected from government domain, there is limited empirical research evidence to support this proposition. The significant technological advancements has had an immense influence on people management, leading to the development of e-HRM. Design/methodology/approach: The study adopts a qualitative and multiple case study research approach. Data was collected from two government ministries in Bangladesh. Findings: The findings provide insights into the myth surrounding the lack of and slow implementation of e-HRM among public sector organisation in developing economies but also serve as empirical data for further research. Research implications: The dearth of empirical studies and the need to understand the factors that influence the implementation of e-HRM in public sector organisations led the authors to investigate the factors influencing the implementation of e-HRM in public sector organisation. Practical implications: Findings from two case organisations exhibit that such an approach contributes towards more healthy and robust decisions for e-HRM implementation. The findings from this research can serve as a source of understanding the particular context in which the study is undertaken. Moreover, it should serve as a catalyst for understanding organisations in similar socio-political and economic context. Originality/value: This research advances and contributes to the body of knowledge as it examines factors influencing the implementation of e-HRM in Bangladesh public sector organisations and proposes a model for e-HRM implementation in government organisations in developing economies. The e-HRM implementation research presented in this paper extends recognised standards for e-HRM implementation, by bringing together influential factors – benefits, barriers and risks, thus, enabling government organisations in developing nations to produce more vigorous proposals for e-HRM implementation.