The Implication of E-HRM to Achieve Competitive Edge in Global Rivalry

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ACKNOWLEDGEMENT

I would like to take this chance for thanking my research facilitator, friends & family for support they provided & their belief in me as well as guidance they provided without that I would have never been able to do this research.



DECLARATION

I, (Your name), would like to declare that all contents included in this dissertation stand for my individual work without any aid, and this dissertation has not been submitted for any examination at academic as well as professional level, previously. It is also representing my very own views and not essentially those that are associated with the university.

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ABSTRACT

In this study it has been tried to explore the concept of E-Human Resource Management in multinational organizations: in order to achieve competitive advantage in global context. The main focus of the research is on e-hrm practices and the advantages it provide to the organizations throughout the world, and its relation with senior management of the multinational firms. The researcher did in depth study to reach a meaningful conclusion. The researcher focused on qualitative secondary research methods in carrying out this research work. The researcher reached to meaningful conclusion after extensive study of the literature.

TABLE OF CONTENTS

ACKNOWLEDGEMENTII

DECLARATIONIII

ABSTRACTIV

CHAPTER 1: INTRODUCTION1

Introduction1

1.1 Background of the Research1

1.2 Problem Statement1

1.3 Aims and Objectives1

1.4 Research Question2

CHAPTER 2: LITERATURE REVIEW3

Introduction3

2.1 Conceptual and Theoretical Framework3

2.3 Concept of E-HRM5

2.4 Benefits of E-HRM5

2.5 Challenges to HR: E-HRM6

2.6 Tools for HR Decentralization, E-HRM7

2.7 E-HRM as Competitive Advantage7

2.8 The Pre-requisites of E-HRM8

2.9 Approaches to E-HRM9

2.10 Relational E-HRM10

2.11 Recruitment and Selection at Marriott11

2.12 E-Recruitment14

2.13 E-Learning & E-Training16

2.14 Online Performance Appraisal Systems18

CHAPTER 3: METHODOLOGY23

Introduction23

3.1 Scope of the Study23

3.2 Research design23

3.3 Rationale for a Qualitative Study24

3.4 Secondary Data24

3.5 Data Collection Methods25

3.6 Limitations of the Research25

3.7 Ethical Considerations25

3.8 Limitations and Suggestion for Future Research26

CHAPTER 4: FINDINGS AND ANALYSIS27

4.1 Critical Analysis27

4.2 Marriott Incorporation28

4.3 Organizational Culture at Marriott Inc28

4.4 The Marriot Recruitment Journey30

4.5 Interview Analysis31

4.5.1 Feedback on Quality of Work31

4.5.2 Difference in Human Resource Management Policies in Different Countries32

4.5.3 Democratic In Human Resource Management (Difference in Different Countries)33

4.5.4 E-HRM Technology34

4.5.5 E-Hrm and Its Role in Performance of the Managers36

4.5.6 Measurement of Employee Performance36

4.5.7 Electronic Human Resource Management as a Strategic Tool37

4.5.8 Correlation between Employee Commitment and E-Hrm Practice38

4.5.9 Difference between Human Resource Management in Technology Companies with Others39

4.5.10 Factors Affect Employee Commitment in Organisations for Strategic Advantage39

CHAPTER 5: CONCLUSION AND RECOMMENDATIONS41

5.1 Conclusion41

5.2 Recommendations47

REFERENCES48

APPENDIX53

Interview Questions53

CHAPTER 1: INTRODUCTION

Introduction

The main objective of carrying out this research was to identify the role played by e-hrm in achieving competitive advantage in global rivalry. This research has been organized in successive five chapters and reveals the overall impact of e-hrm and the benefits its provide to the organizations, while recommending ways to further enhance the topic under consideration.

1.1 Background of the Research

Theories of human resource management focused on methods of recruitment and selection and highlight the advantages of interviews, general assessment and psychometric tests as a selection process of employees (Allen, 2004, 13). The hrm process can be internal or external or ...