e-HRM Impact on Productivity at NBP
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ozzymemonIMPLEMENTATION OF E-HRM IN NATIONAL BANK OF PAKISTAN
Introduction:
There are several studies that have established that e-HRM has the capacity to yield value through
increasing the efficiency of human resource activities, modifying the human resource role to one
that is more strategic[CITATION Saj17 \p 7 \m Abd15 \p 53 \l 1033 ]. If this is accurate, then e-HRM
may result in the creation of value and make a contribution to the success of the firm. There is very
limited research on the application of e-HRM as well as its effect on organizational outcomes in
South Asia, particularly. The banking sector in Pakistan is of important for several reasons. It is
projected to continue being a strong contributor to the economy. The sector is further one of the
more profitable ones in the Pakistan economy[CITATION Asr15 \p 25 \l 1033 ]. Also, there has been a
recent increase in the application of e-HRM practices in banks as top management direct their focus
towards improving the quality of HR processes in a bid to better competitiveness[CITATION Bas15 \p
11 \l 1033 ].
Hypothesis:
This study investigates the operation of e-HRM in the National Bank of Pakistan and whether it can
lead to better employee productivity at the workplace of the bank. It is hypothesized that e-HRM will
have a positive impact on employee productivity in the National Bank of Pakistan.
QUESTIONS:
Some of the questions that may arise in the course of this study includes: How many banks in
Pakistan have implemented e-HRM systems? How has the implementation process been for them?
How are the new e-HRM systems affecting the staff in banks? How will the employees of the
National Bank of Pakistan react to the operation of the e-HRM system? What are some of the
benefits that the e-HRM system has for the National Bank of Pakistan? What are some of the
drawbacks of the e-HRM system? What are some of the challenges experiences in the course of the
implementation of the e-HRM system?
Justification:
Because of the advances in electronic management, the field has grown to be crucial to the
establishment of an efficient relationship with HR. electronic management in HR is key for improving
the productivity an organization. The integration of electronic management and human resource
management is a relatively recent area of research and thus, the studies on the topic are limited.
Further, the current e-HRM models were developed in the US and Europe[CITATION Alk16 \p
10672 \l 1033 ]. Moreover, past research on e-HRM has largely overlooked the impact of e-HRM
practices at the organizational level, for instance the productivity of the members of staff. There are
further limited studies on the acceptance of e-HRM systems in organizations. This investigation
further is key because the implementation of e-HRM usually consists of several challenges such as
the absence of an adoptive culture, significant costs of setting up, securing the HR data as well as the
loss of the personal touch[ CITATION Alk16 \l 1033 ]. It will be crucial to establish whether the
benefits of implementing an e-HRM system in the National Bank of Pakistan will outweigh its
drawbacks. Therefore, just like the other new concepts and systems, e-HRM has an inherent set of
challenges and issues requiring a careful scrutiny prior to its adoption and launch in any
organization. The application of e-HRM in companies has further caused other social and ethical
concerns that can affect the workplace. Some of these issues include privacy issues, particularly
electronic monitoring. Basically, even though the studies undertaken till now on e-HRM have been
extensive, the sum of these studies under particular areas frequently does not have the needed
depth to direct the organizations on how to go about deploying these systems.
HR often play a two-pronged role in change management through introducing and steering the
change and through serving as a facilitator for changes that other departments and leaders
introduced. HR usually undertake various functions linked to the communication, implementation as
well as tracking of key changes. Often, HR helps that staff through acting as a point of contact for
concerns as well as questions and through explaining any effect on staffing[CITATION Cam16 \p
212 \l 1033 ]. Additionally, HR frequently organizes meetings and communications regarding the
change and linked initiatives. The other common roles and responsibilities by the HR department
include offering initial staff communication regarding the change and developing training programs.
HR is also frequently charged with assessing potential effect of the change, preparing informational
documents, and evaluating readiness prior to the change. HR can additionally play a strategic part in
change management through establishing the post-implementation ROI through pinpointing the
KPIs to be measured as well as through measuring and communication of outcomes. Through the
promotion of change, HR can assist the organization to boost participation and back the change
process thus increasing the success of the process.
Proposed methodology:
This study will take an Inductive approach. This is because the research aims at proving the
hypothesis that e-HRM will improve employee productivity at the National Bank of Pakistan. The
researcher usually collects data by interviewing participants. Eventually, this results to the creation
of themes for thematic analysis.
Qualitative research is mainly applied in discovering and gaining a comprehensive understanding of
individual thoughts, experiences, trends, and opinions[CITATION Nic17 \p 21 \l 1033 ]. It allows for a
deeper exploration of the problem at hand. The study is aiming to establish the link between the
application of an e-HRM system in the National Bank of Pakistan, and a change in behavior, that is,
employee productivity. Therefore, a qualitative approach will be more suitable to this endeavor, and
more answers will be answered by this proposed methodology.