E-HRM: PAIN OR GAIN FOR HRM EFFECTIVENESS

Abstract

Nowadays, technology has a huge impact on helping human working activities. E-HRM practices such as e recruiting, e-learning, workforce planning, e-income tax, e-salary, mobile absent, etc, can be seen as activities that help the organization to meet their objectives. This study will explain factors HRM effectiveness through UTAUT analysis of E-HRM in the organization. We assume that E-HRM will help the organization by increasing its effectiveness. We are measuring eight company with E-HRM implementation. Using a quantitative method, we collect data with a questionnaire at eight companies in Indonesia, Structural Equations Modelling (SEM) being used in this research. The result analyzed from questionnaire shared to our respondent showed performance expectancy and social influence has a positive effect on e-HRM usage. E-HRM usage with behavioural intention as a mediating variable also serves a good effect on e-HRM effectiveness. However, performance expectancy not really affect E-HRM usage through behavioural intention as a mediating