Factors Influencing E-HRM Practices and Organisational Performance in it and it Es Industries
M. M. Shanmugapriya¹, D. Venkatramaraju<sup>2

1</sup>M. M. Shanmugapriya, Research Scholar, Department of Management studies, Bharath Institute of Higher Education and Research, Selaiyur, Chennai (Tamil Nadu), India.

²Dr. D. Venkatramaraju, Research Guide, Department of Management Studies, Bharath Institute of Higher Education and Research, Selaiyur, Chennai (Tamil Nadu), India. 

Manuscript received on 03 October 2023 | Revised Manuscript received on 08 December 2023 | Manuscript Accepted on 15 December 2023 | Manuscript published on 30 December 2023 | PP: 1-12 | Volume-10 Issue-12, December 2023 | Retrieval Number: 100.1/ijies.D79331112423 | DOI: 10.35940/ijies.D7933.12101223

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© The Authors. Published By: Blue Eyes Intelligence Engineering and Sciences Publication (BEIESP). This is an open access article under the CC-BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/)

Abstract: The purpose of this study was to assess the effectiveness of electronic H RM practices (E-HRM) in IT and IT ES companies from a multifaceted perspective. Global workers are increasingly seeking features such as excellent working conditions, sufficient opportunities for training and growth, and effective performance management systems. The long-term objectives of the company and employee expectations are balanced by human resource management… The importance of this study lies in the IT/IT ES sector’s need to implement E-HRM practices, specifically focusing on aspects such as payroll processing, employee self-service, recruitment, performance management, rewards, and learning and development, as these significantly influence organisational performance. E-HRM practices have become preferable to manual HR processes due to their time efficiency, reduced storage and manpower demands, and improved process consistency. The IT sector has reaped numerous benefits from various applications, including HR practices, which have driven the adoption of electronic human resource management (EHRM) practices. These practices are more straightforward, costeffective, and require fewer resources and time, offering advantages such as accuracy, consistency, and centralised information storage. Both employers and employees have found E-HRM practices beneficial, and the quick accessibility of data and documents from remote locations further facilitates swift decision-making in business operations.

Keywords: E-H RM, Employees, Organisational Performance, Exploratory ‘FACTOR ANALYSIS’, Confirmatory ‘FACTOR ANALYSIS’
Scope of the Article: Machine Learning