Please use this identifier to cite or link to this item: http://buratest.brunel.ac.uk/handle/2438/13780
Title: Investigating factors influencing E-hrm implementation in government organisations: a multiple case study of Bangladesh
Authors: Md. Mushfiqur, Rahman
Advisors: Mordi, C
Keywords: HRM;E-HRM;MOFA;MOPA;Bandladesh public sector
Issue Date: 2015
Publisher: Brunel University London
Abstract: This study focuses on investigating factors influencing the implementation of electronic human resource management (e-HRM) in Bangladesh government organisations. In recent years, research evidence has shown that e-HRM played a significant role in enhancing the performance of human resource (HR) departments in private sector organisations. While it is expected that similar contribution would be found in public sector (government) organisations, there is no empirical research evidence to support this proposition. Given the significant technological advancements today, e-HRM as a strategic tool has grown to encompass seamless functionality to support organisations in providing tactical capability, reducing cost and continuous service improvement as well as the quality of service delivery. Although several private and public sector organisations have implemented e-HRM, its application within public (government) sector organisation in developing nations is quite limited. In a sense, this may reflect the bureaucratic nature of public sector organisation, which are often slow to adopt changes. The low level in the number of public organisations that have implemented e-HRM applications in developing countries may be responsible for the dearth of empirical studies in this area. 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-the author to investigate the factors influencing the implementation of e-HRM in public sector organisation. It is hoped that 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. This thesis 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 (see Figure 3.3). The e-HRM implementation research presented in this thesis 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 suggestions for e-HRM implementation. The study adopts a qualitative and multiple case study research approach. Findings from two case organisations exhibit that such an approach contributes towards more healthy and robust decisions for e-HRM implementation and specifies that it is acceptable by the case study organisations. The findings in this study may not be generalised because of the nature of data collected. However, that it should serve as a source of understanding the particular context in which the study was undertaken. Moreover, it should serve as a catalyst for understanding organisations in similar socio-politico and economic context. This piece of research thus proposes, validates and presents a new model for e-HRM implementation in government organisations in developing economies and contributes to literature and the body of knowledge in this field.
Description: This thesis was submitted for the award of Doctor of Philosophy and was awarded by Brunel University London
URI: http://bura.brunel.ac.uk/handle/2438/13780
Appears in Collections:Business and Management
Brunel Business School Theses

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