1. Inspector of Boilers & Assistant Director, Ministry of Industries, Dhaka, Bangladesh.

* Correspondence: ibho2@boiler.gov.bd

Keywords: influence, electronic, human resource, management

1. INTRODUCTION

Over the previous few years, HR departments in government firms in the developed nations have accelerated their overall performance with the help of using e-HRM systems. Conversely, in the context of creating nations (e.g., Bangladesh, India, Nepal, and Pakistan), e-HRM research and its software is still in its early [1]. However, there are some instances the place government corporations tried to implement (partially)e-HRM structures and faced many obstacles [2] such as the lack of e-HRM systems expert body of workers [3], and unavailability of state-of-the-art IT infrastructure in government corporations [4]. While a majority of studies on e-HRM centered on the developed region, there are fewer studies in much less developed nations such as Bangladesh [5]. The growth of IT has considerably influenced businesses toward altering their working methods such as HR surroundings, and overall performance has been influenced by enforcing new technological know-how in HR departments. However, it is essential to notice that the implementation of IT inside an HR environment has now not always been hassle-free as a result of quite a few factors. For instance, most of the creating international locations in the Asian area have been confronted with political upheaval, which has, to a higher extent, distracted the selection makers and the bureaucracy from the terrific implementation and usage of e-HRM technologies. Although the use of data structures (IS) has increased, its e-HRM utility has been low in developing countries, due to the fact of the HR managers’ lack of capabilities and desirable education [6]. If personnel does now not receive suited training from the organizations to use e-HRM systems, it effects in growing cost and reduces overall job performance [7]. Other organizational negative aspects with e-HRM implementation consist of shortage of personnel with IT capabilities or understanding, lack coordination between the department, lack of technological know-how assist, or organizational method changes [8]. Resistance towards the use of new systems has additionally been stated a widespread difficulty [9]. Other issues confronted at some point of the implementation of e-HRM structures in creating countries is the high value of enforcing the e-HRM systems, building splendid IT infrastructure, shopping for computer systems becoming the requirement of the e-HRM systems, software maintenance, and hardware maintenance [10]. The intention of implementing e-HRM in authorities’ establishments is to amplify the authority’s effectivity and decrease corruption [11]. A key challenge for the implementation of e-HRM structures is the difficulty in centralizing and computerizing the HR departments and integrating e-HRM systems with payroll and appraisal structures. Another trouble even as enforcing e-HRM gadget is the security and privateness issue concerning the employees, their concern that different personnel may want to enter their private information, personal records or payroll machine and may have the capability to alternate their personal information, which affect the employees trust in business enterprise [8]. Implementing e-HRM initiatives are considered as political in nature, because of the funding fee and the issue of manage at work. The foregoing challenges to put in force e-HRM structures exhibit that e-HRM structures have either been in part implemented and/or no longer true used or the place there are instances of adoption and implementation of e-HRM systems, the HR departments in government businesses have confronted resistance from the workforce. To the best of the authors’ knowledge, the extant lookup does no longer actually spotlight how e-HRM structures have influenced government organization in the growing regions [10]. This lookup takes a step forward and is familiar with this phenomenon in the context of Bangladesh. The general objective of the paper is to explore the Influence of Electronic Human Resource Management (e-HRM) on the Public Sector of Bangladesh especially at Ministry of Industries. This evaluation is based on e-planning, e-recruitment, e-selection, e-learning, e-compensation and electronic performance management etc.

2. MATERIAL AND METHODS

The study adopts a quantitative and multiple case study research approach. I have used primary sources of data: I have collected primary data through doing the survey. Even I have been able to collect data through discussion from the employees who are currently at HR section of Ministry of Industries. I have mainly used the primary data for analysis. I have also used secondary data for knowing about previous studies on this topic. I have been able to get some information’s from those and used it in the paper. Research design is a general strategy that specifies the steps to be taken for gathering and analyzing the required data. Finding E HRM on organizational effectiveness in Bangladesh is the goal of the study. To evaluate the relationship, a survey is created. Through the use of a structured questionnaire, data is gathered. As a result, data collection involves a quantitative approach. Sampling refers to a subgroup or a portion of a greater population that is utilized to evaluate the features of the population as a whole. The goal of sampling is to choose participants for a survey on E-HRM practices in Bangladeshi corporate business and its effect on organizational effectiveness. The judgement sampling which falls under the non-probability sampling was used for this study’s sampling procedure. Because before answering the questionnaire; the respondents were asked if their company is using E-HRM functions. 30 employees from Ministry of Industries who are using E-HRM make up the study’s sample. Using a questionnaire is an organized method of gathering Primary information. A questionnaire is used to obtain the data for this investigation. A simple linguistic questionnaire is created to lessen the possibility of confusion. The questionnaire is broken up into III sections, with part I capturing the respondents’ demographic information, part II capturing their level of E HRM activities, and part III capturing organizational effectiveness. 17 For parts II and III, the five-point Likert scale is used, with 1 = (strongly disagree), 2 = (disagree), 3 = (neutral), 4 = (agree), and 5 = (strongly agree). Six questions about the demographic profile in part I. Part II had 11 questions about the extent of E-HRM techniques. Finally, 12 questions about organizational effectiveness are in part III. Primary data is the foundation of this study. By using structured questionnaire, primary data is gathered. Google Form and printed copies of the survey are utilized to gather information from the participant for a structured questionnaire. The survey is disseminated via mail, WhatsApp, LinkedIn, Face book, and other channels. On a five-point Likert scale, respondents’ opinions concerning E-HRM activities are recorded at Ministry of Industries (MOIND) (Table 01). Based on the perceptions of the respondents, it is evident that, with the exception of the E-grievance tracking and handling system (wherein the organization assists employees online by employing emotional intelligence), and E-training, all of the other selected E-HRM activities have been effectively adopted by MOIND. More than 80% of respondents agree that recruitment, personal profiles, advertising, application tracking, and employees leave management are conducted electronically at MOIND. There is still some opportunity to adopt E-HRM practices, particularly for employee selection, training, and performance evaluation. In recent years, worldwide E-HRM systems are increasingly used for employee training, performance management, and compensation & benefits administration at MOIND.

Table 01: Respondents’ perception about E-HRM activities at Ministry of Industries (MOIND)

Table 02: Reliability statistics

My investigation revealed that organizational effectiveness and E-HRM practices both have Cronbach’s alpha values above 0.60, which proves to be high level of reliability. As a result, the reliability and validity scores show that each item has a decent amount of reliability and is internally consistent.

Table 03: Pearson’s correlation coefficient for selected independent variables with Organizational Effectiveness

The table 03 represents the results of correlation between dependent variable (organizational effectiveness) and each of the independent variable separately. The result indicates that all the independent variables are correlated with the organizational effectiveness. Besides some variables shows moderate correlation with organizational effectiveness such as E-recruitment system, E-performance appraisal, E-personal profiling system, E-application tracking system, E communication system, E-leave management system of MOIND.

Table 04: Overall impact of e-HRM related to Ministry of Industries

Organizational Effectiveness and independent variables: E-HRM practices. The estimated R^2 is 0.774 which indicates 77.4% of the total variation in the organizational effectiveness is explained by the independent variables (11 E-HRM variables) in the model. Hence, the estimated has a high goodness of fit. 24 In terms of F- value, the F- value is 15.28 which is significant at 1% level. Hence, overall fit of the model is good and all the independent variables are needed for the analysis.

Table 05: The estimated coefficients to show the influence of E-HRM on the organizational effectiveness

Dependent variable: Organizational effectiveness, “***” denote the significance at 1% level, “**” denotes the significance at 5% level, and “*” denotes the significance at 10 % level. *** p<0.1From the results, it can see that Hypothesis (H1, H4, H6, H7, H8 and H10) are accepted and (H2, H3, H5, H9 and H11) these hypotheses are rejected. So, Developing E-Recruitment system will improve organizational effectiveness. Same goes for E-performance appraisal, E-personal profiling system, E-advertising system, E-application 25 tracking system, E-grievance tracking system varying the values. As the before mentioned functions show positive and significant relationship with organizational effectiveness. E-selection and E-communication do not have significant impact but they have positive impact on organizational effectiveness. While E-training system, E-compensation system, E-leave management system have found negative relation.

3. RESULTS AND DISCUSSION

E-HRM helps to cost reduction, higher HR support, ease access to facts and information, encouraging the IT usage, fast transport for services, centralizing the data, enhancing the knowledge of employees, clear legislations and rules, aligning the HR approach with agency strategy, etc.; these are an example of the benefits that encourage the decision makers, the benefits categorized primarily based on the perspectives referred to before. Thereafter, boundaries such as personnel support, statistics privacy, and dangers such as fair recruitment, political instability additionally included; in addition, many risks have been brought as lack of funding, political instability, etc. To have better grasp of the consequences for imposing e-HRM structures besides the motivation to enforce at Ministry of Industries. To make bigger the effectively of HR departments and its related functions (e.g. recruitment and selection, training and development, administration performance, job graph and analysis, pay structure and personnel relationship), e-HRM performs a full-size function [6] in achieving the organizational success. The implementation of technological know-how in HRM will increase the productivity, speed, and efficiency of the department. The purpose is to minimize total cost and improve productiveness and speed up the universal features that HR branch. The technological thing in TOE principle relates to investigating the technological context in the business enterprise involving the software, hardware, and equipment in businesses [9] Benefits: Data Centralization; Alignment of HR Strategy with HR Department; IT Infrastructure; IT Support Barriers: Quality of Application; Secrecy of Data; Duration of Implementation Risks: Lack of Resources The human resource branch is an indispensable part of an employer that has connection with the rest of the departments within the organization. Therefore, any change in the HR department will affect and cause further adjustments in the different departments and elevate extraordinary issues in specific functions within the enterprise [2]. Managerial issue(s) is the most challenging thing that an organization faces in imposing e-HRM. Benefits: IT Knowledge and Skills; E-HRM Communication; Commitment toward e-HRM Strategy; Managers and Employees Training Barriers: Role Conflict; Employee Resistance; Understanding of System Risks: Management Change; Employee Satisfaction and Motivation Organizations are affected via exterior forces like political or government selections that require human aid managers to deal with external challenges [12]. It is due to the fact several stakeholders are concerned in remodeling from familiar HR gadgets to e-HRM devices [13]. In public establishments in growing international locations like Bangladesh political have an impact on the implementation e-HRM encompass obstacles in getting budget from the government, effect on of labor union and organizational capability to exchange in terms of a new device [2]. Benefits: Financial support; Legalization and the imperative regulation Barriers: Power recreation change; Decision-making Risks: Resistance to change; Political instability. The most economical views ought to be viewed as internal or exterior environment factor incorporation [14]. Firms enforce e-HRM in order to decrease the cost, as fewer humans are needed; it additionally reduces the high-priced education classes because the organizations can habit the periods on-line instead of classroom-based training [11]. In order to put into effect e-HRM, organizations want to make sure that it has enough assets and abilities that amplify the standard charges [12]. The higher a range of handy resources, ideally, the greater viable it is for new technology to be implemented [13]. Inline this view, [14] claim that budget and funding are one the pivotal elements in order to implement e-HRM gadget efficaciously as it wishes substantial setup costs. Benefits: Reduced costs; Return on Investment; Organization saving budget Barriers: Lack of budget; Maintenance cost; Lack of expertise Risks: Government funding HR managers are responsible for dealing with one-of-a-kind criminal problems to manipulate their every day’s operations. For instance, corporations need to formulate discrimination policies that are in line with the legal guidelines of the United States of America and made available to all personnel by way of e-Technology in public quarter corporations in growing countries such as Bangladesh. Public organizations want to make positive that they are following and abiding with the aid of the applicable labor and employment legal guidelines in managing the overall functions. For example, the contents of a job commercial have to be according to the legal employment guidelines of relevant countries, and it is truthful and equal for all [14]. Benefits: Management Support; Data Acquiescence; Clear Legalizations; Barriers: Power Game; Data Protection; Data Privacy; Risks: Fair Recruitment; Legal Requirements Electronically

4. CONCLUSION

Recent lookup has proven that e-HRM plays an essential position in bettering the performance of human resource (HR) departments. The giant technological advancements have had a sizeable influence on human beings’ management, leading to the improvement of e-HRM. The findings grant insights into the delusion surrounding the lack of and gradual practices of e-HRM among public organization in developing economies. Secondary data was collected from various papers as well as worked on qualitative data. If public sector fails to adopt e-HRM, it will not keep pace with present world. COVID-19 teaches a very good lesson for adapting e-HRM. The e-HRM practices lookup presented in this paper extends recognized standards for e-HRM implementation, via bringing collectively influential factors – benefits, obstacles, and risks, thus, enabling authorities in growing public sector to produce more significant energetic proposals for e-HRM practice. This paper mainly focuses on the evaluation of the effectiveness of Electronic Human Resource Management (e-HRM) of Ministry of Industries. As the e-HRM practices is the new concept in the field of public administration of Bangladesh so to achieve the potentialities the government needs to accept sound human resource executives whose are able to manage their individual private information. So, enforcing this e-HRM obviously increases the overall performance that helps the manager to understand and implement their decisions in a very short period of time. As many barriers exist that enforcing these concepts but e-HRM adoption in Bangladesh will be in complete form soon in the upcoming years.As the e-HRM practices is the new concept in the field of public administration of Bangladesh so to achieve the potentialities the government needs to accept sound human resource executives whose are able to manage their individual private information. So, enforcing this e-HRM obviously increases the overall performance that helps the manager to understand and implement their decisions in a very short period of time. As many barriers exist that enforcing these concepts but e-HRM adoption in Bangladesh will be in complete form soon in the upcoming years.

5. RECOMMENDATIONS

Without a doubt, there is opportunity for researchers to investigate and undertake in-depth research on e-HRM systems and their efficacy in various organizations like Ministry of Industries. Future study may be required to further develop these hypotheses. One potential future direction would be to replicate the study with a larger sample, given that my thesis was based on a small sample size. This would increase the generalizability of the findings and allow for more robust conclusions to explore the Influence of Electronic Human Resource Management (e-HRM) on the Public Sector of Bangladesh. Another approach could 30 be to conduct a longitudinal study which would allow to track the impact of E-HRM over time on organizational effectiveness. This would provide more insight into how E-HRM affects organizational effectiveness over the long term. Overall, expanding the sample size and adding more methods would increase the robustness of the research and provide more valuable insights for organizations on how to effectively implement E-HRM to improve organizational effectiveness. Also, the proposed model could certainly be improved by including mediators such as workplace transparency or employee motivation, as well as moderators such as organizational support and leaders’ empathy, etc. Incorporating these mediators and moderators into the proposed model could provide a more comprehensive understanding of the relationship between E-HRM and organizational effectiveness.

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