Main Article Content
This empirical study is an attempt to reveal the role of some chosen electronic human resource management (E-HRM) practices on the operational efficiency (OE) in Bangladeshi garment sector. The authors selected six such E-HRM practices (e-job analysis, e-recruitment & selection, e-compensation & benefit, HRIS & e-communication, e-personal profile and e-performance appraisal) as the independent variables and OE as the single dependent variable. The research was carried out with a valid sample size of 299 mid & supervisor level managers and 228 top level managers of 54 garment factories of Bangladesh using convenience technique. A structured measurement instrument was used to collect primary data from those respondents. Pearson’s correlation coefficient and multiple linear regression analysis were utilized (using SPSS 24) to test the hypothesized relationships. Results after a vigilant and comprehensive statistical analysis exposed that all the selected independent variables have positive relationships with the dependent variable (OE). However, such positive relationships are stronger (significant) in case of e-compensation & benefit, HRIS & e-communication, e-personal profile and e-performance appraisal whereas such positive relationships are comparatively weaker (insignificant) in case of e-recruitment & selection and e-job analysis. The authors are optimistic that the conclusion of this empirical study will be helpful for academicians having intention to further explore the relationship between E-HRM practices and operational efficiency. They also believe that this study will be proven valuable for managerial decision makers of different manufacturing firms desire to reduce costs and adopt environment friendliness to gain competitive advantages over the rivals.
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