The contribution of e-HRM to HRM effectiveness. Results from a quantitative study in a Dutch Ministry.

Purpose – Both for-profit and not-for-profit organisations have been replacing face-to-face HRM activities with web-based HRM tools, e-HRM for short, for employees and managers since the 1990s. This paper aims to look at whether this is of benefit to an organisation. Design/methodology/approach – The study was conducted in the Ministry of Internal Affairs in The Netherlands, where e-HRM in the form of employee self-service applications was introduced. Findings – The study shows that individual assessment of e-HRM applications influences HRM technical and strategic effectiveness. This is especially so in the perceived quality of the content and the structure of e-HRM applications which have a significant and positive effect on technical and strategic HRM effectiveness. Research limitations/implications – It is difficult to form generalizations from the research into only one company. Practical implications – The basic expectations are that using e-HRM will decrease costs, will improve the HR service level and will give the HR department space to become a strategic partner. This study investigates whether this is the case. Originality/value – The area on which this study concentrates has not had extensive academic research conducted into it