Effects of Electronic Human Resource Management Practices on Organizational Performance: A Case of University of Maryland Programs, Nairobi Kenya

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dc.contributor.authorObama, Moureen Atieno
dc.contributor.authorKeino, Dinah Chebet
dc.contributor.authorKyongo, Joanes Kaleli
dc.contributor.authorMuriithi, Samuel Muiruri
dc.contributor.authorAmata, Evans Ombima
dc.date.accessioned2021-06-25T10:37:53Z
dc.date.available2021-06-25T10:37:53Z
dc.date.issued2020
dc.description.abstractThe purpose study was to determine the effect of Electronic Human Resource Management (EHRM) practices on organizational performance at University of Maryland Programs (UMB), Kenya. The objectives of the study were to identify the existing Electronic Human Resource Management practices in University of Maryland Programs; to examine the level of performance in UMB; to establish how EHRM practices contribute to organizational performance in UMB. This study adopted a descriptive research design. The researcher used a stratified sampling technique. The sample size of the study was 107. Primary data was collected by use of questionnaires. The validity and reliability of the instrument were measured by the Cronbach Alpha test. The collected data was analyzed using the Statistical Package for the Social Sciences (SPPS) twenty third edition. The study found that 88.7%, of the respondents were aware that e-recruitment was used at UMB to a large extent as indicated while 83.5%, of the respondents were aware that e- e-compensation was utilized at UMB to a large extent and finally 84.1% of the respondents were aware that e-recruitment was used at UMB to a large extent Secondly, the indicators of organizational performance at UMB were found by the study to include workforce’ agility, organizations productivity, organizational effectiveness and organizational flexibility as agreed by 75.3%, 61.9%, 69.0% and 67.0% of the respondents. Finally, 76.8%, 76.05%, 76.3% and 74.6% of respondents agreed that e-recruitment, e-training, e-compensation and e-performance wereimplemented had effect on organizational flexibility, organizational effectiveness, workforce agility and organizational productivity at UMB. The study recommended that UMB to focus on E-performance management since it has a significant relationship with organizational effectiveness.en_US
dc.identifier.citationObama, M. A., Keino, D., Kyongo, J., Muriithi, S. & Amata, E. (2020). Effects of Electronic Human Resource Management Practices on Organizational Performance: A Case of University of Maryland Programs, Nairobi Kenya, Journal of Human Resource and Leadership, 4(4), 29-58.en_US
dc.identifier.issn2616-8421
dc.identifier.urihttps://repository.daystar.ac.ke/handle/123456789/3628
dc.language.isoenen_US
dc.publisherJournal of Human Resource and Leadershipen_US
dc.subjectElectronic Human Resource Management Practicesen_US
dc.subjectOrganizational Performanceen_US
dc.subjectMaryland Programsen_US
dc.subjectKenyaen_US
dc.titleEffects of Electronic Human Resource Management Practices on Organizational Performance: A Case of University of Maryland Programs, Nairobi Kenyaen_US
dc.typeArticleen_US

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