Electronic human resource management and its impact on talent management in the Jordanian Universities

IF 1.5 Q3 MANAGEMENT

Human systems management Pub Date : 2023-09-25 DOI:10.3233/hsm-230127

Bassam Aldiabat

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引用次数: 0

Abstract

BACKGROUND: Talent management plays an essential role as part of the HRM function in managing all employees, resulting in high performance. The role of human resources management has rapidly changed from focusing solely on recruitment, employee benefits and payroll to strategic human resources, focusing on sustaining and driving business strategies. OBJECTIVES: This study sought to determine the extent to which electronic human resource management and talent management principles were used in Jordanian universities. Additionally, it examined how electronic human resource management, including its components of hiring, training, and performance evaluation, might affect talent management in public universities. METHODS: The study sample, which included 470 faculty members, deans of faculties, and heads of departments at Jordanian universities, was given a questionnaire. Using the statistical software SPSS, simple and multiple regression were used to test the study’s hypotheses. The arithmetic means, and standard deviations were utilized to determine the levels of application of the study variables from the faculty’s point of view. RESULTS: The results of the study revealed that the application level of electronic human resource management and talent management is medium. There is a statistically significant effect of electronic human resources management on talent management. Multiple regression was used to test the sub-hypotheses that showed a statistically significant effect of training and electronic performance evaluation on talent management and the absence of an effect of electronic recruitment on talent management. CONCLUSION: Jordanian universities use electronic human resources management for operational rather than strategic purposes. Therefore there is no need to improve the infrastructure for electronic human resources management and talent management and align that with the general strategy of universities.

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电子人力资源管理及其对约旦大学人才管理的影响

背景:人才管理作为人力资源管理职能的一部分，在管理所有员工中起着至关重要的作用，从而产生高绩效。人力资源管理的角色已经从仅仅关注招聘、员工福利和工资迅速转变为战略人力资源，专注于维持和推动业务战略。目的:本研究旨在确定约旦大学中电子人力资源管理和人才管理原则的使用程度。此外，它还研究了电子人力资源管理，包括其招聘、培训和绩效评估的组成部分，如何影响公立大学的人才管理。方法:研究样本包括470名约旦大学的教职员工、院长和系主任，并对他们进行问卷调查。运用SPSS统计软件，采用简单回归和多元回归对研究假设进行检验。算术平均值和标准偏差被用来从教师的角度确定研究变量的应用水平。结果:研究结果显示，电子人力资源管理和人才管理的应用水平处于中等水平。电子人力资源管理对人才管理有显著的影响。我们使用多元回归来检验子假设，这些子假设显示培训和电子绩效评估对人才管理有统计学显著的影响，而电子招聘对人才管理没有影响。结论:约旦大学使用电子人力资源管理是为了业务目的，而不是战略目的。因此，没有必要改进电子人力资源管理和人才管理的基础设施，使其与大学的总体战略保持一致。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Human systems management MANAGEMENT-

CiteScore

3.50

自引率

30.40%

发文量

期刊介绍： Human Systems Management (HSM) is an interdisciplinary, international, refereed journal, offering applicable, scientific insight into reinventing business, civil-society and government organizations, through the sustainable development of high-technology processes and structures. Adhering to the highest civic, ethical and moral ideals, the journal promotes the emerging anthropocentric-sociocentric paradigm of societal human systems, rather than the pervasively mechanistic and organismic or medieval corporatism views of humankind’s recent past. Intentionality and scope Their management autonomy, capability, culture, mastery, processes, purposefulness, skills, structure and technology often determine which human organizations truly are societal systems, while others are not. HSM seeks to help transform human organizations into true societal systems, free of bureaucratic ills, along two essential, inseparable, yet complementary aspects of modern management: a) the management of societal human systems: the mastery, science and technology of management, including self management, striving for strategic, business and functional effectiveness, efficiency and productivity, through high quality and high technology, i.e., the capabilities and competences that only truly societal human systems create and use, and b) the societal human systems management: the enabling of human beings to form creative teams, communities and societies through autonomy, mastery and purposefulness, on both a personal and a collegial level, while catalyzing people’s creative, inventive and innovative potential, as people participate in corporate-, business- and functional-level decisions. Appreciably large is the gulf between the innovative ideas that world-class societal human systems create and use, and what some conventional business journals offer. The latter often pertain to already refuted practices, while outmoded business-school curricula reinforce this problematic situation.