ELECTRONIC HUMAN RESOURCE MANAGEMENT (e-HRM) AND ORGANISATIONAL PERFORMANCE IN THE NIGERIAN BREWERY INDUSTRY

Abstract

Electronic Human Resource Management (e-HRM) has gained some attention in the digital world. This is because of the level of globalisation and the value it adds to organisations. This study was carried out with the general objective to assess the influence of electronic human resource management (e-HRM) on organisational performance through organisational culture in the Nigerian Brewery Industry. Specifically, the study examined the effect of e-Recruitment on organisational performance in the Nigerian Brewery Industry; evaluated the effect of e-Training on organisational performance in the study area; analysed the effect of e-Performance management system on organisational performance; examined the effect of e-Compensation management on organisational; performance in the Nigerian Brewery Industry and determined the mediation effect of organisational culture on the relationship between electronic human resource management (e HRM) and organisational performance in the Nigerian Brewery Industry. The study adopted the survey research design and was carried out in South-west Nigeria between two leading Brewery firms: Nigerian Breweries Plc and International Breweries Plc. Multistage sampling procedure was adopted. The first stage involved the purposive selection of two brewery firms within South-west Nigeria. The second stage involved the purposive selection of the headquarters office and two other breweries offices each from the two selected firms and the last stage involved random sampling of employees of the selected brewery firms within South-west region in Nigeria. The population of the study was 1,941 and based on Slovins formulae the study selected a sample size of 332. The study employed questionnaire as the main research instrument. The data collected was analysed using both descriptive and inferential statistical techniques. The descriptive tools were frequencies and percentages while the inferential tool was Partial Least Squares-Structural Equation Modelling (PLS-SEM) found in SmartPLS (version SmartPLS 3) to test the hypotheses. The results revealed that e-Recruitment has significant positive effect on organisational performance with the values from the model β = 0.600, t = 14.140, f 2 =0.562, R2 =0.360 and P ˂ 0.05; e-Training has a positive significant effect on organisational performance with β = 0.429, t = 8.188, f 2 =0.226, R2 =0.184 and P ˂ 0.05. Moreover e-Performance System has positive significant effect on organisational performance with the result from the model showed, β = 0.470, t = 10.927, f 2 =0.283, R2 =0.221 and P ˂ 0.05 and e-Compensation with β = 0.556, t = 11.859, f 2 =0.449, R2 =0.310 and P ˂ 0.05 has a significant positive effect on organisational performance in the study area. Importance performance map (IPMA) tool of PLS-SEM was further deployed to ascertain the most performed e-HRM component as e-Recruitment having 0.383 weight on organisational performance. Organisational culture mediates the relationship between e-HRM and organisational performance with a variance accounted for (VAF) value of 21% to show partial mediation effect. The study concluded that all the four selected e-HRM components have significant positive effect on organisational performance. The study recommended full deployment of the examined e-HRM components’ applications within organisations.