3.0 Introduction
This chapter explains how the research is conducted and organised in an efficient manner to make the best use of opportunities and resources available. The purpose of this research is to review and synthesise existing knowledge about the benefits of EHRM in organisations.
According to Jill Collis & Roger Hussey (2003) the procedures, resources and methods in which data is collected to complete the research is known as research methodology and it includes the techniques of data collection for investigation of research problems. Here adopted paradigm of methodological assumptions is positivistic approach. Researchers have conducted a survey which is a positivistic methodology whereby sample of people are chosen from a population and studied to make assumption about that population.
3.1 Research Methodology
A methodology is a general approach as a ‘framework’ concerned with a particular assumptive of paradigmatic sets conducted to study a research topic, which creates the way of studying any phenomenon (Seale, 2004). Methodologies as theories cannot be true or false, only more or less useful. Saunders (2003) stated methods as techniques, tools, and ways used to seek for data, obtain, collect, and analyse them, such as interview method, surveying, focus group. Common methodologies in social research are quantitative and qualitative methodology. The quantitative methodology used for the deductive approach relates to using numbers to test hypotheses and involves the development of a theory. It is also a general research approach of the natural sciences, where “law provides the basis of explanation, permits the anticipation of phenomena, predicts their occurrence and therefore allows them to be controlled” (Saunders et al., 2003). Differently, qualitative methodology used for inductive approach which is exploratory seeks for construction of a result from the data collected (David, 2004). Each methodology is used as the framework in paradigmatic assumptions of particular philosophy. Consequently, quantitative methodology is used for positivist philosophy and parallel qualitative methodology is used for phenomenology.
According to saunders (2007) defined “quantitative methods employ quantitative theoretical and methodological principles and techniques and statistics” (cited in Gray, 2004, p 114). Quantitative researchers collect and analyze data of social reality as an objective to test theories and find the relationship between those theories and research based on the natural science (Bryman and Bell, 2003). Using quantitative research such as cross-sectional, experimental, survey and longitudinal methods (Gephart, 2000) gives a reason that the theory comes before the research and that research is undertaken to test the validity of a theory which can be verified or falsified (Rengger , Nicholas, 2000). Hence, quantitative method gives more benefits in using the collection of large amounts of customers and having assumption of a previous theory in order to test the former related on a research. However, for this approach, a researcher needs to spend long time so as to collect enormous customer data and make accurate measurement of quantitative data in his or her statistical analysis. Also, it is difficult to classify the truth of social action. Moreover, it cannot explain customer attitudes or how they feel on statistical data.
3.2 The Research Approach
According to Jill Collis & Roger Hussey (2003) the procedures, resources and methods in which data is collected to complete the research is known as research methodology and it includes the techniques of data collection for investigation of research problems. The initial stage was to conduct a pilot study of the questionnaire but in the case of this questionnaire it was previously tested by research experts, and based on the same questions the survey was repeated in the target organisations.
3.3 The Survey Questionnaire
The term questionnaire is sometimes used by academics to describe specific techniques such as self-administered and postal questionnaire, whereas others include interview schedules .For the purpose of this project, the term questionnaire will be used to describe a set of questions answered by the respondent without the researcher needing to be present. A questionnaire can either be self-administrated, group-administrated or distributed through the mail.
A self-administrated questionnaire is where the questionnaire is presented to the respondent, who can then seek explanations if there is any ambiguity, and then the respondent is left to complete the questionnaire, arranging for the collection later. This method can increase the response rate as some degree of rapport with the respondent has been incorporated, and the sample can be controlled.
The questionnaire was divided into two sections Part A and Part B. The Part A was related with the descriptive profiles of the respondents and the Part B was developed based on the independent variable and the Dependent variable which were used in the research study about EHRM. The research made use of the Likert five point scales which is highly used when using a survey questionnaire to gather information on research topics .The Part A of the questionnaire was mainly about the descriptive profile of the respondents with questions on their Age, Gender, and Qualification. The Part B of the Research study used Likert five point scales where the research questions were framed on the dependent variable and the independent variable mentioned in the Research Framework.
Where:
1 = Strongly Disagree
2 = Disagree
3 = Normal
4 = Agree
5 = Strongly Agree
3.4 Validity
Validity is a very important part of a research study when measuring the strength of the questionnaire. The validity of the research is largely based on three types which are criterion-related, concurrent reliability and content validity. The validity of the questionnaire is generally checked by pilot study but this questionnaire was used form a previously used research paper and there was no need for a further pilot study for the questionnaire.
3.5 Reliability
To measure the reliability of the research a statistical value for the Cronbach Alpha of .70 was considered which was recommended as by Sekaran (2002) for any basic research. This reliability of the data will be done using the SPSS software version 17 where apart from the reliability the correlations and the analysis of the variance were also tested.
3.7 Sampling Technique
The survey instrument was previously tested by research experts who are being used for this research data also. A total of 160 questionnaires were distributed by the researcher and out of this 151 were returned back which indicates a sample response rate of over 90%.
3.6 Data Analysis
The data analysis of the gathered information would be done using the software SPSS version 17. The collected information would be tested for various statistical analyses such as Reliability Test where the Cronbach Alpha value will be tested and as mentioned by Sekaran (2002) any value above the figure.70 is considered to be good. The Descriptive analysis of the respondents will also be carried out and the relationships between the variables will also be tested.
Summary
Chapter three of the research paper is about the research methods which discusses about the research philosophy and the various methods in which the research will be carried out. The chapter examines how the information required to achieve the objectives were studied in this chapter and the hypothesis which is to be tested in the next chapter were focussed here in this chapter. The chapter explores about the target population and the sampling technique which is to be used in the research paper. The chapter seeks about the various techniques of the research and the study variables which are used in this research about EHRM.
DATA ANALYSIS
INTRODUCTION
Chapter four of the study is purely about the analysis of the information gathered from the survey. In this chapter different statistical analysis were performed using the software SPSS version 17 to test the hypothesis which were derived in chapter two of the study. Diverse statistical analyses like frequencies, correlations and regression analysis were performed in this section of the study.
Demographic profile of the respondents
The demographic table 4.1 shows the basic profile of the participants who took part in the questionnaire regarding the benefits of E-HRM in an organisation. A total of 151 respondents took part in the study where 47% were male and the remaining 53 % were female which reveals that there was hardly any bias. It was good to know that most of the respondents were from the human resource department.
In fact all the respondents had academic qualification and based on the statistics it was noted that most of the organisations already had E-HRM and a few of the organisations had all the statistics regarding the respondents profile have been stated in the table 4.1.1
Table 4.1.1Demographic Profiles of the Respondents
| Items | % | Items | % | ||
| Gender | Male | 47.0% | Academic | Masters | 1.3% |
| Female | 53.0% | Qualifications | Certificate | 14.6% | |
| Doctorate | 9.3% | ||||
| Diploma | 29.1% | ||||
| Bachelors | 45.7% | ||||
| E-HRM | Yes | 72.2% | |||
| No | 27.8% | Advantage of E-HRM | Many | 53% | |
| No | 37% | ||||
| Both | 10% | ||||
| Job Type | HR-Management | 36.4% | Age | 25 – 25 | 26.5% |
| HR-Admin | 39.7% | 25 – 35 | 44.4% | ||
| HR-Financial | 11.9% | 35 – 45 | 16.6% | ||
| others | 11.9% | 45 – 55 | 11.3% | ||
| Above 55 | 1.3% |
4.3 Reliability Statistics
The reliability analysis is one of the most important analysis performed using SPSS. The reliability scale gives the measure of the consistency of the research instrument being used in the study. Based on previous research experts it was said that the Cronbach Alpha (CA) value should be 0.70 or higher (Nunally, 1978) to be highly reliable and hence the data to be accepted. So a value which is higher than 0.65 as 0.65 is equivalent to 0.70 was required to accept the variable to proceed further.
The below table 4.2 represents the reliability analysis of all the variables which were used in this study and are represented in the table 4.2
Table 4.4.1: Reliability Statistics
| Scale | Cronbach Alpha | No of Items |
| h1 | 0.685 | 4 |
| h2 | 0.675 | 4 |
| h3 | 0.684 | 4 |
| h4 | 0.720 | 4 |
| h5 | 0.956 | 4 |
| h6 | 0.797 | 4 |
| h7 | 0.842 | 4 |
| h8 | 0.649 | 4 |
| h9 | 0.868 | 4 |
| E-recruitment | 0.631 | 5 |
4.4 Mean and Standard Deviation Scores For each Item considered in the questionnaire.
The following data provides the information about the mean interpretation of data based on the following table and the scores of mean.
| INTERPRETETION | MEAN SCORES |
| Very high | 4.24 -5.00 |
| High | 3.43 -4.23 |
| Moderate | 2.62-3.42 |
| Low | 1.81-2.61 |
| Very Low | 1.00-1.80 |
Table no 4.3 provides the standard deviation and mean values of each and every item under each item which was considered in the research questionnaire. The mean and standard deviation scores for all the independent and dependent of all the variables which were tested in this study. The average mean and standard deviation scores are 4.44 and 0.494 respectively. The dependent variable and independent variables scored above the average mean. The standard deviation scores of less than 1.0 for all the variables and items indicate that there are consistencies in the answers of the respondents.
By doing this analysis it could be clearly studied that which item in which variable had great impact on the respondent’s answers. For the first variable from the table 4.3 H1 a total of 4 items were tested and the value of the mean value for the item no 3 was 4.60 being the highest among all the items and a total of 151 respondents participated in the study.
Table 4.4: Mean and Standard Deviation Scores for all the Independent and Dependent Variables
| 1 H1 | Mean | Std Deviation | n |
| Based on your organization experience, do you think E-HRM has affected HRM? | 4.56 | .511 | 151 |
| When thinking about E-HRM effect, do you agree that E-HRM saves cost and increases performance more than HRM? | 4.44 | .596 | 151 |
| Do you agree that there is a relation between HRM & EHRM? | 4.60 | .491 | 151 |
| In your opinion, do you think using E-HRM can develop an organization? | 4.44 | .498 | 151 |
| 2 H2 | |||
| Are you agreeing that e-recruit has affected recruit? | 4.58 | .496 | 151 |
| Do you agree that e-recruit will have less process and more speed than recruit? | 4.46 | .641 | 151 |
| Do you think that using e-recruit is better than recruit? | 4.43 | .497 | 151 |
| Based on your view & opinion, do you think that recruit will diminish because of e | 4.40 | .506 | 151 |
| 3 H3 | |||
| Do you agree that there is a relation between selection and e-selection | 4.57 | .497 | 151 |
| Based on your experience, do you think that e-selection | 4.42 | .496 | 151 |
| Do you think e-selection will have less process and more speed than selection? | 4.58 | .495 | 151 |
| In your opinion, do you think that selection will diminish because of e-selection | 4.47 | .501 | 151 |
| 4 H4 | |||
| 4.56 | .498 | 151 | |
| Based on your experience, do you agree that e-learning has affected learning? | 4.51 | .502 | 151 |
| Do you think that learning is more expensive than e-learning? | 4.42 | .496 | 151 |
| Do you agree that learning will diminish because of e-learning? | 4.58 | .495 | 151 |
| H5 | |||
| In your opinion, do you think EHRM will develop relation between employee’s and manager? | 4.50 | .319 | 151 |
| Do you agree that employee’s performance is increased due to use of EHRM? | 4.49 | .358 | 151 |
| Do you agree that EHRM decreases jam traffic which is affected em-ployee’s performance? | 4.45 | .341 | 151 |
| Do you agree that EHRM decreases turnover? | 4.57 | .497 | 151 |
| H6 | |||
| Do you agree that employee’s performance is increased due to use of HRM? | 4.50 | .552 | 151 |
| Do you agree that HRM decreases jam traffic which is affected employee’s performance? | 4.58 | .495 | 151 |
| Do you agree that EHRM decreases turnover? | 4.42 | .496 | 151 |
| In your opinion, do you think HRM will develop relation between employee’s and manager? | 4.36 | .483 | 151 |
| H7 | |||
| Do you agree that employee’s performance is increased due to use of EHRM? | 4.48 | .501 | 151 |
| Do you agree that EHRM decreases jam traffic which is affected em-ployee’s performance? | 4.45 | .574 | 151 |
| Do you agree that EHRM decreases turnover? | 4.41 | .494 | 151 |
| H8 | |||
| In thinking about a company who uses EHRM, do you believe it helps company to achieve competitiveness strategies? | 4.58 | .495 | 151 |
| Do you agree that EHRM designs company objectives? | 4.42 | .496 | 151 |
| Do you think that EHRM increases the effectiveness of company’s objectives? | 4.58 | .495 | 151 |
| Do you believe there is personal factors influence to develop EHRM? | 4.42 | .496 | 151 |
| H9 | |||
| Do you believe there is personal factors influence to develop HRM? | 4.58 | .495 | 151 |
| Do you believe that HRM helps company to achieve competitiveness strategies? | 4.64 | .481 | 151 |
| Do you agree that HRM designs objectives for company? | 4.58 | .495 | 151 |
| Do you agree that HRM increases the effectiveness of company’s objectives? | 4.57 | .497 | 151 |
| E-recruitment | |||
| Do you agree that EHRM, enables managers access to relevant information and data, conduct analysis, make decisions and communicate with others without being dependant on HR professionals? | 4.42 | .496 | 151 |
| Is it true that EHRM, enables employees to control their own personal information and update it, make own decisions concerning their own situation without being dependant on HR professionals? | 4.56 | .498 | 151 |
| The effectiveness of the HR system by reducing cycle times, increasing data accuracy and reducing HR staff | 4.58 | .495 | 151 |
| Is it true that EHRM enables the HR system to increase efficiency and effectiveness of the organization by improving the capabilities of both managers and employees in taking better timelier decisions? | 4.64 | .481 | 151 |
| Do you agree that EHRM enables the HR system to create value for the organization in a new way? | 4.58 | .495 | 151 |
4.6 Pearson’s Correlations
A correlations test was conducted to determine the relationship of the independent variables with the dependent variable E-HRM. The Pearson’s correlation is used to find a correlation between at least two continuous variables. The value for a Pearson’s can fall between 0.00 (no correlation) and 1.00 (perfect correlation). Other factors such as group size will determine if the correlation is significant. Generally, correlations above 0.80 are considered pretty high. Based on the table 4.6 the variable H9 has the strongest relationship with the variable adoption of E-HRM with a value of 0.96 which specifies a strong relationship.
The relationship has been clearly exhibited in the table 4.6 Pearson’s Correlations below
Table 4.6 Pearson’s Correlations
| E-rec | H1 | H2 | H3 | H4 | H5 | H6 | H7 | H8 | H9 | |
| E-rec | 1.000 | .049 | .010 | .825 | .747 | .809 | .847 | .849 | .016 | .917 |
| H1 | .049 | 1.000 | .895 | .049 | .030 | .012 | .003 | .000 | 049 | .005 |
| H2 | .010 | .895 | 1.000 | .077 | .054 | .003 | .022 | .022 | .060 | .037 |
| H3 | .825 | .049 | .077 | 1.000 | .886 | .882 | .918 | .907 | .010 | .869 |
| H4 | .747 | .030 | .054 | .886 | 1.000 | .832 | .846 | .870 | .014 | .841 |
| H5 | .809 | .012 | .003 | .882 | .832 | 1.000 | .988 | .969 | 016 | .821 |
| H6 | .847 | 003 | .022 | .918 | .846 | .988 | 1.000 | .963 | 009 | .858 |
| H7 | .849 | .000 | .022 | .907 | .870 | .969 | .963 | 1.000 | 015 | .902 |
| H8 | .016 | 049 | .060 | .010 | 014 | .016 | 009 | 015 | 1.000 | .018 |
| H9 | .917 | .005 | .037 | .869 | .841 | .821 | .858 | .902 | .018 | 1.000 |
4.5. Multiple regressions for Adoption of E-HRM
A multiple regression is performed tom check the impact of all the variables together over the dependent variable. Statistically it analyses the relationship with one dependent variable and many independent variables so this establishes a one to many relationship. The multiple regression equation looks like y = b1x1 + b2x2 + ….+ bnxn +c
Table 4.7.1 multiple regression
| Model Summary | ||||||||||
| Model | R | R Square | Adjusted R Square | Std. Error of the Estimate | Change Statistics | |||||
| R Square Change | F Change | df1 | df2 | Sig. F Change | ||||||
| 1 | .987(a) | .975 | .973 | .05399 | .975 | 541.267 | 10 | 140 | .000 | |
a Predictors: (Constant),
Based on the results derived from the table 4.7 it is very clear that the value of R square is 0.975 which implies that 97.5% of variance was predicted by the independent variables over the dependent variable EHRM. The value of F also was 541.27 and the table also shows the significance.
4.8 Summary
The chapter four was all about the statistical analysis of the gathered information using the research instrument. A total of 9 hypotheses were tested in this study out of which five hypotheses were supported and the other four being rejected. A detailed illustration has been mentioned in the table 4.8. Followed by the chapter four is the chapter five which is about the recommendations based on the analysis performed.
Table 4.8 Summary of the hypothesis
| Scale | Hypothesis Results |
| h1 | Rejected |
| h2 | Rejected |
| h3 | Rejected |
| h4 | Rejected |
| h5 | Supported |
| h6 | Supported |
| h7 | Supported |
| h8 | Supported |
| h9 | Supported |
Recommendations
A total of 151 respondents took part in the study where 47% were male and the remaining 53 % were female which reveals that there was hardly any bias. It was good to know that most of the respondents were from the human resource department. The Pearson’s correlation is used to find a correlation between at least two continuous variables. The value for a Pearson’s can fall between 0.00 (no correlation) and 1.00 (perfect correlation). Other factors such as group size will determine if the correlation is significant. Generally, correlations above 0.80 are considered pretty high. Based on the table 4.6 the variable H9 has the strongest relationship with the variable adoption of E-HRM embassy with a value of 0.96 which specifies a strong relationship.
Adoption of EHRM is a major area of research study and is quite interesting. Due to time considerations this study was limited to one organisation only. Future researcher can carry this study in more than a single organisation. A study between the organisations of two different countries can also be compared. This study explored on three independent variables but there are many other variables also which can be explored so that the gap in the existing literature can be bridged.
The current research based on small sample size of only 151 respondents taken from different organisations. Therefore, the result can be generalized to other organizations. Further research is possible on a bigger scale with large sample size could shed light on the adoption of EHRM.
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