Volume 21, Issue 1 (Paramedical Sciences and Military Health- Spring- 2026)
Paramedical Sciences and Military Health 2026, 21(1): 30-46 |
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Veisi S, Hosseinpour M, Ayeneh M, Veisi K. Identifying the Effective Factors on the Establishment of Electronic Human Resource Management (E-HRM) in Imam Reza Hospital. Paramedical Sciences and Military Health 2026; 21 (1) :30-46
URL: http://jps.ajaums.ac.ir/article-1-529-en.html
URL: http://jps.ajaums.ac.ir/article-1-529-en.html
1- Department of Management and Entrepreneurship, Faculty of Social Sciences, Razi University, Kermanshah, Iran.
2- Assistant Professor, Department of Interdisciplinary Sciences, Faculty of Strategic Technologies, Razi University, Kermanshah, Iran. ,m.hosseinpour@razi.ac.ir
3- Department of Management and Entrepreneurship, Faculty of Sovial Sciences, Razi University, Kermanshah, Iran.
4- Department of Business Administration (Executive Management), Islamic Azad University, Kermanshah Branch, Kermanshah, Iran
2- Assistant Professor, Department of Interdisciplinary Sciences, Faculty of Strategic Technologies, Razi University, Kermanshah, Iran. ,
3- Department of Management and Entrepreneurship, Faculty of Sovial Sciences, Razi University, Kermanshah, Iran.
4- Department of Business Administration (Executive Management), Islamic Azad University, Kermanshah Branch, Kermanshah, Iran
Abstract: (20 Views)
Introduction: Electronic human resource management (E-HRM) can serve as one of the most powerful driving forces toward improving human resource management practices. This study aimed to identify the effective factors on the establishment of electronic human resource management (E-HRM) in Imam Reza Hospital in Kermanshah province.
Materials and Methods: This research employed a mixed-methods approach. Content analysis was used in the qualitative phase. The Analytic Hierarchy Process (AHP) with pairwise comparisons was conducted using Expert Choice software in the quantitative phase. The study population consisted of all managers and staff of the hospital that 16 of them were selected through purposive sampling method. Interviews were conducted with the participants and they completed the questionnaires.
Results: Three main categories including employee's participation, information provision and training to employees, and the use of electronic human resource management along with six subcategories were identified in this study. Among the prioritized factors, the most influential enhancing factor (increasing employee's participation) was "observing the tangible benefits of E-HRM in reducing redundant tasks, promotion, and rewards," with a relative importance coefficient of 0.496. The most significant barrier (deterrent factor) was "lack of public acceptance and insufficient awareness in using electronic services," with a relative importance coefficient of 0.326. Other high-priority indicators included "accurately defining organizational establishment standards" (coefficient: 0.397) and "savings in recruiting new personnel through standard selection criteria" (coefficient: 0.300). Thus, the findings are presented in a focused and scientific manner. Moreover, the most effective and disincentive factors have been determined clearly.
Conclusion: When the standards and indicators for performing employees, duties are properly defined, employees carry out their assigned tasks according to those standards and guidelines, which can be highly effective in increasing the quality and speed of work. The lack of acceptance by the public and clients as well as insufficient awareness in this field have been stated among the deterrent factors of E-HRM in hospitals.
Materials and Methods: This research employed a mixed-methods approach. Content analysis was used in the qualitative phase. The Analytic Hierarchy Process (AHP) with pairwise comparisons was conducted using Expert Choice software in the quantitative phase. The study population consisted of all managers and staff of the hospital that 16 of them were selected through purposive sampling method. Interviews were conducted with the participants and they completed the questionnaires.
Results: Three main categories including employee's participation, information provision and training to employees, and the use of electronic human resource management along with six subcategories were identified in this study. Among the prioritized factors, the most influential enhancing factor (increasing employee's participation) was "observing the tangible benefits of E-HRM in reducing redundant tasks, promotion, and rewards," with a relative importance coefficient of 0.496. The most significant barrier (deterrent factor) was "lack of public acceptance and insufficient awareness in using electronic services," with a relative importance coefficient of 0.326. Other high-priority indicators included "accurately defining organizational establishment standards" (coefficient: 0.397) and "savings in recruiting new personnel through standard selection criteria" (coefficient: 0.300). Thus, the findings are presented in a focused and scientific manner. Moreover, the most effective and disincentive factors have been determined clearly.
Conclusion: When the standards and indicators for performing employees, duties are properly defined, employees carry out their assigned tasks according to those standards and guidelines, which can be highly effective in increasing the quality and speed of work. The lack of acceptance by the public and clients as well as insufficient awareness in this field have been stated among the deterrent factors of E-HRM in hospitals.
Type of Study: Research |
Subject:
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Received: 2026/05/19 | Accepted: 2026/07/26 | Published: 2026/03/10
Received: 2026/05/19 | Accepted: 2026/07/26 | Published: 2026/03/10
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