Exploring the relationship between digital HRM practices and perceived firm performance : the case of ICT firms in Nepal | |
| Author | Acharya, Shubham |
| Call Number | AIT RSPR no.SM-21-09 |
| Subject(s) | Human resource management--Nepal Employee management relations |
| Note | A research submitted in partial fulfillment of the requirements for the degree of Master of Business Administration |
| Publisher | Asian Institute of Technology |
| Abstract | The changes in business models are being driven by the dynamic emergence of technology in the modern digital world, indicating a paradigm shift in human resource management. HR has the potential to develop new opportunities for contributing to organizational success as a result of the digitalization of HRM practices. This research aimed to look into the relationship between digitalization in HRM practices and perceived firm performance among Nepalese ICT companies. and the moderating effect of HR strategic and business involvement. Data was gathered using a survey questionnaire. The responses of 201 HR personnel of ICT companies in Nepal were gathered for further study. To answer the research objectives, descriptive and inferential statistics were used as statistical techniques. There was a positive significant relationship between digitalization in recruitment and selection and perceived firm performance. Similarly, there was a positive significant association between digitalization in training and development and perceived firm performance. Digitalization in employee engagement and participation also had a positive significant relationship with perceived firm performance. On the contrary, digitalization in compensation management had no association with the perceived firm performance. Besides, there was a positive effect on perceived firm performance when HR strategic and business involvement interacts with digitalization in recruitment and selection. Additionally, there was a significant positive relationship between perceived firm performance and interaction between HR strategic and business involvement, and digitalization in employee engagement and participation. However, the interaction between HR strategic and business involvement and digitalization in training and development and compensation management had a negative significant relationship with perceived firm’s performance. This suggests that there exists a significant association between digitalization in HRM practices and perceived firm performance, where HR strategic and business involvement serving as a moderator. Overall, by analyzing the application of Industry 4.0 technologies on HR practices and their relationship with perceived firm performance, this research contributes to the literature on the digitalization of HRM practices. |
| Year | 2021 |
| Type | Research Study Project Report (RSPR) |
| School | School of Management (SOM) |
| Department | Other Field of Studies (No Department) |
| Academic Program/FoS | Master of Business Administration (MBA) (Publication code=SM) |
| Chairperson(s) | Vimolwan Yukongdi |
| Examination Committee(s) | Ransom, Lakeesha K.;Zimmermann, Willi |
| Scholarship Donor(s) | HM the King's Scholarships (Thailand) |
| Degree | Research Studies Project Report (M. BA.) - Asian Institute of Technology, 2021 |