ROLE OF E-HRM IN ACHIEVING HRM PERFORMANCE IN CONSTRUCTION FIRMS IN SINGAPORE

Abstract

Human resource management (HRM) is an important aspect in any organisation and can determine the success of a project. The nature of HRM in a construction industry is very dependent on the volatile nature of the industry, as well as the fact that it is very labour-intensive. Electronic- HRM (e-HRM) is a system that utilises Information Technology (IT) to support HRM practices, as well as to allow strategic planning. Although e-HRM has a lot of potential, especially in a project-oriented environment like the construction industry, research of its implementation, particularly in Singapore, is very limited. Appreciating how e-HRM can contribute to the effectiveness of HRM performance in a construction firm can be very helpful by bringing about higher efficiency levels in the management of projects.

By focusing on HRM performance in construction firms in Singapore in the forms of technical and strategic effectiveness, the aim of this dissertation is to identify and critically assess the body of knowledge concerning the application and usability of e-HRM in the construction industry, and the differences in applicability between small and medium enterprises (SME) and large firms. Additionally, factors that affect the extent of effectiveness were identified, and a framework has been proposed for successful implementation of e-HRM in a construction environment.

Qualitative methods were used, whereby data was collected through interview processes, which were then presented as case studies. Additionally, a study on e-HRM applications was conducted as secondary methodology. The hypothesis of this research is that e-HRM has a significant impact on HRM performance in construction companies based on three measures of performance benefits namely, assembly of project teams, enablement of cross-functional teams and human relations.

Findings from research show that currently firms in Singapore that use e-HRM only use it operationally and that there is much room for relational and transformational uses. Additionally, the effectiveness of e-HRM depends on the job scope of the HR department, mind-set of employees and the commitment of the management. Additionally, the ability to invest also determines the level of effectiveness. Analysis of case studies of e-HRM applications showed that it is possible for e-HRM applications to be used in a project environment and be able to reap benefits that can enhance strategic HRM.