人才競爭和最佳人力資源配置(HR)已成為公司人力資源管理(HRM)部門決策層日益關(guān)注的問題。由于傳統(tǒng)人力資源管理模式下的人工管理主要存在以下缺陷:處理的信息量大,系統(tǒng)的分類性差,重復(fù)的信息較多,重復(fù)的勞動加重,數(shù)據(jù)量巨大,無法共享,查詢速度慢,無法完成企業(yè)所需的各種統(tǒng)計。此外,人力資源管理職能是主要組織的職能之一,可以顯著增強組織實現(xiàn)其目標(biāo)和策略的能力。因此,在人力資源管理中使用技術(shù),即電子人力資源管理(E-HRM),正在成為HRM領(lǐng)域中新興的問題之一。電子人力資源管理的最重要應(yīng)用領(lǐng)域是基本員工數(shù)據(jù)管理,招聘和選拔,薪資管理,績效評估和獎金。此外,電子人力資源管理系統(tǒng)可用于以下領(lǐng)域:晉升,培訓(xùn),工作輪換和員工發(fā)展計劃,評估和薪酬以及福利管理。相反,埃及和中國缺乏有關(guān)電子人力資源管理及其與組織發(fā)展(OD)的關(guān)系的研究。電子人力資源管理技術(shù)的使用是一種實施人力資源戰(zhàn)略,政策和實踐的方法,這些戰(zhàn)略,政策和實踐預(yù)計會對人力資源職能的運作產(chǎn)生影響。此外,它旨在改善人力資源系統(tǒng)。反過來,這又受整個組織試圖實現(xiàn)的目標(biāo)的影響。先前的研究表明,電子人力資源管理可以提高人力資源活動的效率,改善人力資源服務(wù)...

【文章頁數(shù)】：117 頁

【學(xué)位級別】：碩士

【文章目錄】：
詳細摘要
Abstract
Chapter1 Introduction
    1.1 Research Background and Problem statement
        1.1.1 Research Background
            1.1.1.1 Electronic Human Resource Management (E-HRM)
            1.1.1.2 Organizational Development
            1.1.1.3 Overview of Egyptian Steel Group-NPSS Company
        1.1.2 Problem statements
    1.2 Research Objectives, Research Significance and Research questions
        1.2.1 Research Objectives
        1.2.2 Research Significance
            1.2.2.1 Theoretical Significance
            1.2.2.2 Practical Significance
        1.2.3 Research questions
    1.3 Literature Review
        1.3.1 Domestic research
        1.3.2 Research at abroad
        1.3.3 Analysis of literature review of domestic research and research abroad
    1.4 Main research content and research method
        1.4.1 Conceptual Framework
        1.4.2 Research Variables
            1.4.2.1 The independent Variables
            1.4.2.2 The dependent variable: (Organization Development)
        1.4.3 Research method
    1.5 Organization of the thesis
Chapter 2 Theoretical Analysis
    2.1 Human resource management (HRM)
        2.1.1 HRM Definition
        2.1.2 HRM Functions
    2.2 Electronic human resource management (E-HRM)
        2.2.1 E-HRM Definitions
        2.2.2 E-HRM Functions
        2.2.3 E-HRM Goals
        2.2.4 The Advantages and Benefits of E-HRM
        2.2.5 E-HRM Application Requirements and Success Factors
        2.2.6 Challenges of E-HRM Application
    2.3 Organizational development Definitions and concepts
        2.3.1 Organizational Development Definition
        2.3.2 Organizational Development Characteristics
        2.3.3 Organizational Development Objectives
        2.3.4 Organizational Development Challenges
    2.4 General Commentary on the theoretical Studies
        2.4.1 The perceptions of the study sample and the impact of E-HRM onorganization development
        2.4.2 The relationship between E-HRM and organization development
    2.5 Chapter summary
Chapter 3 Methodology
    3.1 The proposed methodology to conduct the research
        3.1.1 Research Design
        3.1.2 Sources of Data
        3.1.3 The Questionnaire Design
        3.1.4 Research Population and Sample
        3.1.5 Data Measurement
    3.2 Validity of the Questionnaire
        3.2.1 The internal validity of the questionnaire
        3.2.2 The structure validity of the questionnaire
    3.3 Reliability of the Questionnaire
    3.4 Chapter summary
Chapter 4 Data Analysis and Hypotheses Testing
    4.1 Test of Normality
    4.2 Descriptive Analysis of the Personal Characteristics of the research sample
    4.3 Data Analysis
    4.4 Hypotheses Testing
    4.5 Discussion
    4.6 Chapter summary
Conclusion
結(jié)論
Recommendations and Future works
參考文獻
附錄
    Appendix (1): Formal letter with a stamp from HIT to NPSS company
    Appendix (2): The questionnaire
Acknowledge
Resume



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