The impact of Electronic Human Resources Management on Job Performance In Jordanian Service Ministries.

Abstract

The study aimed to analyze and identify the role of e-HRM on job performance in the ministries of the Hashemite Kingdom of Jordan. To achieve the objectives of the study, answer its questions, and test its hypotheses, the study adopted the descriptive-analytical approach.

The study population consisted of all 27 Jordanian service ministries. The Ministry of Interior and Foreign Affairs was excluded due to the sensitivity of its study, leaving (25) ministries. The ministries focused on the following job titles (Secretary General, Assistant Secretary General, Director of Administration, Director of Directorate, Director of Directorate, Director of Unit, Head of Unit, Head of Department), numbering (6351) individuals, according to the Civil Service Bureau statistics for (2023) A proportional stratified random sample was selected from the study community, and accordingly, the appropriate study sample size from the study community is (364) individuals. (364) individuals at administrative and supervisory levels in Jordanian ministries, the researchers distributed the questionnaire by hand directly to the study sample, and (304) questionnaires were returned, and (9) questionnaires were excluded because they were not suitable for analysis, due to incomplete information in them, so the number of questionnaires valid for analysis is (295) questionnaires with a percentage of (81%). The statistical analysis program (Smart PLS.4) was used ).

The study reached a number of results, the most important of which are: The level of e-HRM was moderate, while the level of job performance was moderate, and the results indicated a positive impact of e-HRM on job performance in Jordanian service ministries.

Based on the results of the study, which indicate that the level of e-HRM implementation in Jordanian ministries is moderate, a recommendation can be made to enhance and improve this level. Jordanian ministries should invest in developing and modernizing the electronic systems and technologies used in HRM. Training and guidance should be provided to employees to increase their understanding and effective use of these technologies.