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Bondarouk, T., & Ruël, H.J.M. (2005).Does e-HRM contribute to HRM Effectiveness? Results from a quantitative study in a Dutch Ministry, Paper presented at the 4th International Conference of the Dutch HRM Network, November 4 – 5.2006, Enschede, The Netherlands. http://hrmnetwork.utwente.nl/

DOES E-HRM CONTRIBUTE TO HRM EFFECTIVENESS? RESULTS FROM A QUANTITATIVE STUDY IN A DUTCH MINISTRY
Tanya Bondarouk (University of Twente, The Netherlands) Huub Ruël (University of Utrecht, The Netherlands)

Abstract
E-HRM is coming to a more full-grown stage within organisational life. Much is assumed and expressed about the advantages of e-HRM, however scientific proof of these advantages is scarce. No clarity exists about the answer to the question whether e-HRM contributes to HRM effectiveness. In this paper we present results from the first quantitative study on the contribution of e-HRM to HRM effectiveness. The data is collected in a Dutch ministry. Results show that actual use of the e-HRM application correlates with HR effectiveness, especially the content and design (= quality of the e-HRM application). Regression analysis confirms that the experienced quality of the e-HRM application is the only significant explanatory factor of technical and strategic HR effectiveness. In the final section of the paper conclusions are drawn, limitations discussed and future research directions raised. Keywords: e-HRM, web-based HRM, HRM effectiveness, actual e-HRM use, technical HR effectiveness, strategic HR effectiveness.

INTRODUCTION AND RESEARCH FOCUS
Since the mid 1990s, organisations increasingly introduce electronic Human Resource Management (HRM). It has different names, for example e-HRM, digital HRM and webbased HRM. Notably is that its use is widely discussed in the reports of consultancy firms and professional HRM organisations (Watson Wyatt, 2002). It is acknowledged that practice- and consultancy-based e-HRM research started earlier than academic research.
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