Role of E-HRM in training and development in hospitality sector

This study explores the role of E-HRM in training and development in the hospitality sector, with a focus on The Marriot hotel in the UK. It examines the effectiveness of E-HRM practices, the scope of E-HRM in The Marriot hotel, and the relationship between E-HRM and training and development. The research aims to provide insights for the hospitality industry to improve operational performance and enhance employee training.

DISSERTATION
(An investigation of the role of EHRM in training and development in
hospitality sector)

Acknowledgements
I would like to offer my special thanks to my supervisor Dr Ying Ding and the
tutors who helped me a lot during the writing of my dissertation by providing wide
range of supportive material. Secondly, I would like to thank my father and my
sister, who supported me financially during all the years of my study. They also
encouraged me to do my best during my study while I was under pressure and
thinking I wouldn’t be able to finish my work on time and wouldn’t get good
credits.
Furthermore, I would also like to say thank, you to those people who helped
and gave their time to collect the data based on their prospective during the process
of data collection.

ABSTRACT
The study has been summarised about the training and development by HRM. It has become
essential part of organisation whereas they are giving more attention on their training process in
order to raise efficiency level of their employees and improving their performance as well.It has
concluded that e-learning programs organised by organisation in order to train its workers those
who work in different branches. Many Companies designs online modules of giving training to
staff members so that individual can make aware with their role and responsibilities and can
perform well in the workplace.
The report is mainly focused on the electronic human resource management which
performed significant role for improving overall business performance and efficiency. In this
way, it can be adopting the training session on regular basis. Furthermore, it also supporting to
increase the turnover of organizations. However, it assists the board of management in retaining
the efficient workers. Human resource will manage and control the performance of employee ,
provide the better facilities so that they can improve own knowledge and skill. In order to attract
more new workers towards organizational .As per discussion, it has identified the various type of
issues such as conflict among people. At that time, Training session will support for resolve the
issues between employee, increases the satisfaction level of employees. This support
management in increasing their productivity as well as efficiency. Employee performance has
been improved after using Electronic human resource management.

TABLE OF CONTENTS
ABSTRACT....................................................................................................................................3
TABLE OF CONTENTS................................................................................................................4
CHAPTER 1: INTRODUCTION....................................................................................................1
1.1 Background of the study........................................................................................................1
1.2 Aim and objectives................................................................................................................3
1.3 Rationale................................................................................................................................3
1.4 Significance...........................................................................................................................4
1.5 Research specification...........................................................................................................4
1.6 Chapter structure....................................................................................................................5
CHAPTER 2: LITERATURE REVIEW.........................................................................................6
CHAPTER 3: RESEARCH METHODOLOGY...........................................................................16
Introduction................................................................................................................................16
Research philosophy..................................................................................................................16
Research design.........................................................................................................................17
Research approach.....................................................................................................................18
Data Collection..........................................................................................................................19
Sampling....................................................................................................................................20
CHAPTER-4 DATA INTERPRETATION...................................................................................22
Ethical consideration.................................................................................................................36
Validity and reliability...............................................................................................................37
Ethical consideration.................................................................................................................38
CHAPTER- 5 CONCLUSION AND RECOMMENDATION.....................................................39
REFERENCES..............................................................................................................................42
APPENDIX....................................................................................................................................48

Title: Role of E-HRM in training and development in hospitality sector.
CHAPTER 1: INTRODUCTION
1.1 Background of the study
E-HRM is based on the application of information technology for HR practices which
enabled easily interaction with staff members. HRM has been implemented business policies,
procedures and innovative ideas in business. in order to sustain in market for longer duration and
gaining competitive advantage. Advancement of technologies have supported business in raising
their communication with stakeholders and improve performance of the firm. E-HRM
(Electronic human resource management) works as powerful driving force in order to enhance
sustainability of enterprises. It can be defined as integration of all HR activities by taking support
of web-based technologies. Human resource manager is responsible for planning, recruitment,
training, performance management in organisation. Information technologies are helpful device
in order to minimise cost of business and increasing efficiency level of operations.
Training and development has become essential part of organisation, in the recent time
companies are paying more attention on their training process in order to raise efficiency level of
their employees and improving their performance as well. E-learning programs are organised by
many big organisation in order to train its workers those who work in different branches.
Companies designs online modules of giving training to staff members so that individual can
make aware with their role and responsibilities and can perform well in the workplace.
E-HRM is technology based human resource which can support company in reducing all
the paper work and manage all the resources electronically performance (Berber, Đorđević, and
Milanović, 2018).. This can help in saving time and minimising the use of resources. It saves
time of the employees working in an organisation, as they do not have to go through all the old
paper related documents (Muriithi, Gachunga and Mburugu, 2014). It can allow the human
resource team to spend the more time on the job which is necessary and more important. This
will also increase the efficiency of the organisation and there productivity would be raised.
They have an ability to collect and analyse data automatically. The software is able to
produce result more promptly and early. Also, the results which are being generated by E-HRM
are more relevant and authentic. This will allow company to operate with its full potentiality.
Also, organisation growth will be enhanced by use of it. Electronic human resource reduces the
burden of the employees of company as all the calculation and data related work is done by this
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software. Board of management by the help of this software can lay emphasis on other crucial
aspects like advertising, promotion and marketing of products.
With the help of electronic human resource management communication is also
improvised in the firm. It includes the platform or presence of some form of employee
interaction software that make the communication process more easy performance (Berber,
Đorđević, and Milanović, 2018). Like for example use of social media sites in the firm can assist
them in easily interacting with workers through seating at one place (Role of E- HRM in
Organizational Effectiveness and Sustainability, 2015). They can convey their messages through
channels such as Facebook, Twitter, Instagram and many more. Also, communication can be
done to clients via online technologies. They can interact their messages across the region.
Effective interaction can support firms in expanding their business and increasing their market
share. E-HRM also make it easier for the management or human resource team to provide
training and learning to employees. It contains software that manages the performance level of
workers working in the firm.
Furthermore, Training and hiring process become quite easy for the management. Also, it
helps in aligning the objectives of the enterprise with their personal goal. This can help
organisation in achieving the business goals and gain competitive advantage. The software also
assists in decreasing the liability of the board of management (e-HRM and its outcomes, 2016).
E-HRM provides a benefit to the employees to manage there work on timely basis. It helps
company in reducing the risk related to the data. It gives assurance to organisation that
information which has been arrived to them related to work is relevant and specific (Scholz,
2019). E-HRM systems gives a service where all the workers must acknowledge that they have
read and received particular relevant document. This enables another opportunity of proof that
certain information was received by board of management. It increases the efficiency and also
the issues faced by workers can be easily solved by firm. This also enhances the communication
between management and the employees. Building relationship between them can assist
company in growing (The Role of Electronic Human Resource Management in Contemporary
Human Resource Management, 2015).
It also contains a software where the company can solve and manages the conflicts faced
by employees. Board of management can ask for issues and problems going on with workers
through online and internet technology. They can ask for feedbacks on social media and solve
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them through it. Higher authorities of organisation through this way remains connected to the
employees via advancing technologies like E-HRM. By having an idea about the issues going
with workers human resource department can take timely action and prevent rising of further
problems (Muriithi, Gachunga and Mburugu, 2014). It is helps in doing work ion timely basis.
This supports in raising the turnover of enterprise. Also, it assists the board of management in
retaining the efficient workers. By this organisation manages to attract more new workers. When
the conflict in the firm are solved on timely basis it increases the satisfaction level of employees.
This support management in increasing there productivity as well as efficiency. Employee
performance are also been improved after using Electronic human resource management.
1.2 Aim and objectives
Aim
“To identify role of E-HRM in training and development in hospitality sector: A study on The
Marriot hotel in UK.
Objectives
 To explain conceptual framework and effectiveness of E-HRM in hospitality industry
 To determine role and scope of E-HRM practices in The Marriot hotel To identify relationship between E-HRM and training and development
Research questions
 How E-HRM practices are effective for hospitality industry?
 Explain role and scope of E-HRM practices in The Marriot hotel?
 What is the relationship between E-HRM and training and development?
1.3 Rationale
The main reason of conducting research on this topic is that in the recent time hospitality
firms are facing huge competition. There are many competitors of hotel such as Hilton etc. This
high competition is creating pressure on business to retain their consumers for longer duration.
Advancement of technology has supported business in making effective communication with
consumers and making them loyal towards the brand. But over a period of time hotel is facing
the issues of declining performance. E-HRM practices can help business in making easy
interaction with its employees and organising e-training programs for the workers those who are
working in other locations (Choochote and Chochiang, 2015). It would be cost effective and
efficient way to raise operational performance of company significantly. Recently Marriot is
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unable to provide training to its employees those who are working at other location. That is
affecting overall performance of business thus, by caring out this research researcher would be
able to highlight various e-learning methods that can be applied by business in order to raise its
performance and giving appropriate training to its staff members (Bondarouk, Ruël and Parry,
2017).
Furthermore, researcher has focused on the role of HR executive and gain more
knowledge of relevant field thus, It is interesting area for the individual and person has selected
this topic for the dissertation. Relevant experience would help scholar in understanding the terms
and answering research questions. In addition, topic has been provided by university so
researcher has conducted research on the same (Galhena, 2015).
1.4 Significance
This study will be beneficial for entire hospitality industry because by this way companies
will get to know about E-HRM practices and role of E-learning methods in order to raise
operational performance of firms. That would assist business in giving training to their workers
those who are working at far locations through information technology. This will help entire
hospitality industry in retaining their employees for longer duration and raising their confidence
as well. This E- training programs will aid these people in performing well and increasing their
contribution towards work.
Furthermore, dissertation will be helpful for hospitality industry in order to improve their
operational performance. This will aid hotel in managing their employees well and improving
human resource practices as well. This research will also be significant for other scholars
because they will get brief idea about role of E-HRM practices and E-training programs. By this
way, they will be able to conduct their investigation on same topic in the future.
1.5 Research specification
Research methodology is systematic frameworks that are used by scholar for collecting
information and solving research problems. Present study will take support of interpretivism
philosophy, this will allow scholar in involving relevant theories related to Electronic human
resource management and determining their role in business. Dissertation will apply primary and
secondary data collection sources in order to gather in-depth information related to subject
matter (Taylor, Bogdan and DeVault, 2015). Researcher Thematic analysis technique will be
applied and by preparing graphs and charts data will be interpreted. Dissertation will apply
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questionnaire technique in order to gather primary information about role of E-HRM practices in
order to give training to staff members those who are working outside the location. Random
sampling method will be applied and 20 employees of company will be involved as sample in
order to find out real facts about role of E-HRM in business. Research will take support of
inductive research method, this will help in avoiding complex calculation and finding insight
detail related to topic. It will apply descriptive research design, it would be more suitable for
such kind of qualitative studies (Silverman, 2016). This will help scholar in applying theories
and finding answers of all research question related to role of E_HRM in business.
1.6 Chapter structure
Chapter 1: Introduction: This chapter will give brief overview of topic that is role of E-HRM
with reference to hospitality industry. Furthermore, it will include aim, objective, rationale
and significance of the investigation.
Chapter 2: Literature review: This would be next part that will involve literatures of other
authors and will review their studies. This will scholar in developing understanding and
answering research questions significantly.
Chapter 3: Research methodology: there are various tools and techniques that are used by
researcher to answer the research questions. It will explain philosophy, approach, design,
data collection methods, analysis techniques. Furthermore, rationale for each chosen method
will be described in this session.
Chapter 4: Data analysis: This part will analysis the data and will find out results. Graphs and
charts will be prepared and interpretation of each result will be given.
Chapter 5: conclusion and recommendation: this would be last chapter in which scholar will
give summary of entire research and will give necessary recommendation that can help
hospitality in implementing E-training programs in business significantly.
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CHAPTER 2: LITERATURE REVIEW
This would be next part that will involve literatures of other authors and will review their
studies. This will scholar in developing understanding and answering research questions
significantly.
Theme:1 Effectiveness of E-HRM
As per the view of Glaister and et.al., (2018) E-HRM is define as an application that
consider HR practicses which enabling for interact with employee within organization. Human
resource has performed the different role and work with planning, scheduling, organising,
recruiting, training for employees. In recent time, most of the business are taking support of the
latest technologies in order to improve their operations and finishing the work with accuracy.
Applications of information technologies aid business in performing HR activities significantly
and managing people well. It can be defined as use of information system in HR department for
passing information, giving training to staff members. E-HRM is very important for improving
HR practices. HR manager of companies take support internet or other web technologies in
order to deal with workers.
Al Shobaki and et.al., (2016) argued that E-HRM is very important for improving
services of HR department and achieving goal of business unit. It is the integration process in
which HR uses web-based technologies for performing various tasks. There are mainly three
types of E-HRM practices: operational, relational, and transformational. Operational E-HRM is
highly related with operational functions of organisation such as employee personal data, payroll
etc. On other hand relational E-HRM is related with training, selection, recruitment etc. Whereas
transformational E-HRM is associated with knowledge management and strategies orientation.
Ruël and Bondarouk, (2014) stated that e- recruitment is the process of recruiting people
by taking support of technologies. Companies are taking assistance of online platform, social
sites, websites for circulating information about vacant post in firm. By this way, most of the
eligible persons get to know about this post and they upload their resumes on its websites. This
supports hotels and restaurants in finding deserving candidates and HR manager becomes able to
select most talented people in organisation who can contribute well in achieving goal of business
unit. Many online sites are used by most of the hospitality organisations such as Naukri.com,
Monster.com etc. These most popular recruitment websites helps business in finding skilled
people. E learning is the process of giving training to people by taking support of web-based
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technologies. There are many hotels those, which are operating across the world. It is very
difficult for the organisation to arrange different training sessions for the employees work in
various locations. This is cost incur process and time consuming as well. E-learning or E-training
programs are more suitable for the firms that have workers at different locations. Through
intranet, these companies can give training to all employees at single time. This is beneficial in
covering large number of employees of different branches.
According to Bondarouk, Harms and Lepak, (2017) Each person has different skills and
capabilities, companies give responsibilities is to its employees on the bases of their abilities.
Firms also organise training and development programs so that people can improve their skills
and can contribute well in achieving goal of business unit. E-learning or E-training is the process
of providing training to persons outside the traditional classroom. One of the main advantage of
E-training programs is that it is very cost effective technique. Online training programs helps
firms in minimising their cost of conducting development programs. There are many enterprises
those which take support of traditional training methods such as class room sessions etc. This is
time consuming and enhance operational cost of business. Through E-training programs,
enterprise can circulate necessary details to its valuable employees timely. It helps in saving
printing cost, thus, return on investment is the best benefit of EHRM in respect to training and
development in hospitality industry.
Islam, (2015) stated that People always expect to get promotional opportunities in
organisation. Online training sessions supports these people in improving their working
efficiency and contributing well in achieving goal of the firm. Sometimes classroom or
traditional training sessions become boring and people do not take much interest in such kind of
development sessions. By this way, they fail to raise their skill. Whereas HR of the organisation
includes attractive images, contents that can gain attention of candidates and they pay more
attention on these programs. Thus, these are not boring session and always help in raising
productivity and performance of person in entity. Thus, it is beneficial for organisation in
improving skills of people and providing them more development opportunities in firm.
As per the view of Buyens and Verbrigghe. (2015) E-HRM practices are very effective
that enhances engagement of learners and support in retaining them in firm for longer duration.
E-training programs provide personalised study material in correct format that aids business in
raising competencies of its employees and making them aware with actual operational activities
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and responsibilities of person. Many companies are conduct online assessment test for measuring
abilities of candidates. This is the best way to evaluate skills of person and arranging training
session for people accordingly. Furthermore, it is also beneficial in passing information to all
employees in quick manner. Through electronic system or information technologies, entities
become able to circulate necessary details to workers easily. This is the best way that may help in
keeping inform to all people at single time and minimising confusion as well. Candidates have
right to ask their questions during the circulation of information. Companies give immediate
response to their problems and give them opportunity to work even better in the organisation.\
Glaister and et.al., (2018) stated that E-HRM is effective technique that helps
organisation in improving quality and speed of operations. HRM pays more attention of
accomplishing goal of the firm, thorough information technologies it has become very easy for
the firm that to maintain records and track the progress of each candidate effectively. This type
of tool improves accuracy and supports in minimising human bias.
Al Shobaki and et.al., (2016) claimed that electronic human resource management
increases unintended consequences, company has to invest a lot for implementing latest
technologies in organisation that enhances cost of business unit. It will be used the various
technologies which will create problems of losing of confidential details, as if any firm organises
training sessions online for its employees those who are working at new locations then there are
high chances that competitors and other hacks hack the confidential details of the firm. In such
condition, entity may get failed to accomplish its goal significantly.
Many organization provide the information about particular project to employee. in order
to maintain and manage the information such as tax, financial reports etc. But if hackers access
these information’s then they may misuse it thus, security breach may create serious
consequence for firm.
Theme:2 Role and scope of E-HRM practices
According to Islam, (2015) human resource is most important assets of organisation, E-
HRM is the tool that supports HR in improving their process. This is innovative idea that aids in
improving human resource practices and making it more effective. Electronic human resource
practices are able in high speed of retrieval. Another scope of these practices is that it helps in
improving transparency in entire operations. This empowers the managers and superiors of
hospitality industry to save their time and perform the functions related to organisation
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electronically. It can reduce the mistakes that can be done by them manually. Also, hospitality
firm can save their cost by adopting Electronic human resource management as fewer employees
will be recruited. But some authors also claimed that it reduces the employment opportunities for
varied group of people.
As per the view of Glaister and et.al. (2018) the functions of hospitality industry are been
managed by managers and supervisors with the help of web technology and internet. It helps
them in accurately arranging the data related to their employees, consumers and clients. By this
hospitality organisation can save a lot of time in other industrial activities. It can assist them in
increasing their efficiency and productivity. By making use of Electronic human resource
management managers and supervisors can lay focus on other functional departments like food
and beverages, room division, finance and other related activities. Hospitality organisation by
making use of EHRM can lay focus on more important tasks and less on strategic elements.
In accordance to Sun, Han and Yu, (2015) Electronic human resource management has
the main and scope of achieving and improvising the potential of their employees and also
provides better services to their clients. It supports hospitality organisation business by providing
support in training, recruitment, performance management and many more. This supports various
industries in increasing their operational efficiency and work related productivity. There are
three components related to Electronic human resource management. It includes operational,
relational and transformational EHRM. Operational EHRM assists managers and supervisors in
making payroll of workers and arranging employees personal data. This can increase the work
efficiency of hospitality organisation.
As per the view of Silverman, (2016) relational Electronic human resource management
assists managers and supervisors in managing business process. With the help of EHRM
hospitality organisation can provide training to their staff members. This can allow them in
increasing the efficiency of employees as well as business. Also, by enhancing the performance
level of workers productivity and profitability can be increased. This function also helps
hospitality organisational in hiring and recruiting the most efficient staff. Also, employees can be
benefited by managing their personal data by own. For managing data they can use human
resource website. If this is not been used in hospitality organisation then it might hamper their
working.
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In the opinion of Ruël and Bondarouk, (2014) transformational Electronic human
resource management is associated with strategic human resource activities such as management
of knowledge and strategic re-orientation. This can assist supervisor and managers in hospitality
organisation they can create a change ready workforce with the help of integrated set of web
based tools that assists the workforce to develop and match their objectives with the hospitality
organisations target. Electronic human resource management supports in recruitment, selection,
development, compensation and retention. It makes sure that there exists smooth functioning in
hospitality organisation. EHRM can also assist board of management for involving in planing
functions, it can be done for effective utilization of resources. If hospitality organisation is not
engaged in making use of EHRM, for planning and recruitment process, then it may hamper
there work efficiency.
As per the view of Choochote and Chochiang, (2015) with the help of Electronic human
resource management, hospitality organisation can engage in easily making policies and
procedures for their firm. It defines the rules, ways and methods in more specific way. Also,
hospitality organisation can put this set of policies on their websites with the help of Electronic
human resource management. This function provides a platform to hospitality organisation in
which they can view, extract and alter information which is necessary for the firm. It can make
work more efficient and productive. Also a lot of time can be save by using Electronic human
resource management technology.
In opinion of Bondarouk, Ruël and Parry, 2017 Electronic human resource management
can assists hospitality organisation in reducing their costs as every function related to the
industry can be managed online which requires less amount of time in comparison to doing
functions manually. This technology also tend to increase the level of interaction between
employees and managers. It can develop a positive relationship between them which can support
in enhancing their efficiency that directly links to increase in quality of service. If any hospitality
organisation is not engaged in making use of Electronic human resource management then
manually doing of task can take lot of time and ultimately increased their operational costs.
As per the view of Scholz, (2019) Electronic human resource management can assist
hospitality organisation in easy recruitment process. This technology can collect analyse and
evaluate data related to employees. Also, the main objective of the technique is to develop
individual efficiency and performance of their own. This can help hospitality industry in better
10

managing their work. By saving time they would be able to understand and identify better the
needs and wants of consumers. Hospitality organisation can design products and services
according to their taste and preference. It helps in gaining competitive advantage to companies.
In opinion of Muriithi, Gachunga and Mburugu, (2014) the main goal of Electronic
human resource management is that they increase the human resource professional ability and
efficiency to conduct the task. This can provide competitive advantage to hospitality
organisation. This technological innovation can support various departments of industry to lay
focus on more value added activities so that they can be able to expand their market share.
Efficiency and ability of employees can improved by providing training through Electronic
human resource management. This can foster the growth of hospitality organisation.
In the opinion of Ruël and Bondarouk, (2014) electronic human resource management is
way of implementing various policies and procedures in the hospitality organisation. This
software can also be used by companies in providing training and learning to the employee's
which increases there knowledge related to task done by them. Organisation can make use of
electronic human resource management in managing and coordinating with employee's. It makes
work easier for them. This software leverages the role of human resources as a strategic
business's partners. It can increase the quality of work of all the employee's who are working in
an organisation.
As per the view of Buyens and Verbrigghe, (2015) software like electronic human
resource management also creates an interesting environment in the hospitality organisation. As
this software provides training with the help of internet and attractive video tutorials which
makes the work environment better for employee's and workers to perform. This can also
increase the quality of services given by workers. It can make them more efficient and
productive. Also with the help of electronic human resource management, hospitality
organisation can lay emphasis on more functional units. It can reduce the operational cost of this
department.
As per the view of Silverman, (2016) electronic human resource management also tend
to increase the level of interaction between employees and managers. It can develop a positive
relationship between them which can support in enhancing their efficiency that directly links to
increase in quality of service. Also by this, hospitality organisation can gain competitive
advantage. It makes them more efficient and productive. This feature is also been engaged in
11

giving training and development to the learners and workers. It supports them in improvising the
quality of there work. Also profit and revenue of various hospitality organisation can be
enhanced and improvised by use of electronic human resource management.
In opinion of Muriithi, Gachunga and Mburugu, (2014) the main goal of Electronic
human resource management is to increase the knowledge and learning ability of employee's by
providing them with adequate training and learning skills. This can support various hospitality
organisation in growing. With the help of electronic human resource management, employee's
can adequately manage their work and also do co-ordination with one another. This also support
in enhancing the relationship between employer and employees. This can make them more
efficient in their work and also increase the reputation of firm in the environment. Electronic
human resource management also support in creating brand equity of there organisation.
Relationship between E-HRM and training and development
Glaister and et.al., (2018) has stated that Electronic human resource management is a
high-tech way of performing human resource management functions. It covers all aspects of
human resource management like personnel administration, education and training, career
development, corporate organization, job descriptions, hiring process, employee's personal
pages, and annual interviews with employees. This software supports organisation in providing
training and learning to all the employees of firm on online basis. It provides benefits for the firm
as this reduces cost related to manual training, printing of the paper and other. It increases the
cost efficiency of industries which can support them in gaining competitive advantage.
As per the view of Choochote and Chochiang, (2015) firms by using electronic human
resource management can easily provide training to workers. Online functions can support firm
in saving lot of time which they can utilise on any other important aspects. It assists firm in
reducing the direct cost that is been related to printing materials, facilities, lectures and other
things. This software also support in reducing the indirect cost like travel time of managers
engaged in providing training, lodging and travel expenses, workforce downtimes. Providing
training with the help of electronic human resource management supports in the personal and
professional development of employees. Organisational and employee's efficiency both are been
increased because of it.
In the opinion of Ruël and Bondarouk, (2014) electronic human resource management
supports various organisations in recruitment and training. This software act as a recruiting tool
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by advertising jobs on the bulletin board service from which prospective employee's can contact
employers. With this application searching for job has become easier and prominent for workers.
Also, online training will help in increasing the learning abilities and knowledge of employee's in
the organisation. This will enhance the performance of workers which ultimately results in
increasing the profitability of organisation.
According to Islam, (2015) electronic human resource management also make use of
electronic learning tools in order to provide training to employee's so that there efficiency can be
improved. This software provides learning, training and education by using various software
related to knowledge management. Training is been provided by utilising computer based
applications, digital collaborations and other means. Electronic human resource management
provides adequate training to the workers. Using this software can be explained by managers to
workers which supports in creating relations between them. . It can reduce the mistakes that can
be done by them manually. Also, hospitality firm can save their cost by adopting Electronic
human resource management as fewer employees will be recruited. This supports them in
increasing there operational productivity. If organisations are engaged in giving training by using
traditional methods or through manual basis than it can lead to rise in price of operational cost. It
can hinder the growth of any enterprise.
As per the view of Buyens and Verbrigghe, (2015) electronic human resource
management is the link between web-based technology or internet techniques and human
resource management. Human resource processes are been handled with the help of web-based
technology. This software plays a significant role in collecting of information, storing and
analysing them. The feature of electronic human resource management makes the training
session more easier and comfortable for employers. They can save a lot of time and energy by
giving training through online basis. This software supports various hospitality organisation in
updating information, creating the pay rolls for the employee's. It helps in development in
performance of employees which improves the quality and efficiency of work in organisation.
Electronic human resource management can also support in reducing the chances of mistakes
which can be done manually a lot.
In accordance to Sun, Han and Yu, (2015) electronic human resource management
supports various hospitality organisation in enhancing the potential and quality of work in
employee's by providing them with adequate training and learning skills. Employee's can
13

enhance their knowledge by learning various new methods and techniques. It can remove the
various issues and problems that can be faced by board of management in hospitality
organisations. Providing training with the help of electronic human resource management
supports in enhancing the motivation and employee's engagement in work related activities. This
assists firms in increasing there revenue as well as profit.
According to Bondarouk, Harms and Lepak, (2017) electronic human resource
management provides training to employees with the help of web based technologies. Various
type of training can be provided to workers with support of this. They can engage in enhancing
there communication skills which builds relationship with senior management. This feature can
enhance the job satisfaction and morale among workers. Ultimately it will lead to attract more
consumers towards hospitality organisation. Efficient and appropriate human resource managers
can support firms in building there unique brand image and equity in the market. This help them
in enhancing the profit and revenue of various industries.
Al Shobaki and et.al., (2016) electronic human resource management is associated with
the transactional and transformational goal. It can assist human resource staff of hospitality
organisation to focus more on strategic issues. This software has become the most strategic
element in the human resource culture. It has been used by various organisations in order to
grow. This function improves efficiency and cost effectiveness of both employee's and
management by providing them with training and learning. This supports in increasing the
knowledge and abilities of all workers and employee's. It can also increase the overall speed of
performing different processes.
In the opinion of Ruël and Bondarouk, (2014) electronic human resource management
has increased efficiency and Its aspiration is to decrease cost; recovering strategic orientation of
organization, user-friendly & to globalized the HRM practices. Thus, electronic human resource
management has gained recognition and is extensively used in round about all fields. It has also
supported various hospitality organisation in giving training and learning to the employee's of
enterprise. Providing efficient training to workers can support hospitality organisation in
increasing there growth and performing business's.
As per the view of Choochote and Chochiang, (2014) hospitality organisation can make
use of electronic human resource management in increasing the efficiency of employee's as it
reduces the personal activities and update personal information of the workers accurately. This
14

software is been used by various firms to provide training to employee's with the help of internet.
Workers can engage in making use of video tutorials from the internet. Electronic human
resource management is concern with strategic human resource activities. Using this application
various hospitality organisation can gain operational benefits.
15

CHAPTER 3: RESEARCH METHODOLOGY
Introduction
Research methodology is the theoretical analyses technique that allows researcher in
conducting investigation in systematic manner and defining problem systematically. This aids
scholar in involving correct methods through which individual can answer these questions easily
and can maintain accuracy of results (Wills and et.al., 2016).
Research philosophy
Philosophy can be defined as way through which researcher can develop knowledge and
can implement correct process that may aid in answering research questions significantly.
Positivism is one of the most commonly tool that pays more attention on social reality. If scholar
is applying this tool then individual has to ensure involving facts associated with topic. Scholar
prepares hypotheses and tests these assumptions (Ahmed, Opoku and Aziz, 2016). Results of
tests supports researcher in finding valid results. This technique is highly structured and scholar
cannot manipulate data. Researcher is required to study the previous material and have to
develop relationship between various variables. Once test results are confirmed then individual
develop a theory. Positivism philosophy is generally used for quantitative type of dissertations
where individual is required to involve statistics data and facts.
Interpretivism philosophy is another kind of technique that emphases more on human
nature. Investigator involves human being in the research in order to gather real facts related to
subject matter. Scholar interprets the views of participants and evaluates these data. This
supports in finding accurate results and answering research questions significantly. It conducts
investigation among people rather than involving objects (Schuh and Woelk, 2017).
Interpretivism philosophy is generally applies in qualitative dissertation where researcher needs
not to involve any kind of statistical data. Scholar can use theories and models that can help in
developing in-depth understanding about topic and finding best solution for the research issues.
Realism is another kind of philosophy that emphases on scientific enquiry. The main feature of
this methodology is that it is helpful in disclosing reality and evaluating the existing of objects.
This is responsibility of researcher that to use correct philosophy by considering nature of
study so that valid results can be generated. Present study aims to find out role of E-HRM in
training and development in hospitality sector (Niaz and Rivas, 2016). For that scholar has taken
assistance of interpretivism philosophy. This is beneficial in order to involve correct theory and
16

developing in-depth understanding about subject matter. One of the main reasons of applying
this technique is that it has supported in enhancing interactive cooperative participation so that
desired information can be gathered in less time. Use of this method was beneficial in
determining role and scope of E-HRM practices in The Marriot hotel. Human participation has
supported in identifying the actual facts and developing relationship between electronic human
resource management and training and development (Wan and et.al., 2014).
Research design
Research designing is considered as procedure that is used by researcher in order to collect
and analyse details. This can be defined as overall strategy that is used by scholar in order to
integrate various components of study. Descriptive design is simple method to determine and
describe about the actual situation. This methodology aims to shed light on existing issues and
enabling scholar to describe current situation in efficient manner. This methodology is closely
related with observations (Zhao, Hwang and Low, 2015). One of the main benefits of involving
this methodology is that it is effective for the non-quantified subjects. Furthermore, it is helpful
in gathering relevant data in less time. Furthermore, this tool has opportunity to observe
phenomenon in efficient manner.
Exploratory design is another method that is used in research projects and dissertation.
This is helpful in exploring the data and determining the actual facts related to subject matter.
One of the main objectives of using exploratory design in study is that it helps in defining
problem more precisely and gaining better detail, related to subject matter. This is generally
applies in quantitative projects where individual is required to develop hypotheses (Bøe,
Hognestad and Waniganayake, 2017). Researcher uses secondary information for exploring facts
related to topic. By applying this tool scholar can make new discoveries and can minimize errors.
Thus, major aim of this method is to minimise probability of unreliable and invalid results.
Experimental research design is the great technique or scientific approach that keeps
some variable constant and measure impact on other variables. Scholar notices changes and
confirms the modifications. This supports scholar in measuring facts and answering research
questions in significant manner. It is essential for scholar that to establish a relationship between
variables (Emmel, 2015). This aids in identifying cause and effects of one variable on other.
Effects of changes are being observed through experiments that helps scholar in generating valid
17

results. This type of design is applied in study where individual is required to identify invariable
behaviour and have to establish relationship between factors.
In existing research on role of E-HRM in training and development in hospitality sector,
scholar has taken support of descriptive research design. This has helped the persons in
involving relevant theories and reaching to end results in smooth manner. By this way researcher
has determined the role and scope of E-HRM practices in marriot hotelorganisation. As present
dissertation is qualitative in nature thus, individual has become able to conduct cross sectional
study on role of electronic human resource management and its impact on business performance
(Wills and et.al., 2016). By this way individual has become able to define respondent
characteristics in efficient manner and data trends have been measured properly.
Research approach
Inductive approach is type of methodology that is applied in qualitative projects. Individual
gathers data and look at the pattern in order to analyses details. After that theory is being develop
that helps individual in answering research questions. This method starts the investigation from
observations and develops a new theory at the end of research process. There is no need to
develop hypotheses and individual can make changes in entire investigation in mid of study if
something went wrong (Ahmed, Opoku and Aziz, 2016). On other hand deductive approach is
another kind of technique that starts with hypotheses and testing of these assumptions. This is
generally applies in quantitative type of projects where scholar has to involve statistical data and
have to determine relationship between variables by performing calculation.
There is huge difference between inductive and deductive approaches. Inductive method
concentrates more on conclusive form of subject and deductive reasoning starts investigation
with premise. Inductive methods frame generalized conclusion and deductive follows
generalized principles and draw specific conclusion. Researcher can use theories in inductive
method for reaching to end results whereas deductive approach uses hypotheses to find out
answer of research questions (Schuh and Woelk, 2017).
Deductive approach is the method of establishing theories by testing hypotheses. This is
beneficial in order to resolve problems by using empirical observations. Researcher uses this
approach in a condition when individual is required to give several reasoning related to topic. It
conducts investigation in structured manner and follows rules and regulations strictly. On other
hand inductive approach analyses specific concepts and details in general way. There is no need
18

of pre determined theory for conducting investigation (Bøe, Hognestad and Waniganayake,
2017). This approach offers flexibility to scholar to make changes in activities if results are
different from expectation. Inductive approach takes support of survey, observation for
gathering insight detail related to topic. This is also known as bottom-up approach that aids
scholar in reaching to end results.
In present investigation on role of E-HRM in training and development in hospitality
sector, researcher has taken assistance of inductive research approach. This has helped person in
avoiding complex calculations and involving relevant information related to subject matter
(Emmel, 2015). Furthermore, it has supported individual in applying theories and these models
have aided in drawing valid conclusion.
Data Collection
Collection of data is the simple process of gathering valid information from relevant
sources for answering research problems. Researches apply various methods of gathering details
related to subject matter. Secondary and primary are two major sources of data collection. It is
responsibility of scholar that to select appropriate method so that valid results can be generated.
Primary data collection is considered as most effective tool that collects fresh data and involves
original character of topic. These are such details that are being collected by investigator for first
time (Zhao, Hwang and Low, 2015). Such details have never being gathered by any other
investigator. Such details are original and highly associated with specific problem. Relevancy
and accuracy of such details are very high. There are several ways through which individual can
collect primary information such as interview, questionnaire, survey etc. Individual can collect
data either from telephone or through email. There is no need to conduct interview face to face or
ask questions in front of respondent. Researcher can send questionnaire on email address of
participants and they can give their opinion on these questions (Niaz and Rivas, 2016).
The scholar has chosen both primary data collection as well as secondary data collecting.
When investigator use primary by using Questionnaires and secondary uses Literature review by
journals, articles
Secondary data collection sources are such technique that assists researcher in involving
already available data into the investigation. These details are already published and already used
in previous investigations. There are several international, national agencies those which have
published statistical data about companies and market situations. These data are related with
19

business, trade, economy, production, currency etc. All these details can be used for answering
research questions and developing in-depth understanding about subject matter (Wan and et.al.,
2014). Committee reports, central government official publications are several published sources
through which data can be gathered. There are some unpublished data of private firms that can
also be used for answering research questions. Annual report, customer complains report etc. is
some example of unpublished sources (Schuh and Woelk, 2017).
In the present investigation on role of E-HRM in training and development in hospitality
sector scholar has used primary and secondary both sources. Individual has used books, journals,
internet articles of other authors on same subject. This has helped in developing knowledge
about E-HRM practices and benefits of E- training programs for business unit. This secondary
source has aided the person in understanding subject properly. Furthermore, scholar has also
used primary data collection tools (Ahmed, Opoku and Aziz, 2016). Individual has applied
questionnaire tactic in order to gain in-sight detail related to topic. Investigator has prepared
simple questions and has used easy language so that respondent can understand it well and can
answer without any issue. Furthermore, logical sequence has been followed so that no confusion
takes place. This primary source has helped in gaining adequate answers and gaining details free
from bias.
Sampling
Sampling is essential part of research methodology; it is the process of involving right
number of people from entire population. It is not possible to involve whole population in
research thus; individual involves limited people into investigation so that research questions can
be answered properly (Wills and et.al., 2016). Participation of limited number of samples in
investigation makes it more manageable and convenient. Reliability of research is highly
associated with selection of sample and sample size. There is essential to involve true
representative those who have knowledge about topic and can answer about subject matter
effectively. Selected part of population is called sample and number of people those who are
being involved are called as sample size. This is responsibility of researcher that to involve right
number of sample into investigation so that data can be gathered properly and scholar can
develop in-depth understanding about topic (Wan and et.al., 2014).
Probability sampling is one of the most commonly used approach, in this technique each
sample has equal probability of being selected for dissertation. Simple random sampling selects
20

people randomly. People are being selected by chance thus, biasness cannot be taken place. As
each sample has been selected randomly thus, reliable and high quality details get by scholar.
Investigator may use lottery system for involving people into investigation (Zhao, Hwang and
Low, 2015). This is one of the best technique if there is homogeneous population. Stratified
sampling in another method in which scholar divide population into sub groups. This group is
called as strata. Each strata has significant characteristic. As per the suitability of subject matter
individual involves group of people. This helps researcher in gathering reliable information in
research and answering research questions effectively.
Non probability is another sampling technique in which probability of selection of each
person is very less. Individual does not get equal chance to participate in dissertation. Purposive
sampling is one of the most commonly non-probability method. In this tool individual s are
selected by scholar with specific purpose (Niaz and Rivas, 2016). Researcher involves such
people those who have great knowledge about topic or can give accurate answer related to topic.
Hence, researcher deliberately selects the right person in investigation. Convenience sampling is
another tool in which individual looks upon the accessibility. If respondent is easily accessible
then scholar involves them in investigation.
In the current dissertation on role of E-HRM in training and development in hospitality
sector, investigator has applied random sampling method. This is simple and easy to apply
technique (Ahmed, Opoku and Aziz, 2016). By this way, individual has gain insight detail
related to role of E-training or effectiveness of electronic human resource practices related to
training and development.
21

CHAPTER-4 DATA INTERPRETATION
Data analysis can be defined as the systematic procedure of applying logical as well as
statical techniques for evaluating the data. It includes refining of information in order to
eliminate unwanted data. Selection of technique is completed based on the nature of the
research. Data analysis is important in order to make information meaningful as well as
understandable by user (Quinlan, Babin and Griffin,2019.). It is essential in order to reach
conclusion. Qualitative and quantitative are the two techniques which can be used by the
researcher in order to analyse the data. Considering the nature of the study, investigator in
present study has used multiple method for analysing the facts which has helped them in making
an appropriate decision. In addition to this, with thematic analysis has been used in present
research for presenting the information in systematic manner. Themes has been designed
considering the questions as well as answers provided by respondent during the data collection
procedure in research. Researcher in order to process the data has used table and diagrams. Use
of both table and diagram has supported researcher in communicating the message. In addition to
this, statistical software as well as spreadsheet has been utilised in present study for organising
the information in systematic manner. In addition to this, frequency counts technique has been
utilised by researcher in present study for ensuring the quality of data. Few soft wares which has
been utilised by investigator in present study for analysing the information are SciPy and Pandas,
ELKI etc.
Theme 1: Identify the difference between two to three years, respondents are working in The
Marriot hotel.
Since how long you are working in The
Marriot hotel?
Frequency
Less than one year 3
Between 1-2 year 4
Between 2-3 year 6
More than 3 years 5
Tabble:1
22

Interpretation : it has been concluded from the above information that majority of respondents
are working in Marriot hotel for more than 2 to three years which shows that there is high
worker's retention rate in an organisation. During the investigation it has been found that Marriot
hotel organisation have an effective human resource management due to which company has
able to retain highly talented and skilled workers. The above data also shows that employees in
Marriot hotel is highly satisfied from their job. Out of 20 respondents, 6 have stated that they are
working in Marriot hotel for more than two years. There are 5 respondents those who have stated
that they are working for more than three years. Only three participants have answered that they
are working for less than one year. Effectiveness of human resource management and practices
executed by them can be measured by analysing the employee retention or turnover rate in an
enterprise. But in order to make human resource practices such as recruitment and training more
effective, it is required by manager to use advance technology. Use of technology will provide
23
Less than one year
Between 1-2 year
Between 2-3 year
More than 3 years
0
1
2
3
4
5
6
Frequency

management an ease in providing training to large number of employees working at different
sites or branches of company.
Theme 2: Employees within Marriot hotel have required adequate skills which are required for
performing task.
Do employees of Marriot hotel have adequate
skills which are required for performing
specific task assigned to them?
Frequency
Yes 15
No 5
Table:2
Interpretation : The facts which has been found during the investigation is that employees in
Arms have adequate skills which are required for performing specific task assigned to them. But
due to lack of complete knowledge and training they have failed to apply their abilities. It has
concluded from the information present in the table that proper training as well as knowledge
about specific activity is very much important in order to complete task in effective as well as
24
Yes No
0
2
4
6
8
10
12
14
16
Frequency

efficient manner. The twenty participants were selected for the study out of which twenty
perceive that they have the skills which are required for performing specific task. There are five
people they perceive that they do not have potential to completed the work allotted to them.
It is very much important for manager in Marriot hotel to delegate roles and
responsibilities according to the ability and knowledge posses by them. As this strategy will
support management in ensuring an effective outcome. In addition to this, manager or leader
should provide training to employees related to the task or activities assigned to them, as this
tactic is effective in order to ensure completion of task in system and effective manner.
25

Theme 3: Determined that how workers in Marriot hotel face difficulty in performing their job
role.
Do employees face any kind of difficulties in
performing their job role?
Frequency
Yes 16
No 4
Table: 3
Interpretation : It has been concluded from the information present in the above that due to lack
of training and ineffective practices by manager in an organisation, many employees are facing
the challenges as well as issues in performing the job role. In addition to this, there are few
26
Yes No
0
2
4
6
8
10
12
14
16
Frequency

respondent those who have stated that they are facing issue as they do not have knowledge about
the roles and responsibility.
Out of 20, There are 16 respondents those who have stated that they are facing issue in
performing their role at workplace due to lack of clear understanding about the task been
assigned to them. Only four people have answered that they do not have any issues related to the
roles and responsibility delegated to them.
It is required by the manager in Marriot hotel to conduct the meeting at regular time
interval, as this strategy will assist them in identifying the issues or challenges faced by
employees. In addition to this, assessment or tests , can be conducted, this strategy will support
manager in identifying the area of improvement. Customer feedback can be taken as this tactic
will help management in identifying the type o9f training required to be delivered to employees.
Theme 4 : Marriott hotel arrange training sessions for workers to raise their skills.
Does Marriot hotelarrange training sessions for
workers to raise their skills?
Frequency
Yes 14
No 6
Table:4
27

Interpretation : The fact which has been found during the investigation is that Marriot
hotelarrange training sessions for workers in order to support them in development of knowledge
or skills required for performing specific tasks. It has been found that there is problem in
technique utilised by management for providing training to employees. The twenty participants
have been selected for interview out of which 14 have answered that Marriot hotel. Company
makes investment in training and development of their employees. There are six workers who
have responded that business entity does not arrange training session for workers.
Theme 5: Classroom training, method use by managers in The Marriot hotel.
What kind of training method use by managers
in The Marriot hotel?
Frequency
 E- Training 2
 Classroom training 10
28
Yes No
0
2
4
6
8
10
12
14
Frequency

 Other training 8
Table:5
Interpretation : Information presented in the table shows that management in Marriot hotel
utilises traditional that is classroom training to employees. It has been found during the
investigation that management in an enterprise has more focus on providing theoretical
knowledge to workers. This is considered to be as major reason that employees in an
organisation is facing issues in performing their role, as they do not have understanding about the
way they can apply their skills for completing specific task. During the investigation it has been
found that due to lack of time and high cost management is facing difficulty in providing proper
training to workers.
Manager is required to provide access to information and technology to workers, as this
will help employees in increasing their knowledge. Advance technology can be used for
providing training to employees within an organisation. It has been concluded that E-Learning is
considered to be as an effective technique for promoting development of knowledge at
workplace.
29
E- Training Classroom training Other training
0
1
2
3
4
5
6
7
8
9
10
Frequency

Theme 6: Respondents have said that they are Strongly agreed with the statement that E-training
programs are helpful in addressing training needs of employees in The Marriot hotel.
How much agree you are agreed with the
statement that E-training programs are
helpful in addressing training needs of
employees in The Marriot hotel?
Frequency
 Strongly agree 10
 Agree 6
 Disagree 2
 Strongly disagree 2
Table:6
Interpretation : The information presented in the table represents that majority that is ten
respondents out of twenty ten has shown their complete agreement with the statement that E-
30
Strongly agree Agree Disagree Strongly disagree
0
1
2
3
4
5
6
7
8
9
10
Frequency

learning programmes are helpful in addressing the training needs of employees in Marriot hotel.
There are six people those who have shown that they are agreed with the statement that E-
learning is useful in identifying the training needs of workers in an enterprise. Out of 20, two
have stated that they are completely disagreed with the statement.
Theme 7: Virtual training provide to staff members and how it will be beneficial within
hospitality industry.
What is the benefit of E-training in hospitality
industry?
Frequency
 Raise skills of workers 2
 Virtual training can be provided to
employees.
13
 Improve productivity 3
 Enhance profitability of businesses 2
Table:7
Interpretation : Out of 20. There are thirteen respondents those who perceive that the major
benefit of using the E-training to workers is that it enables management to provide Virtual
training to workers. There are three employees those who have stated that there are three
31
0
4
8
12
Frequency

employees those who think that improvement in productivity is considered to be as the major
benefit of E-training in hospitality sector. Two people ensures that E-learning helps an
organisation in increasing profitability of business. It has been concluded from the information
presented in above table that E- training is effective as it can be provided to wide number of
employees working at different sites or location.
Theme 8: E-HRM practices of training and development impact on overall organisational
performance.
To what extent E- HRM practices of training
and development impact on
organisational performance?
Frequency
 To great extent 16
 To some extent 3
 Do not impact 1
Table:8
32
To great extent To some extent Do not impact
0
2
4
6
8
10
12
14
16
Frequency

Interpretation : It has been analysed from the information presented in the table that majority of
people has answered that up to a great extent E- HRM practices of training and development
impact on organisational performance have direct on the performance of organisation. Out of
twenty, there are 16 respondent those who have replied that up-to only some extent E- HRM
practices of training and development impact on organisational performance. It has been found
during the data analysis is that there is only respondent person who has stated that there is only
person who answered that E- HRM practices of training and development does not have any
effect on the business performance.
Theme 9: Costly and Time consuming, are the drawback of E-HRM in training and development.
What is the drawback of E-HRM in training
and development?
Frequency
 Costly 9
 Time consuming 5
 No drawback 6
Table:9
33

Interpretation : The information present in above table represents that E-HRM in training and
development is time consuming as well as costly procedure. Out of 20, there are 9 people those
who perceives that E-HRM in training and development is costly. Five people also perceives that
E-HRM is time consuming procedure. There are six people those who perceives that there is no
drawback of E-HRm in context of its use in Training and development.
Theme 10 : The impact E -HRM practices have on the productivity, management and efficiency
of organisation.
What type of impact E -HRM practices have
on the productivity , management and
Frequency
34
Costly Time consuming No drawback
0
1
2
3
4
5
6
7
8
9
Frequency

efficiency of organisation ?
 Positive 15
 Negative 3
 Both 2
Table:10
Interpretation : It has been concluded from the information present in the table that E-HRM
practices have positive effect on the productivity, management and efficiency of an enterprise.
Out of 20 participants, 15 perceives that E-HRM have positive effect on the productivity as well
as efficiency of company. There are three people who think that E-HRM has negative impact on
the efficiency as well as management. Out of 20, there are only two people who have answered
that E-HRM practices have both positive and negative impact on the productivity and working
efficiency of business. IT is required by Marriot hotel, to use technology for HRM practices as
this will help them in increasing working efficiency as well as effectiveness of management.
35
Positive Negative Both
0
2
4
6
8
10
12
14
16
Frequency

Ethical consideration
Ethical considered can be considered to be as important element in research project.
Ethics are the rules and regulation which are required to be followed by researcher while
executing the research. Failure to comply with norms can give rise to ethical issues. Ethical
considerations is very much crucial in order to avoid legal or ethical issues. It is important for
scholar to consider all the ethical issues when developing the project management plan, as this
will help them in eliminating the challenges as well as reducing the risk which are related to
execution of investigation on specific topic performance (Berber, Đorđević, and Milanović,
2018).. Handling of the issues have direct as well as significant effect on the integrity of
investigation process. Consideration of ethical issues is very much important in context of
gaining public support and encouraging them to believe on research. Complying with the ethical
standards assist researcher in promoting collaborative work. It is required by investigator in
present investigation to ensure the welfare as well as dignity of subject.
It is very much crucial for researcher to ensure that participants in investigations should
not be subjected to harm. In present investigation, in order to avoid ethical issues before
initiating the data collection procedure has informed participants about the purpose of research.
During the investigation procedure, participants were not forced to share information.
Considering the significance of ethical considerations in research project, scholar has
implemented some code of conducts as well as few policies for outlining the ethical behaviour
during investigation process. The policies developed has considered to be as a guideline but still
due to some issues which was unfortunately has not addressed due to which in present
investigation scholar has to make some important decisions in order to avoid misconduct. In
present investigation, policies have been developed by researcher in order to address issues such
as honesty, objectivity, respect for intellectual property, social responsibility, confidentiality.
Reviewing of the research methodology can be considered to be as an effective technique in
order to ensure that all the ethical practices are conducted. In present study, in order to avoid
ethical issues, scholar has offered participants an option to remain anonymous. Researcher has
taken the consent of all the participants in written before recording the interview.
In present investigation, researcher has utilised few special software such as SPSS for
storing the information which has been collected from the participants. The special software
were used in order to maintain the confidentiality of data or information provided by participants
36

during the time of investigation procedure. Scholar in present study, has collected the detailed
information related to the research topic mainly using primary technique. Primary data collection
technique has been utilised by researcher in order to avoid the risk of plagiarism. In present
investigation, permission for executing the investigation process has been taken by researcher
from top level management in Marriot hotel. It is required by researcher to the things which are
required to be considered by researcher include five basic ethical principles. In addition to this,
they also need to considered that the way ethics are highly influenced research strategy.
Validity and reliability
Reliability in the research can be defined as extend up to which assessment tools
generates stable as well as consistent results. In research project, validity can be defined as the
degree up to which the interpretation of outcomes of a test are warranted, that completely
depends on the specific utilization of the test is intended to serve
Validity and reliability are considered to be as essential concept in research project. In present
investigation, three types of consistencies have been considered by researcher these are test-
retest reliability, internal consistency and inter rater reliability performance (Berber, Đorđević,
and Milanović, 2018).. It is required by the scholar to follow all the principles for measuring the
reliability and validity of information gathered from different sources. Measurement of reliability
and validity of information is important in order to ensure an effective decision making.
As Personal interview technique has been used in present study, researcher have used
face validity technique. This technique has been selected, as it can be easily applied for
measuring the validity of information gathered. By utilising the face validity technique scholar
can measure the interest of an individual related to answering specific questions. In addition to
this, researcher has taken support from the team of experts in order to ensure that right sampling
technique and sample has been selected for gathering the information related to the specific topic
of research. In present investigation, questionnaire has been designed by investigator considering
the advice of the experts. Close ended questions has been included in questionnaire form in order
to accumulate relevant information which i8s very much important in order to reach conclusion.
In present study, researcher has utilised test retest reliability. Scholar has conducted same
test twice over a period to a group of individuals. The results which has been obtained from the
same test conducted on different time are then correlated. Other technique which can be applied
37

by the researcher in present study include parallel form reliability, inter rater reliability and
internal consistency reliability.
Parallel form of reliability, in this type of tests, two different versions assessment tools
are applied by the investigator to the same group of individuals. Outcome obtained by applying
the two different versions of assessment tools are then correlated in order to measure the
reliableness of data. Other test which can be utilised for measuring the reliability of information
is inter- rater reliability test. It is considered to be as easiest test to perform. Inter- rater
reliability test can be utilised for assessing the degree up to which different people show their
consent or agreement with the assessment decision (Robbins, 2018. ). It can be used for
measuring the reliability of quantitative data. In addition to this, other test which can be utilised
for measuring the reliableness of quantitative information are Average item correlation, in this
type of assessment correlation is obtained by taking all the items on a test that probe the same
construct. It also involves determination of correlation coefficient for each pair of items and
computing the average of all correlation coefficient. Other method of measuring reliableness of
quantitative data is split half technique (Iphofen, 2017). In this technique all items of a test that
are intended to probe the same area of knowledge are split into two different sets. In present
investigation, the later that is split half technique has been used by researcher in order to measure
the reliability of quantitative information.
In addition to this, some strategies which has been implemented by researcher in present
study for ensuring the validity of information are investigator has clearly defined the purpose of
the study. Other strategy is researcher has matched assessment measures with the objective of the
study, this tactic has assisted them in generating effective outcome.
Ethical consideration
Ethics are the rules and regulation which are required to be followed by researcher while
executing the research. Failure to comply with norms can give rise to ethical issues. Ethical
considerations is very much crucial in order to avoid legal or ethical issues. It is important for
scholar to consider all the ethical issues when developing the project management plan, as this
will help them in eliminating the challenges as well as reducing the risk which are related to
execution of investigation on specific topic. Handling of the issues have direct as well as
significant effect on the integrity of investigation process (Haynes, Winkel and Ades, 2017). It is
very much crucial for researcher to ensure that participants in investigations should not be
38

subjected to harm. In present investigation, in order to avoid ethical issues before initiating the
data collection procedure has informed participants about the purpose of research (Ary, Jacobs
and Walker, 2018.). During the investigation procedure, participants were not forced to share
information. Considering the significance of ethical considerations in research project, scholar
has implemented some code of conducts as well as few policies for outlining the ethical
behaviour during investigation process. In present investigation, researcher.
CHAPTER- 5 CONCLUSION AND RECOMMENDATION
It has been concluded that use of E-HRM can help an organisation in improving the
training practices. The other facts which has been found during the investigation is that E-HRM
can increase the working efficiency of company as well as can enhance effectiveness of
management. It has been concluded from the study that many of employees in an organisation is
facing issues or challenges in completion of the assigned task due to lack of proper training and
guidance. The other fact is that management in an enterprise has failed to provide proper training
to employees due to absence of proper medium or platform for delivering training to workers. It
has been concluded from the assignment that as workers in a company is working in different
branches or sites management is facing the issue in providing training to all workers. The other
facts which has been found during the investigation is that there is direct as well as strong
relationship between training of employees and organisational performance (Berber, Đorđević,
and Milanović, 2018). As due to the lack of proper training workers in an enterprise has failed to
develop the skills because of which they are facing issues or challenges in performing their role
at workplace.
It has been found during the investigation that company is making huge capital
investment on developing the human resource, but management has failed to make proper
training arrangement. Manager in an organisation should conduct internal as well as conduct
various other assessment for judging the knowledge of workers. As this strategy will support
management in making the proper training arrangement for employees. In addition to this, E-
HRM can be implemented at workplace, as by utilising this technique human resource manager
in an organisation can concentrate on other business activities. It has been found during the
investigation procedure is that an organisation is utilising the traditional technique for providing
training to workers which is considered to as ineffective. Management in an enterprise need to
use modern technology for providing the training to employees, as this will assist them in
39

reducing the cost of training. E-training is considered to be as an effective technology for
rendering the training to employees at workplace (Burbach, 2019). It will provide management
an ease in delivering the training to workers working at different branches or sites. By utilising
the advance technology, business entity can bring drastic as well as positive improvement in its
training programme (Lengnick-Hall and Lengnick-Hall, 2018). E- training is considered to be as
the best way of providing the training or learning opportunities to wide number of people at the
same time. With the use of E-training management in enterprise can provide virtual training to
staff. Other suggestion given to management in business entity is that, they should concentrate
on providing practical knowledge to staff rather than theoretical training. As practical training
strategy will enable workers to identify and develop skills which are required for completing
specific task. Other recommendation given to manager is that they can conduct research and
gather feedback from customers. As feedback gathered from client will help management in
identifying the area as well as need for improvement. In addition to this, regular monitoring is
considered to be as an appropriate way for identifying the need of training by workers. It has
been concluded from the study that, E-HRM has positive as well as direct impact on the business
performance. Management in a firm has been provided with the suggestion to facilitate HRM, as
this strategy will help company in improving business performance. It will also support an
organisation in gaining the competitive advantage in the market (Bhatta and Thite, 2018). The
other facts which has been found during the investigation is that the implementation of software
for E-Hrm practices especially for the purpose of training can be quite costly.
RECOMMENDATION
It has been recommended that researcher focus on the ethical consideration which is
important part of research which aids researcher in eliminating the ethical issues. Validity and
reliability of information is considered to be other crucial element in investigation which have
direct effect on outcome of research. It has been concluded that providing efficient training to
employees can support hospitality organisation in increasing their growth and business
performance. Providing training with the assistance of electronic human resource management
help in enhancing the motivation and employee's engagement in business activities. This strategy
will assist an organisation in increasing there revenue as well as profit. It has been concluded
from the study that use of E-HRM can aid management in eliminating the chances of human
error (Thite and Bhatta,2018. S). Other facts which has been found during the investigation is
40

that E-HRM software plays significant role in gathering, analysing and storing of information
related to employees in systematic manner. As per discussion, it has concluded that Training and
development are major essential part of organisation which hell for improving knowledge and
skill of employee. in order to support business in both directly and indirectly. In recently. It has
identified that companies pay more attention on their training process in order to raise efficiency
level of their employees and improving their performance as well performance (Berber,
Đorđević, and Milanović, 2018).. Afterwards, it has planned for conducting E-learning
programs with the help of big organisation in order to train its workers those who work in
different branches. in this way, organizations are designed online modules of giving training to
staff members so that individual can make aware with their role and responsibilities and can
perform well in the workplace.
41

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47

APPENDIX
Questionnaire
Name
Age
Gender
Since how long you are working in The Marriot hotel?
 Less than one year
 Between 1-2 year
 Between 2-3 year
 More than 3 years
Does employees of Marriot hotel have adequate skills which are required for performing
specific task assigned to them ?
 Yes
 No
Do employees face any kind of difficulties in performing their job role?
 Yes
 No
Does Marriot hotel arrange training sessions for workers to raise their skills?
 Yes
 No
What kind of training method use by managers in The Marriot hotel?
 E- Training
 Classroom training
 Other training
How much agree you are agreed with the statement that E-training programs are helpful in
addressing training needs of employees in The Marriot hotel?
 Strongly agree
 Agree
 Disagree
 Strongly disagree
What is the benefit of E-training in hospitality industry?
48

 Raise skills of workers
 Virtual training can be provided to employees.
 Improve productivity
 Enhance profitability of businesses
To what extent E-HRM practices of training and development impact on organisational
performance?
 To great extent
 To some extent
 Do not impact
What is the drawback of E-HRM in training and development?
 Costly
 Time consuming
 Fails to involve right people in training
What type of impact E -HRM practices have on the productivity , management and efficiency of
organisation ?
 Positive
 Negative
 Both
49