Dissertation: E-HRM Role in Training and Development, Hospitality

This dissertation investigates the role of Electronic Human Resource Management (E-HRM) in training and development within the hospitality sector, focusing on The Marriot hotel in the UK. The study explores the conceptual framework and effectiveness of E-HRM, its scope and practices, and the relationship between E-HRM and training. The research examines the benefits of E-HRM, such as improved communication, reduced paperwork, and enhanced employee performance, while also addressing potential issues like conflict resolution. The dissertation includes an introduction, literature review, research methodology, data interpretation, and conclusions with recommendations. It aims to provide insights for hospitality firms to leverage e-learning methods and improve operational performance, employee retention, and overall business efficiency. The research utilizes both primary and secondary data collection methods, employing thematic analysis to interpret data and draw conclusions.

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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