| dc.description.abstract | In the areas of sourcing and force running, typical unfathered administrative processes are prioritized by electronic human resource management or e-hrm. E-HRM is based on variously embedded prospects and forming circumstances, such as lowering training and development costs, accelerating HR planning, improving the quality of the workforce, and having a stronger strategic role for HR hypotheticals within the company. The implementation of e-hrm and the technology that supports it as a means of carrying out human resource-related plans, directives, procedures, and laws should influence on how human resource component functions in the long run. Additionally, the system supported by the HR base was transformed through the usage of E-HRM. The benefit of comparable e-hrm technology in Bangladesh. As a drawback, Asian nations could be too reliant on e-HRM operations and too significant to employ its technology without a suitable source of support for the e-HRM function and the absence of a construction basis positing efficient e-HRM-related technology. Additionally, this paper concentrates on many facets for comprehending the political advantages, disadvantages, and dangers associated with the deployment of e-hrm in PKSF at the moment. The Likert scale approach was used to create questions for the whole study while keeping in mind the existing context and E-hrm application. The questions were broken up into 5 levels of scales, with 1 denoting a strong disagreement and 5 denoting a strong agreement. To analyze the findings, the descriptive method has been used to generate a more accurate analysis. Also, pie charts have been conducted to provide better visualization of the responses. The recommendation has been conducted depending on the responses that have been collected from HR officials of PKSF. | en_US |
