HRM University Systems and Their Impact on e-HRM

The study aimed to identify the university systems of human resources management and their impact on human resources management electronically. The study population consists of the different administrative levels in the universities, with 239 employees and 35 IT staff. The study sample consisted of (148) individuals from the different administrative levels and (35) from IT centers, and the response rate was (84.31%). The researchers used a questionnaire as a study tool, a descriptive analytical approach to achieve the study objectives, and a SPSS program was used to analyze the study data. The results of the study showed that the university system in the management of human resources differs in varying degrees from one university to another and has a great impact towards the human resources management electronically. The results confirmed that the nature of the university system in human resources management is an indicator of the process of transition to human resources management electronically in terms of the use of IT in some human resources management functions. A gap between e-HRM as a technical concept on the one hand and the use and adoption of management and managers. We noted that there is full agreement in terms of the importance of human resources management, However, e-HRM applications are still limited, in their early formations and have not yet been optimally exploited. The use of ICT to take advantage of human resources management functions is commensurate with the requirements of different organizations, from the focus on self-service staff, including focus on incentives and performance appraisal. The University's system of e-learning has an impact on the functions of eHRM, especially in the areas of training and development, communication and e-learning. The study reached a number of recommendations aimed at enhancing e-HRM functions and activities in the Palestinian universities. The most important of these is the need for cooperation among universities regarding the transition to electronic management. The need to find sources of funding for change projects to electronic management and placed in the priorities of strategic plans for universities. The need to develop computerized information systems to cover all administrative aspects. The need to develop e-HRM in universities because of their key role in the success of the process of transition to electronic management.