Design of a SWOT Analysis Model and Suggestions for E-HRM Adoption

Design of a SWOT Analysis Model and Suggestions for E-HRM Adoption

Shi Hu
Copyright: © 2025 |Pages: 14
DOI: 10.4018/978-1-6684-7366-5.ch022
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The purpose of this article is to design a new SWOT model in which the strengths, weaknesses, opportunities, and challenges are identified to gain insights into e-HRM adoption by organizations. Some suggestions are proposed for successful e-HRM adoption based on the reformulation of attitude theory. In the area of e-HRM adoption by the organizations' scenario, the SWOT analysis method still lacks enough attention. In this chapter, SWOT analysis is applied to the e-HRM adoption by organizations. Further, suggestions are prompted and grounded in the reformulation of attitude theory. At last, some insights are gained for better strategic HRM achievements multiple industries in an optimum way.
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Strategic HRM has begun to receive attention since the end of the 1970s. Strategic HRM refers to the transformation from conventional HR administrative functions to more strategic goal-orientation functions. Moreover, strategic HRM concentrates more on organizational internal perspectives, which gives rise to the whole organizational goal accomplishments and strategic decision-makings (Martín-Alcázar et al., 2005). Strategic management reflects the degree to which an organization achieves its competitive advantages. HR management activities and organizational strategies should be fit and contingent to achieve the overall organizational targets. Human capital is a special asset and resource, which is irreplaceable (Wright et al., 2001). The necessities of e-HRM adoption for strategic HRM achievement are knowledge management (Ardichvili, 2002), decision-making based on a comprehensive personnel database (Sachdeva, 2017), and strategic orientation management. Strategic e-HRM focuses on organizational development and target achievements (Nivlouei, 2014). Moreover, decision-making ability leads to the positive outcomes of strategic HRM (Marler & Fisher, 2013). Haines and Lafleur (2008) found that e-HRM adoption and corporate strategy realization are highly associated. This paper aims to gain a comprehensive picture of e-HRM adoption’s strengths, weaknesses, opportunities, and threats through the SWOT analysis and provide suggestions for e-HRM adoption based on the reformulation of attitude theory. SWOT represents strengths, weaknesses, opportunities, and threats, containing both internal and external factors analysis to understand a certain business performance situation. Strengths in the SWOT analysis refer to the internal capabilities and advantages that companies own to constitute competitive advantages and achieve organizational goals. Conversely, weaknesses in the SWOT analysis points out the disadvantages or inherited constraints, which may impede the excellent performance of the organizations. Furthermore, opportunities in the SWOT analysis reveal the chances in the external environment, by which organizations could seek for more business growth and development. Whereas, threats mean the negative factors exist in the external environment, which can prevent organizations from growing and developing to some extent (Namugenyi et al., 2019). SWOT analysis gives a comprehensive picture of understanding the factors related to organizational performance from both internal and external perspectives. In conclusion, the objective of this chapter is SWOT analysis of e-HRM adoption and suggestions prompted for the successful e-HRM application in the organizations based on the reformulation of attitude theory.

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