Is e-HRM Merely HR Analytics? Distinguishing Digital HR Infrastructure from Evidence-Based Decision-Making

Author

Dr. Ravi Lakhani, Dr. Satish Manwani

Abstract

 Electronic Human Resource Management (e-HRM) and HR Analytics are used almost interchangeably in practitioner vocabulary, with HRIS modules, dashboards and predictive scorecards labelled as either. This paper asks whether e-HRM is merely HR Analytics under a different name, or whether the two are distinct, though closely related, constructs within the digital transformation of Human Resource Management. Drawing on the e-HRM and HR/People Analytics literature, it develops a conceptual framework that distinguishes the two across scope, objective, data orientation, technology and maturity. The framework is tested through a structured survey of 180 HR and IT professionals from IT/ITeS, manufacturing and BFSI organisations, analysed using descriptive statistics, correlation and one-way ANOVA. The maturity of an organisation's e-HRM infrastructure is significantly and positively associated with its extent of HR Analytics adoption, yet the two remain conceptually and operationally distinct. e-HRM is best understood as the digital delivery infrastructure of HR service, whereas HR Analytics is the evidence-based decision layer that consumes the data this infrastructure produces. HR Analytics is therefore a capability within a mature e-HRM ecosystem, not a synonym for it. Recommendations for sequencing digital HR investment are offered.

Keywords

e-HRM, HR Analytics, People Analytics, HRIS, Digital HRM, HR Technology

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