Date of Conferral
8-6-2026
Date of Award
August 2026
Degree
Doctor of Business Administration (D.B.A.)
School
Management
Advisor
Brenda Jack
Abstract
Ineffective electronic human resource management (e-HRM) training can weaken HR employees’ ability to use digital human resource (HR) systems that support HR operations, employee services, and workplace efficiency. HR managers in small to medium-sized enterprises (SMEs) recognize that poor e-HRM training undermines employees’ confidence, consistency, and accuracy in HR tasks. Grounded in the technology acceptance model (TAM), the purpose of this qualitative pragmatic inquiry project was to identify and explore the effective strategies some SME HR managers use to train HR employees to use e-HRM systems. The participants were eight SME HR managers in the southeastern United States with experience implementing effective e-HRM training strategies. Data were collected through semistructured interviews and a review of publicly available documents and records related to e-HRM training, employee support, and feedback. The data were analyzed using Yin’s five-step thematic analysis process. Three key themes emerged: (a) practice-based training approach, (b) supportive and responsive training environment, and (c) feedback-driven training improvement. A key recommendation is for SME HR managers to use applied, supportive, and feedback-informed e-HRM training. The implications for positive social change include the potential to improve HR employees’ confidence and effectiveness in using e-HRM systems by helping SME HR managers implement effective training strategies that may strengthen HR services, workplace stability, and the communities served by SMEs.
Recommended Citation
Wright, Anita, "Training Strategies for Employees to Use Electronic Human Resource Management Systems" (2026). Walden Dissertations and Doctoral Studies. 20575.
https://scholarworks.waldenu.edu/dissertations/20575
