Bridging Traditional and Digital Human Resource Practices to Review the Influence of EHRM and Organizational Performance in Luxury Fashion Apparel Industry in Pakistan

Abstract

The integration of Electronic Human Resource Management (EHRM) systems is transforming HR practices, particularly in the luxury fashion apparel industry in Pakistan. This study explores the impact of bridging traditional and digital HR practices on organizational performance. Using a structured research framework, data was collected from 150 HR professionals and analyzed using Smart PLS software. The study examines the role of three key factors—technological, organizational, and employee requirements—in influencing EHRM adoption. The findings support the hypotheses that technological (H1), organizational (H2), and employee requirements (H3) positively impact EHRM implementation. Additionally, EHRM significantly enhances organizational effectiveness (H4), flexibility (H5), and workforce agility (H6). These results highlight the critical role of EHRM in optimizing HR functions and driving competitive advantage in the luxury fashion sector. By streamlining HR processes, EHRM enhances operational efficiency, adaptability, and responsiveness to market dynamics. This research provides valuable insights for HR professionals and industry leaders, emphasizing the necessity of integrating digital HR solutions with traditional practices to enhance organizational performance. The study also contributes to the literature on digital transformation in HRM, offering practical implications for improving HR strategies in the luxury fashion apparel industry. Future research could explore longitudinal effects and cross-industry comparisons to further validate these findings.