E-HRM has a broad and rich theoretical base that has an exceptional impact on the work environment. Numerous recent studies suggest that due to the rapid advancement of information and communication technology, the use of E-HRM technology has grown significantly in recent years across a variety of businesses and public services. The current study follows the qualitative research methodology by analyzing the content of previous studies related to the subject of the study. This study aims to increase in-depth knowledge and deliberates on the importance of E-HRM technology as an effective method in all areas that convert human resources from merely administrative partners to strategic partners in the work environment, via shedding light on the operational relational and transformational classification of E-HRM and how these classifications covering the business targets in the administrative relational and strategic aspects. Furthermore, this paper focuses on the theoretical part of E-HRM by elaborating on the Adaptive Structuration Theory as one of the best group communication theories and studies the interaction of groups and organizations with information technology. The study concluded that E-HRM is a critical technology that can meet the new workplace needs and handle the advanced work environment issues due to the emergence of globalization in the markets and the strong competition. This study contributes to the body of knowledge by providing a thorough grasp of the benefits of adopting the E-HRM technology to improve workplace workflow. Moreover, this study clarifies the idea of E-HRM and demonstrates how important it is for practitioners and researchers to continue to explore and pay attention to it.
Ahmed, A., & Ogalo, H. S. (2019). From hrm to e-hrm: Contemporary developments from scholarly work. Annals of Contemporary Developments in Management & HR (ACDMHR)', Print ISSN, 2632-7686.
Al Shobaki, M. M., Naser, S. S. A., Amuna, Y. M. A., & El Talla, S. A. (2017). The Efficiency of Information Technology and its Role of e-HRM in the Palestinian Universities. International Journal of Engineering and Information Systems, 1(5), 36-55.
Al-Harazneh, Y. M., & Sila, I. (2021). The Impact of E-HRM Usage on HRM Effectiveness: Highlighting the Roles of Top Management Support, HR Professionals, and Line Managers. Journal of Global Information Management (JGIM), 29(2), 118-147.
Al-Saidi, M., & Ala'a, H. (2020). The Effect of E-HRM on the Human Resources Flexibility in the Organization Analytical research of the opinions of a sample of Iraqi university staff. Solid State Technology, 63(6), 3395-3415.
Altaf, M., Ur Rehman, A., Sandhu, M. A., & Shahidan, A. N. (2019). Electronic-HRM and Firm Performance: Mediating Role of Information Communication Technology (ICT). Pakistan Journal of Social Sciences (PJSS), 39(4).
Askenazy, P., Thesmar, D., and Thoenig, M. (2006) On the relation between organizational prac- tices and new technologies: The role of (time based) competition. The Economic Journal 116(508): 128–154.
Ball, K. S. (2001) ‘The use of Human Resource Information Systems: A survey’, Personnel Review, Vol.30 (6): pp. 677-693.
Bissola, R., & Imperatori, B. (2013). Facing e-HRM: the consequences on employee attitude towards the organisation and the HR department in Italian SMEs. European Journal of International Management, 7(4), 450-468.
Bloom, N., Sadun, R., and Van Reenen, J. (2012) Americans do IT better: US multinational and the productivity miracle. The American Economic Review 102(1): 167–201.
Bondarouk, T. V., & Ruel, H. J. M. (2009). Electronic human resource management: Challenges in the digital era. International Journal of Human Resource Management, 20(3), 505–514. doi:10.1080/09585190802
Bondarouk, T., & Ruel, H. (2005). Does E-HRM contribute to HRM effectiveness? Results from a quantitative study in a Dutch Ministry. In 4th International conference of the Dutch HRM Network, November (pp. 4-5).
Bondarouk, T., & Ruel, H. (2013). The strategic value of e-HRM: results from an exploratory study in a governmental organization. The International Journal of Human Resource Management, 24(2), 391-414.
Broderick, R. F., and Boudreau, J.W. (1998) ‘Human resource management, information technology, and the competitive advantage’, Academy of Management Perspectives, Vol. 6 (2): pp. 7-17.
Demeijer, D. (2017). Making digital HRM work: A study in changes in perceived consequences of e-HRM in the past decade (Master's thesis, University of Twente).
DeSanctis, G., & Poole, M. S. (1994). Capturing the complexity in advanced technology use: Adaptive structuration theory. Organization science, 5(2), 121-147.
Erdogmu, N., & Esen, M. (2011). An investigation of the effects of technology readiness on technology acceptance in e-HRM. Procedia - Social and Behavioral Sciences, 24, 487–495.
Galanaki, E., Lazazzara, A., & Parry, E. (2019). A cross-national analysis of e-HRM configurations: integrating the information technology and HRM perspectives. In Organizing for digital innovation (pp. 261-276). Springer, Cham.
Giddens, A. (1979). Central problems in social theory. Berkeley: University of California Press.
Giri, A., Paul, P., Chatterjee, S., Bag, M., & Aich, A. (2019). Intention to adopt e-hrm (electronic-human resource management) in Indian manufacturing industry: an empirical study using technology acceptance model (tam). International journal of management (ijm), 10(4), 205-215.
Goncalves, P. S., & Neves, J. (2012). The Link between perceptions of Human Resources Management practices and employee well-being at work. Advances in Psychology Study, 1(1), 31-39.
Hopkins, B., and Markham, J. (2003) e-HR: Using Intranets to Improve the Effectiveness of your People, Gower.
Iqbal, N., Ahmad, M., Raziq, M. M., & Borini, F. M. (2019). Linking e-hrm practices and organizational outcomes: empirical analysis of line manager’s perception. Revista Brasileira de Gestao de Negocios, 21, 48-69.
Isabelle, D., Horak, K., McKinnon, S., & Palumbo, C. (2020). Is Porter's Five Forces Framework Still Relevant? A study of the capital/labour intensity continuum via mining and IT industries. Technology Innovation Management Review, 10(6), 28-41.
Ishrata, K., Khanb, M. K., Nadeemc, S., & Azizd, A. (2020). The Impact of E-HRM Practices on Employee Productivity in Hospitals of Karachi. International Journal of Innovation, Creativity and Change, 14( 7), 462-482.
Janssens, M., & Steyaert, C. (2009). HRM and performance: A plea for reflexivity in HRM studies. Journal of Management Studies, 46(1), 143-155.
Kabanda, S., and Irwin, B. (2017). “A Structuration Analysis of Small and Medium Enterprise (SME) Adoption of E-Commerce: The Case of Tanzania.” Telematics and Informatics 34(4):118–32.
Kettley, P., & Reilly, P. (2003). eHR: An Introduction. ERIC.
Khashman, A. M., & Al-Ryalat, H. A. (2015). The impact of electronic human resource management (E-HRM) practices on business performance in Jordanian telecommunications sector: The employees perspective. Journal of Management Research, 7(3), 115-129.
L’Écuyer, F., & Raymond, L. (2020). Enabling the HR function of industrial SMEs through the strategic alignment of e-HRM: a configurational analysis. Journal of Small Business & Entrepreneurship, 1-33.
Lengnick-Hall, M. L., & Moritz, S. (2003). The impact of e-HR on the human resource management function. Journal of labour research, 24(3), 365-379
Lengnick-Hall, M. L., & Moritz, S. (2003). The impact of e-HR on the human resource management function. Journal of labor research, 24(3), 365.
Leonardi, P. M. (2013). Theoretical foundations for the study of sociomateriality. Information and organization, 23(2), 59-76.
Lepak, D., and Snell, S. A. (1998), “Virtual HR: Strategic Human Resource Management in 21st century”, Human Resource Management Review, Vol. 8, No. 3, pp. 215-234.
Maatman, M., Bondarouk, T., & Looise, J. K. (2010). Conceptualising the capabilities and value creation of HRM shared service models. Human Resource Management Review, 20(4) 327-339.
Manuti, A., Impedovo, M. A., & De Palma, P. D. (2017). Managing social and human capital in organizations: Communities of practices as strategic tools for individual and organizational development. Journal of workplace learning. 29(3), 217-234.
Marler, J. (2009). ‘Making human resources strategic by going to the net: reality or myth?’. International Journal of Human Resource Management, 20: 3, 515–527.
Marler, J. H., & Fisher, S. L. (2013). An evidence-based review of E-HRM and strategic human resource management. CEUR Workshop Proceedings, 570(1), 33–51.
Martin, G., and Reddington, M. (2010) ‘Theorizing the links between e-HR and strategic HRM: a model, case illustration and reflections’, The International Journal of Human Resource Management, Vol. 21, No. 10, pp.1553–1574.
Myllymaki, D. (2021). Beyond the ‘e-’in e-HRM: integrating a sociomaterial perspective. The International Journal of Human Resource Management, 1-29.
NOERMAN, T., ERLANDO, A., & RIYANTO, F. D. (2021). Factors Determining Intention to Continue Using E-HRM. The Journal of Asian Finance, Economics, and Business, 8(2), 1079-1089.
Nurlina, N., SITUMORANG, J., AKOB, M., QUILIM, C. A., & ARFAH, A. (2020). Influence of e-HRM and human resources service quality on employee performance. The Journal of Asian Finance, Economics, and Business, 7(10), 391-399.
Olivas?Lujan, M. R., Ramirez, J., & Zapata?Cantu, L. (2007). e?HRM in Mexico: adapting innovations for global competitiveness. International Journal of Manpower, 418-434.
Orlikowski, W. J. (1992). The duality of technology: Rethinking the concept of technology in organizations. Organization Science, 3, 398-427. doi:10.1287/orsc.3.3.398.
Panos, S., & Bellou, V. (2016). Maximizing e-HRM outcomes: a moderated mediation path. Management Decision, 54(5), 1088-1109.
Parry, E., & Tyson, S. (2011). Desired goals and actual outcomes of e-HRM. Human Resource Management Journal, 21(3), 335-354.
Rahahleh, A., & Omoush, M. (2020). The role of business intelligence in crises management: a field study on the telecommunication companies in Jordan. International Business Research, 13(1), 221-232.
Rahman, M. S., & Hosain, M. S. (2021). E-HRM Practices for Organizational Sustainability: Evidence from Selected Textile Firms in Bangladesh. Asian Journal of Economics, Business and Accounting, 1-16.
Ruël, H., Bondarouk T., and Looise, J. K. (2004), “E-HRM: Innovation or irritation; An explorative empirical study in five large companies on web-based HRM”, Management Revue, Vol. 15, No. 3, pp. 364-380.
Savaneviciene, A., & Stankeviciute, Z. (2012). Human resource management and performance: From practices towards sustainable competitive advantage. Globalization-Education and Management Agendas, 180-205.
Shahreki, J. (2019). Electronic human resource management and employee efficiency: test of the mediating role of impersonal trust. Journal of Soft Computing and Decision Support Systems, 6(4), 20-29.
Siam, M. R., & Alhaderi, S. M. (2019). The scope of e-HRM and its effectiveness. Polish Journal of Management Studies, 19(2), 353-362.
Snell, S. A., Pedigo, P. R., & Krawiec, G. M. (1995). Managing the Impact of Information Technology on Human Resource Management. 159-174 in Handbook of Human Resource Management, edited by GR Ferris, SD Rosen, and DT Barnum.
Strohmeier, E., and Parry, S. (2014). HRM in the digital age – digital changes and challenges of the HR profession. Empl. Relat. 6, 456–461. doi: 10.1108/ER-03- 2014-0032.
Strohmeier, S. (2007). Research in e-HRM: Review and implications. Human resource management review, 17(1), 19-37.
Strohmeier, S., and Kabst, R. (2014). Configurations of e-HRM – An Empirical Exploration. Employee Relations, 36(4), 333-353.
Tavella, E., Papadopoulos, T., & Paroutis, S. (2020). Artefact appropriation in facilitated modelling: An adaptive structuration theory approach. Journal of the Operational Research Society, 1-15.
Turner, J. R., Morris, M., & Atamenwan, I. (2019). A Theoretical Literature Review on Adaptive Structuration Theory as Its Relevance to Human Resource Development. Advances in Developing Human Resources, 21(3), 289-302.
Voermans, M., & Van Veldhoven, M. (2007) Attitude towards e-HRM: An empirical study at Philips. Personnel Review, 36 (6), pp. 887-902.
Ziebell, R. C., Albors-Garrigos, J., Schoeneberg, K. P., & Marin, M. R. P. (2019). e-HRM in a Cloud Environment: Implementation and its Adoption: A Literature Review. International Journal of Human Capital and Information Technology Professionals (IJHCITP), 10(4), 16-40.
Zureikat, K. K. (2017). The extent of applying e-human resources in Jordan from the perspective of human resource managers within commercial banks in Jordan. International Business and Management, 14(2), 54-64.
