This paper focused on understanding the use of an e-HRM system by employees and investigating employee performance. This paper adapted and developed the research model with theoretical frameworks from the information systems success model (IS success model) and the expectation-confirmation model (ECM). Data was collected by questionnaire from 350 samples, all employees over age 20 working currently or in the past, with willingness to accept jobs in different types of companies. Samples also had experience with using e-HRM by e-recruiting and selection, e-training and development, e-compensation and benefits, or e-performance management. Data was analyzed by confirmatory factor analysis and the structural equation model (SEM). Results were that system quality and perceived usefulness positively affected user satisfaction and there was a positive relationship between confirmation of expectations and perceived usefulness. In addition, service quality and user satisfaction were predictors of e-HRM use and information quality was a strong determinant of user satisfaction and e-HRM use. Finally, e-HRM use was a major influence on employee performance. These findings may help organizations better understand functions, features, and modules most frequently employed by e-HRM users.