Electronic Human Resource Management: A Literature Analysis of Drivers, Challenges, and Consequences
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Description
There have been significant changes in how human resources (HR) are managed in the last decade. Electronic Human Resource Management (e-HRM) systems are implemented to support the HR organization digitally. However, e-HRM projects fail frequently. This requires attention as e-HRM systems are essential for organizations to drive the digitalization of HR and thereby ensure competitiveness. The reasons for project failure are unclearly defined project drivers and improperly handled challenges. Furthermore, the consequences of e-HRM are often not well understood and communicated. Therefore, we assume a lack of comprehensive understanding of drivers, challenges, and consequences of e-HRM concerning the organization and the individual. Thus, we analyze the last ten years of e-HRM research and use a structured way to identify eleven drivers, twelve challenges, and twenty consequences of e-HRM. We cluster these findings in an e-HRM synthesis and contribute to e-HRM research by providing avenues for future research on e-HRM success.
Recommended Citation
Ilek, Tina; Maier, Christian; and Weinert, Christoph, "Electronic Human Resource Management: A Literature Analysis of Drivers, Challenges, and Consequences" (2022). Wirtschaftsinformatik 2022 Proceedings. 5.
https://aisel.aisnet.org/wi2022/digital_labor/digital_labor/5
Electronic Human Resource Management: A Literature Analysis of Drivers, Challenges, and Consequences
There have been significant changes in how human resources (HR) are managed in the last decade. Electronic Human Resource Management (e-HRM) systems are implemented to support the HR organization digitally. However, e-HRM projects fail frequently. This requires attention as e-HRM systems are essential for organizations to drive the digitalization of HR and thereby ensure competitiveness. The reasons for project failure are unclearly defined project drivers and improperly handled challenges. Furthermore, the consequences of e-HRM are often not well understood and communicated. Therefore, we assume a lack of comprehensive understanding of drivers, challenges, and consequences of e-HRM concerning the organization and the individual. Thus, we analyze the last ten years of e-HRM research and use a structured way to identify eleven drivers, twelve challenges, and twenty consequences of e-HRM. We cluster these findings in an e-HRM synthesis and contribute to e-HRM research by providing avenues for future research on e-HRM success.