Abstract:
E-HRM provides the HR function with the opportunity to create new avenues for contributing to
organizational effectiveness. The topic of E-HRM is certainly not becoming obsolete, and its full
potential is still anticipated and therefore academic involvement in the topic needs to grow. Besides,
there has been a great deal of research on Technology Acceptance Model (TAM) in Malaysia. Less
attention is given to examine the relationship between HR roles (strategic partner, change agent,
employee champion, and administrative expert) and E-HRM by adoption of TAM. This paper intended to
contribute to the Malaysian literature pertaining to this subject. Based on a review of extant literature on
E-HRM, HR roles, and TAM, a model is presented and propositions outlined for future empirical testing.
