Abstract:
Despite the existence of a number of recent reviews of e-HRM
research, we still lack a comprehensive understanding of the
factors affecting the adoption and consequences of e-HRM.
This paper therefore provides a review of four decades of
research in this area with the aim to provide a summary
and integrative framework as a basis for future research. We
found that the factors affecting the adoption of e-HRM can be
divided into three areas: technology; organization; and people
– we refer to this as the ‘TOP’ framework. In line with we divide
consequences into those that are operational, relational and
transformational. We also found that there has been a shift
both in the goals for e-HRM, from efficiency to improved
HR service provision and the strategic reorientation of HR
departments; but also that the type of consequences that
the literature focuses on has also changed from operational
effects, to relational and then transformational outcomes. The
paper discussed these shifts in some detail, along with the
implications for future research and practice
