The Practice of Electronic Human Resource Management (e-HRM) and the Key Challenges Faced by Organizations

Abstract

The rapid advancement of digital technologies has significantly transformed organizational practices, with Human Resource Management (HRM) emerging as one of the most affected domains. Electronic Human Resource Management (e-HRM) represents the integration of information technology into HR processes, reshaping how organizations attract, manage, and retain talent. This paper examines the concept and practice of e-HRM, exploring its evolution from traditional HR methods to sophisticated digital systems that support operational, relational, and transformational HR functions. It highlights key practices such as e-recruitment, e-training, performance management, and HR analytics, demonstrating how these tools enhance efficiency, accuracy, and strategic alignment. Despite its potential, the adoption of e-HRM presents numerous challenges. Technological barriers such as high implementation costs, system integration, and data security risks complicate the process. Organizational resistance, cultural misalignment, and limited digital literacy further hinder success. Strategic difficulties in aligning e-HRM with business objectives and measuring return on investment add complexity, while legal and ethical concerns surrounding data privacy and algorithmic bias pose additional risks. The paper concludes by emphasizing that the future of e-HRM lies in balancing automation with human-centered approaches, ensuring ethical use of AI and analytics, and aligning digital HR practices with long-term organizational strategies. Ultimately, e-HRM is not merely a cost-saving tool but a strategic enabler of innovation, competitiveness, and employee well-being in the digital age.