Heraeni Tanuatmodjo


Human resource is the basic asset to build a company that needs to be improved and managed, so that the goals set by the company can be achieved properly. The world changing into the industrial revolution 4.0 requires an appropriate information technology. Hence, in order to fulfil the organizational needs for qualified, competent, and committed employees, an electronic Human Resource Management (e-HRM) system is needed to face the challenge in the era of industrial revolution 4.0.

The implementation of e-HRM gives benefits in terms of cost savings, time and energy efficiency, flexibility, and long-term growth. However, it has not been proven that a reduction in the number of employees showed savings in costs since there were some technical problems including internet network, less attractive designs, complexities in operating the application, and the strong influence of traditional culture in carrying out duties and jobs by employees. 


Keywords: electronic Human Resource Management


electronic Human Resource Management


Bondarouk, et.all (2013), The Strategic Value of e-HRM: Results from An Explanatory Study in A Governmental Organization, International Journal of Human Resources Management, Vol. 24 No. 2

Emma Parry (2011), An Examination of e-HRM as A Means to Increase the Value of The Human Resources Functions, The International Journal of Human Resources Management, Vol. 22 No. 5

Katou A (2008), Measuring The Impact of HRM on Organizational Performance, Journal of Industrial Engineering and Management (JIEM),Vol. 1

Lengnich Hall & Moritz (2003), The Impact of e-HR on The HRM Function, Journal of Labor Research, Vol. 24 No. 3

Manivannan (2013), A Conceptual Model of User Satisfaction for Electronic Human Resources Management Portal, Indira Management Review: Annual Research & Academic Journal

Marler JH and Fisher S (2009), Employee Self Service Technology Acceptance: A Comparison of Pre Implementation and Post Implementation Relationship, Personal Psychology, Vol. 62 No. 2

Nemanja Berber (2018), e-HRM: A New Concept for Digital Age, Strategic Management, Vol. 23 No. 2

Olivas-Lujan (2007), e-HRM in Mexico: Adapting Innovations for Global Competitiveness, International Journal of Manpower, Vol. 28 No. 5

Patil, (2013), The Rulemof E-HRM in Increasing Positive Work Attitudes Among it Employees: With Special Reference to Pure City, Asian Journal of Multidisciplinary Studies, Vol. 1 No. 3

Petticrew, M. and Roberts, H. (2006), Systematic Reviews in the Social Sciences: A Practical Guide, Oxfords: Blackwell

Stefan Strohmeier (2009), Concepts of e-HRM Consequences: a Categorisation, Review and Suggestion, The International Journal of Human Resource Management, Vol. 20 No. 3

Tabiu dan Nura (2013), Assessing The Effect of Human Resource Management (HRM) Practices on Employee Job Performance: A Study of Usmanu Dan Fodiyo University Sokot, Journal of Business Studies Quarterly, Vol. 5 no. 2

Tavakoli, et.all (2015), The Analysis of The Impact of Electronic Human Resource Management (e-HRM) on The International Marketing in The Melli Bank of Khoran Abad, Journal of Social Issues and Humanities, Vol. 3 No.1

Voermans & Veldhoven (2007), Attitude Toward E-HRM: An Empirical Study at Philips, Personal Reviews, Vpl. 36 No.6

Yusliza, et.all (2012), Determinants of Attitude Toward E-HRM: An Empical Study Among Human Resources Professionals, Procedee: Social and Behavioral Sciences, 57

DOI: https://doi.org/10.17509/jbme.v6i1.30957


  • There are currently no refbacks.

Creative Commons License
This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.

Creative Commons License

Journal of Business Management Education (JBME)is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License

View My Stats