Electronic human resources management (E-HRM) In today’s information technology-based economy, the need for an E-HRM system has become necessary to meet human resources challenges in the twenty-first century. The rapid increase of Internet users in the past decades has greatly contributed to bringing a significant change in business organizations and bringing significant changes in organization activities and functions, especially the human resources function. HRM in organizations today witnessed a major change as a result of information and communication technology development through the Internet and website technology use, which contributed to the increase in HRM practices enhancement, which is called E-HRM. This term gained great importance along with the e-commerce concept in the 1990s as organizations started using the Internet and websites for a large number of HRM functions such as employee payment, employee directory, and employee communication. The E-HRM is an extension of the HRM information systems, which deals with the traditional tasks and strategic tasks of HRM. The researchers emphasized that the emergence of Internet networks and communication and information technology devel- opment contributed to bringing many changes in the organization, such as reducing hierarchy and administrative levels num- ber, authority levels, and decision-making points, so E- HRM is a concept appeared as a natural response of this stage variable.The electronic human resources department became able to transform human resources management into practical application to employees and managers. Thus, each of them was able to access these jobs through electronic interfaces widely through the organizations’ internal network. Electronic human resource management (E-HRM) concept is a result of traditional human resource man- agement practices development series that are limited to carrying out human resource management routine tasks (such as employees’ recruitment, employment, compensation, and leaves) and then these tasks expanded to become more strategy through automating traditional HR practices. Electronic human resource management literature dealt with different E-HRM definitions, Bondarouk and Ruël (2009) defined electronic human resource management (E-HRM) as “an umbrella of the human resource management and information technology integration mechanisms which aim to create management and em- ployee value within organizations”.
E-HRM is defined as a method of implementing HR strategies, policies, and prac- tices in organizations through informed and directed support and/or full use of technology-based on internet channels. Ramayah defined E-HRM as a technology that provides human resources functions the ability to create new areas and ways that contribute to the organization’s success. E-HRM is also defined as administrative support for organ- izations human resources functions using internet technology.