Abstract
Human Resources Management (HRM) is a crucial part of every organisation as it deals with a vital resource of human capital. In the past 10 years, HRM has been going through a transformation adopting technological tools to improve its performance. Paauwe, Farndale and Williams (2005) said that “the HRM function is subject to radical and dramatic change because of the implications of web-based organizing”. The combination of information technology (IT) and communication technology tools in HRM processes has been named “electronic Human Resources Management” (e-HRM). e-HRM strives to implement all the operational activities that HRM is concerned with, with the help of technological tools in a fast and accurate way. The purpose of this study is to identify and explain the effectiveness of e-HRM practices that multinational corporations experience by using relational e-HRM. In this study, we chose to adopt a quantitative approach gathering empirical results through in-depth, semi-structured interviews and we identified that the interviewed companies make use of e-recruitment, e-training and e-performance appraisal in their HR processes.
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