Information technology has had a profound effect on almost every aspect
of our lives including the way we purchase products, communicate with
others, receive health care services, and deliver education and
training. It has also had a major impact on human resource management
(HR) processes, and it has transformed the way that we recruit, select,
motivate, and retain employees (Gueutal & Stone, 2005; Kavanagh, Thite,
& Johnson, 2015). For example, some estimates indicated that 100 % of
large organizations now use web-based recruiting (Sierra-Cedar,
2016-2017), and over half of the training conducted in America is
delivered using technology-based methods (American Society for Training
and Development, 2015). Results of a survey by the Society for Human
Resource Management (SHRM) (2002) revealed that technology is one of the
major drivers of change in today's HR departments.
In spite of the increased use of technology in the field of HR,
relatively little research has examined the acceptance and effectiveness
of electronic human resource management (eHRM) methods. As a
consequence, practitioners are implementing these new systems without
the benefit of research. Thus, the primary purpose of this issue is to
review the results of research on a number of important eHRM practices
including e-recruitment, e-selection, gamification, e-socialization,
e-learning, and e-performance management. It also considers how
technology can be used to manage task-based contingent workers, and
examines the problems associated with cyberdeviance in organizations.
The chapters in this series should be extremely beneficial for HR
researchers and practitioners who are employing these new systems.
