Recently, organizations are becoming more intelligent, flexible, and efficient by using new digital technologies in human resources management (HRM). The HRM solutions are considered as an important source to support strategic decisions, create value within and across organizations for employees and management. Today, organizations are facing challenges for gig workers to retain the level of progression and development required for business continuity. Gigs are generally self-employed who are very hard to manage without having a solid e-HRMS that can fulfill their needs in addition to the permeate employee needs as well. The main objective of this chapter is to highlight digital transformation in HRM and dive into the e-HRM concept, development stages, types, and strategies. In addition, it shows how e-HRM contributes to increase the effectiveness of human resources. It will also discuss multiple dimensions about the gig work management (GWM) including the contracting methodologies, policies, and behaviors that the e-HRM need to consider for the gig workers.
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According to the literature, there are lots of synonyms for e-HRM. For instance, Ruel, et al. (2004) distinguish; e-HR, virtual HRM, HR Intranet, Web-based HR, Human Resource Information Systems (HRIS) and HR portals. There is a debate going on about the differences between e-HRM and HRIS. Ruel, et al. (2004) excludes HRIS from the synonyms for e-HRM; in their view, HRIS is more focused on the HRM department itself, aiming to improve the processes itself and does not focus on the employees and management. This reason is confirmed by other authors (Bondarouk et al, 2017; Bondarouk, Horst & Engbers, 2009; Bos & Heijden, 2004; Ball, 2001). The author decided to choose “e-HRM” instead of other abbreviations as it is more compatible and relevant with the context of chapter.
The term of e-HRM was first used in the late of 1990’s when “e-Commerce” was sweeping the business world”(Lakshmi, 2014). HRM departments using Information and Communication Technology's (ICTs) are becoming an increasingly important phenomenon commonly referred to as e-HRM (Olivas-Lujan & Zapata-Cantu, 2007). E-HRM can be specifically defined as administrative support of the HR function in organizations by using internet technology (Voermans & Veldhoven, 2007). Another definition that used the concept of web-based systems is Panayotopoulou, Vakola, and Galanaki (2007) who defined e-HRM as a web-based solution that takes advantage of the latest web application technology to deliver an online real-time HRM Solution and aims at making information available to managers and employees at anytime and anywhere. E-HRM is defined as a way of implementing HRM strategies in organizations through a conscious and directed support with the full use of web-based technology channels (Parry & Tyson, 2011; Ruel, Bondarouk, & Velde, 2007).