1 Polytechnic Institute of Cávado and Ave (PORTUGAL)
2 University of Minho, School of Economics and Management (PORTUGAL)
About this paper:
Appears in: INTED2021 Proceedings
Publication year: 2021
Page: 2761
ISBN: 978-84-09-27666-0
ISSN: 2340-1079
doi: 10.21125/inted.2021.0590
Conference name: 15th International Technology, Education and Development Conference
Dates: 8-9 March, 2021
Location: Online Conference
Human resource management (HRM) has been changing in recent years, with relevant changes in its practices and policies. Recently, the emergence of decision support technologies such as Big Data, Business Intelligence & Analytics and Business Management Systems have allowed to further improvements in the area of HRM intervention. As Stone & Dulebohn (2013) points out, technology has profoundly influenced HRM processes, allowing new lines of research and, consequently, new processes and management tools. As a result, academic interest in e-HRM has been increasing, as it has been showed by several studies (e.g., Strohmeier, 2007; Fındıklı & Bayarçelik, 2015; Blom, Du Plessis, & Kazeroony, 2019). Despite the growing interest there is still a large gap between existing knowledge in the business world and the academic world. Knowledge about e-HRM has been valued more in the business world than in the academic world (e.g., Marler & Fisher, 2013; Stone & Dulebohn, 2013). According to Marler & Fisher (2013) there are at least two reasons for this to happen. That is, researchers may realize that e-HRM is more technical and technology-related and therefore more targeted at HR technicians; Researchers focus more on complex and critical processes such as talent or strategic HRM.

According to this, bibliometric studies are a set of methods used to study and measure texts and information, especially in large databases. There are pieces of software that allow a more detailed and structured bibliometric analysis (Cobo et al, 2011b). The software used in the present study were Bibexcel (Persson et al, 2009) and VOSViewer (van Eck and Waltman, 2010). The database we used to search for academic papers was the Web of Science’s Core Collection. This database was chosen because it is one of the most used and respected databases in academia and because it is compatible with most bibliometric tools. During the review of the literature, a set of keywords were identified that were used in the bibliometric analysis. The keywords used where are: "HRM" and "Digital"; "Virtual"; and "New Technologies". In each search, a combination of two words was used: "HRM" and "Digital"; "HRM" and "Virtual"; "HRM" and "New Technologies". A total of 38 publications were identified using the Web of Science search engine.

Studies on the relationship between HRM and technology are still recent, and the degree of maturity is low, which requires further reflection on the associated dimensions, such as what represents the digital aspect of HR? What is the use of HR analytics? or how does this differ from Human Resources Information Systems? In this study it was possible to see that the available information is scarce and dispersed and that requires more attention from researchers. The e-HRM concept is still vague and difficult to disconnect from the more traditional HRM, as it is already adjusting to new digital trends.

What is the impact and usefulness of technology on HRM? Or is it just for fashion reasons? Does a new dimension of HRM make sense to the digital side or is it a matter of natural evolution of the HRM concept? These and other issues need to be clarified in further research for a more concrete assessment of what e-HRM is and what it is for.
E-HRM, HRM, Changes, Challenges.