Although different categorizations have been suggested for E- HRM (e.g. Lepak & Snell, 1998; Wright & Dyer, 2000)
it is mainly grouped as operational, relational and transformational. Operational e-HRM objectives improve the
effectiveness and efficiency of HRM by the automation and support possibilities. Relational e-HRM objectives are
aimed at improving the stakeholder relations and service delivery of e-HRM and are concerned with supportive business
process by the means of training, recruitment, and performance management. Lastly, transformational e-HRM objectives
signify the developments in the business support and strategy orientation of e-HRM such as knowledge management
and strategic re-orientation (Strohmeier & Kabst, 2014; Nivlouei, 2014).
Although different categorizations have been suggested for E- HRM (e.g. Lepak & Snell, 1998; Wright & Dyer, 2000)it is mainly grouped as operational, relational and transformational. Operational e-HRM objectives improve theeffectiveness and efficiency of HRM by the automation and support possibilities. Relational e-HRM objectives areaimed at improving the stakeholder relations and service delivery of e-HRM and are concerned with supportive businessprocess by the means of training, recruitment, and performance management. Lastly, transformational e-HRM objectivessignify the developments in the business support and strategy orientation of e-HRM such as knowledge managementand strategic re-orientation (Strohmeier & Kabst, 2014; Nivlouei, 2014).
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