Which Comes First e-HRM or SHRM?

Janet H. Marler, Emma Parry


There has been some discussion in the literature of the relationship between e-HRM and strategic HRM. One body of literature argued that the use of e-HRM leads to a more strategic role for the HR function by freeing time and providing accurate information for HR practitioners [1,2]. An alternative argument is that e-HRM is the result of a strategic HR orientation in that it is one means by which SHR can be practiced [3,4]. This study disentangled these two arguments by using data from a large international HR survey. The results showed that e-HRM does not appear to be the linking mechanism that results in companies with HR strategies becoming more involved in setting business strategy, but instead that e-HRM and strategic involvement are related indirectly based on its relationship to a company’s HR strategy.


  1. Parry, E., Tyson, S.: (2006). The Impact Of Technological Systems on the HR Role: Does the use of Technology Enable the HR Function to Become a Strategic Business Partner. Paper Presented at the First Academic Workshop on Electronic Human Resource Management (2006)
  2. Lepak, D., Snell, D.: Virtual HR: Strategic Human Resource Management in the 21st Century. Human Resource Management Review. 8 (1998) 215-234
  3. Reddington, M., Martin, G.: Theorizing the Links Between E-HR and Strategic HRM: a Framework, Case Illustration and come Reflections, Paper Presented at The First Academic Workshop on Electronic Human Resource Management (2006)
  4. Broderick, R., Boudreau, J.: Human Resource Management, Information Technology and the Competitive Edge. The Executive. 6 (1992) 7-17
  5. Legge, K.: Human Resource Management: Rhetorics and Realities, Macmillan, Basingstoke (1995)
  6. Ulrich, D.: A New Mandate for Human Resources, Harvard Business Review. 76 (1998) 124-134
  7. Paauwe, J.: HRM and Performance: Achieving Long Term Viability, Oxford University Press UK (2004)
  8. Becker, B., Huselid, M.: Strategic Human Resources Management: Where do we go from here. Journal of Management. 32 (2006) 898-925
  9. Boxall, P., Purcell, J.: Strategy and Human Resource Management, Palgrave Macmillan, Basingstoke (2003)
  10. Wright, P., Mcmahan, G.: Theoretical Perspectives for Strategic Human Resource Management, Journal of Management. 18 (1992) 295-320.
  11. Bussler, L., Davis, E.: Information Systems: The Quiet Revolution in Human Resource Management. Journal of Computer Information Systems. 42 (2002) 17-20
  12. Snell, S., Stueber, D., Lepak, D.: Virtual HR Departments: Getting out of the Middle, in R. L. Heneman., D. B. Greenberger. (eds.): Human Resource Management in Virtual Organisations, Information Age Publishing, Greenwich CT. (1992) 81-101
  13. Shrivastava, S., Shaw, J.: Liberating HR through Technology, Human Resource Management. 42 (2003) 201-222
  14. Groe, G., Pyle, W., Jamrog, J.: Information Technology and HR. Human Resource Planning. 19 (1996) 56-61
  15. Panayotopoulou, L.; Vakola, M., Galanaki, E.: E-HR Adoptions and the Role of HRM: Evidence from Greece, Personnel Review. 36 (2007) 227-294.
  16. Kovach, K., Cathcart, C.: Human Resource Information Systems (HRIS), Providing Business with Rapid Data Access, Information Exchange and Strategic Advantage. Public Personnel Management. 28 (1999) 275-282
  17. Wilcox, J.: The Evolution of Human Resources Technology, Management Accounting. (1997) 3-5
  18. Lawler, E., Mohrman, S.: HR as a Strategic Partner: What Does it Take too Make it Happen. Human Resource Planning. 26 (2003) 15-29
  19. Martin-Alcazar, F., Romero-Fernandez, P., Sanchez-Gardev, G.: Strategic Human Resource Management: Intergrating the Universalistic, Contingent, Configurational and Contextual Perspectives. International Journal of Human Resources Management. 16 (2005) 633-659.
  20. Schuler, R., Jackson, S.: Linking Competitive Strategies and Human Resource Management Practices, Academy of Management Executive. 1 (1987) 13-29
  21. Porter, M.: Competitive Advantage: Creating and Sustaining Superior Performance, Free Press , New York (1985)
  22. Hannon, J., Jelf, G., Brandes, D.: Human Resource Information Systems: Operational Issues and Strategic Considerations in a Global Environment. International Journal of Human Resource Management. 7 (1996) 245-269
  23. Ruel, H., Bondarouk, T., Van Der Velde, M.: The Contribution of E-HRM to HRM Effectiveness, Employee Relations. 29 (2007) 280-291
  24. Raudenbush, S., Bryk A.: Hierarchical Linear Models: Applications and Data Analysis Methods, Sage Publications, Thousand Oaks, CA (2002).

Paper Citation

in Harvard Style

H. Marler J. and Parry E. (2008). Which Comes First e-HRM or SHRM? . In Proceedings of the 2nd International Workshop on Human Resource Information Systems - Volume 1: HRIS, (ICEIS 2008) ISBN 978-989-8111-47-0, pages 40-50. DOI: 10.5220/0001731600400050

in Bibtex Style

author={Janet H. Marler and Emma Parry},
title={Which Comes First e-HRM or SHRM?},
booktitle={Proceedings of the 2nd International Workshop on Human Resource Information Systems - Volume 1: HRIS, (ICEIS 2008)},

in EndNote Style

JO - Proceedings of the 2nd International Workshop on Human Resource Information Systems - Volume 1: HRIS, (ICEIS 2008)
TI - Which Comes First e-HRM or SHRM?
SN - 978-989-8111-47-0
AU - H. Marler J.
AU - Parry E.
PY - 2008
SP - 40
EP - 50
DO - 10.5220/0001731600400050