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Digital human resource management: A conceptual clarification
Open accessAbstract
The concept of digital human resource management and related concepts such as the digitization of human resource management, the digitalization of human resource management, the digital transformation of human resource management, and the digital disruption of human resource management are gaining prominence in scholarly discussion. Frequently, however, the use of these concepts is implicit, heterogeneous, and proliferating. These concepts, thus, lack the “conceptual clarity” necessary in research. Therefore, this article aims at a conceptual clarification of digital human resource management and of related concepts of the digitization of human resource management, the digitalization of human resource management, the digital transformation of human resource management, and the digital disruption of human resource management. To do so, the article references general literature on digital organizations to develop a terminology and typology of digital human resource management. The terminology offers precise and parsimonious definitions of the concepts and relationships between them, offering a basic understanding. The typology offers precise and parsimonious ideal-types, which order and classify phenomena related to digital human resource management, in turn expanding knowledge about these phenomena. Together, the terminology and typology clarify the concept of digital human resource management and related concepts, uncover digital human resource management as an evolutionary advancement of previous conceptualizations of technology-based human resource management, and provide a conceptual basis for future work on digital human resource management.
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“Data privacy and security are important aspects that must be considered in HR digital transformation.”
From Digital Transformation in Human Resource Management: A Systematic Literature Review (2023) · cites this paper as Strohmeier, 2020
In the citing paper
“Research by Strohmeier (2020) emphasizes the importance of implementing strict data security policies and using encryption technology to protect sensitive employee information.”
From Digital Transformation in Human Resource Management: A Systematic Literature Review (2023) · cites this paper as Strohmeier, 2020
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Crafting Effective HR Strategies for the Modern Workplace
Boopathi, S., & Gopi, S. (2024) · Advances in human resources management and organizational development book series · doi:10.4018/979-8-3693-1343-5.ch002 · Cited by 8
Yalırsu, H. Y., Ulukaya, H., Gök, S., & Başaran, A. (2024) · Süleyman Demirel Üniversitesi Vizyoner Dergisi · doi:10.21076/vizyoner.1391297 · Cited by 9
Role of Fintech as an Enabler to Fulfill HR Requirements and Attain Sustainability
Hazarika, C. A. I., Khalfan, J., Ahmed, M., Yousif, A., & Hussain, J. (2024) · Studies in systems, decision and control · doi:10.1007/978-3-031-62106-2_5 · Cited by 8
Bonilla-Chaves, E. F., Palos‐Sánchez, P. R., Folgado-Fernández, J. A., & Marino-Romero, J. A. (2024) · Electronic Research Archive · doi:10.3934/era.2024054 · Cited by 14
“The adoption and use of HR analytics means the digital transformation of the HR practices of a company by using technology in HR strategies and basing all HR decisions on evidence [3].”
MethodAmbidexterity as the Response of Smart Industry 4.0 – Towards Better HR Practices
Przytuła, S., Rank, S., & Tracz‐Krupa, K. (2022) · Emerald Group Publishing Limited eBooks · doi:10.1108/s1877-636120220000028006 · Cited by 7
Digital shifts in human resource management in the global economy
Nikpour, A., & Semushkina, S. (2021) · BRICS Journal of Economics · doi:10.38050/2712-7508-2021-3-4 · Cited by 7
Use of Digital Technologies for HR Management in Germany: Survey EvidencePreprint
Chugunova, M., & Danilov, A. (2022) · SSRN Electronic Journal · doi:10.2139/ssrn.4010539 · Cited by 7
“As conceptually analyzed by Strohmeier (2020), companies may őnd themselves at different stages from completely non-digital to fully digital organizations.”
Unraveling the conceptual ambiguity of digital human resource management: a state-of-the-art review
Fiaz, S., & Qureshi, M. A. (2024) · Cogent Social Sciences · doi:10.1080/23311886.2024.2395101 · Cited by 31
“Strohmeier (2020) argued that the concept of digital HRM and its related concepts i.e. digitalization, digital transformation, digitization, and digital disruption are used in an implicit, heterogeneous, and proliferating manner. various researchers strive to describe this concept, but it still…”
InfluentialSong, J., Shan, Y., Cai, W., & He, C. (2025) · Canadian Journal of Administrative Sciences / Revue Canadienne des Sciences de l Administration · doi:10.1002/cjas.70012 · Cited by 6
Perisic, A., & Perisic, B. (2025) · Applied Sciences · doi:10.3390/app15020611 · Cited by 6
Kang, S., & Shang, Y. (2025) · Journal of Environmental Management · doi:10.1016/j.jenvman.2025.126112 · Cited by 6
Smart Industry – Better Management
Bondarouk, T., & Olivas-Luján, M. R. (2022) · Emerald Group Publishing Limited eBooks · doi:10.1108/s1877-6361202228 · Cited by 8
Al-Hadrawi, R. H., Alkaseer, N. A., & Alasadi, A. A. A. (2023) · Journal of Information Systems Engineering & Management · doi:10.55267/iadt.07.14010 · Cited by 6
ІННОВАЦІЙНІ HR-ТЕХНОЛОГІЇ: АДАПТАЦІЯ ПЕРСОНАЛУ ДО ЦИФРОВОГО СЕРЕДОВИЩА
Kasmin, D., & Kotelnikova, I. (2024) · Цифрова економіка та економічна безпека · doi:10.32782/dees.13-21 · Cited by 6
Digital Human Resource Management in Egypt
El‐Kot, G., Leat, M., & Masry, S. (2022) · Springer eBooks · doi:10.1007/978-3-030-98309-3_14 · Cited by 6
PECULIARITIES OF STAFF TRAINING IN THE CONTEXT OF DIGITAL COMPETITIVENESS
Reshetnyak, O. A., & Bielousov, D. (2021) · Efektyvna ekonomika · doi:10.32702/2307-2105-2021.1.92 · Cited by 6
Practitioner Experiences With Digitalization in Human Resource Management
Begley, T. M., Dominick, P. G., Iordanoglou, D., Lianidou, T., Marchese, M. C., & Prastacos, G. P. (2025) · Human Resource Management Journal · doi:10.1111/1748-8583.70002 · Cited by 5
Web-based systems in HR: a guide to digital transformation in organizations
Sposato, M., Dittmar, E. C., & Portillo, J. P. V. (2025) · International Journal of Organization Theory and Behavior · doi:10.1108/ijotb-11-2024-0228 · Cited by 5
Tripathi, V., Garg, D., Bona, G. D., & Silvestri, A. (2025) · Sustainability · doi:10.3390/su17156928 · Cited by 12
Alrifae, A. A. M., Mahmoud, M. H., Zumot, R. A., Ali, A., & Alzubi, M. M. S. (2026) · Discover Sustainability · doi:10.1007/s43621-026-02644-9 · Cited by 5
“…engagement by offering access to training, open feedback, and career growth [12–14]. e-HRM favors empowerment and well-being through the minimal dependence on HR personnel and real-time feedback, which subsequently supports the establishment of stronger employee-organization relationships [15, 16].”
Digital Sustainability for Human Resource Management Canvas Meta-Synthesis Approach
Shouraki, M. K., Vares, S. H., Yazdi, N., Emami, M., & Motlagh, A. T. (2024) · Journal of Management and Sustainability · doi:10.5539/jms.v14n1p105 · Cited by 9
“Digital Human Resource Management is an evolutionary advancement from previous concepts of human resource management, based on digital technologies, and provides a conceptual foundation for future programs and initiatives regarding human resources in the digital domain (Strohmeier, 2020).”
BackgroundA readiness assessment model for human systems management digitalization in industrial organizations
Madjid Tavana, D., Sorooshian, S., Ashrafidehkordi, R., & Mina, H. (2024) · Journal of Industrial and Production Engineering · doi:10.1080/21681015.2024.2377183 · Cited by 8
“Strohmeier [25] developed a checklist to assess digitalization readiness.”
InfluentialHuman Resource Decision-Making and Recommendation Based on Hadoop Distributed Big Data Platform
Chen, W., & Du, C. (2022) · Mathematical Problems in Engineering · doi:10.1155/2022/8325677 · Cited by 5
Digitalization of human resource department: the experience of Kazakhstani enterprise
Berdykulova, G. M., Daineko, Y. A., Kamysbayev, M. K., Omarova, A., Auken, V., & Abdinova, M. K. (2024) · Procedia Computer Science · doi:10.1016/j.procs.2023.12.217 · Cited by 5
Metadata
- Authors
- Strohmeier, S.
- Affiliations
- Saarland University (DE)
- Corresponding author
- Strohmeier, Stefan
- ORCID
- Strohmeier, Stefan
- Venue
- German Journal of Human Resource Management: Zeitschrift für Personalforschung
- Publisher
- SAGE Publications
- Published
- 2020-05-20
- Volume
- 34
- Issue
- 3
- Pages
- 345-365
- ISSN
- 0179-6437 (ISSN-L)
- 2397-0022
- 2397-0030
- OpenAlex
- W3026745931
- Cited by
- 358
- References
- 53
- Citations by year
- 2026: 97 · 2025: 77 · 2024: 75 · 2023: 52 · 2022: 41 · 2021: 14 · 2020: 2
- FWCI
- 29.44
- Type
- journal article
- Language
- en
- Open access
- hybrid
- doi.org
- Licence
- Locations
- German Journal of Human Resource Management Zeitschrift für Personalforschung (publishedVersion, cc-by-nc)
- Publications of the UdS (Saarland University)
- Topics
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › AI and HR Technologies
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Employer Branding and e-HRM
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Human Resource and Talent Management
- Keywords
- digital human resource management, digitalization of human resource management, digital organization, terminology, typology, ideal types
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