The DOI matches its Crossref record; 52 of the 53 references it cites were found in a registry or an index.
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.
Overview
Integrity signals
Registry
Cites
Statistics
Verification
Claims the paper makes
Claims other papers make about this one
Each is checked against this paper’s own text: does it say what the citing paper says it does?
In the citing paper
“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
Citations
Cites
Firm Resources and Sustained Competitive Advantage
Barney, J. (1991) · Journal of Management · doi:10.1177/014920639101700108 · Cited by 48,334
(1993) · Journal of the American Dietetic Association · doi:10.1016/0002-8223(93)91697-o · Cited by 18,452
Design Science in Information Systems Research1
Hevner, A. R., March, S. T., Park, J., & Ram, S. (2004) · MIS Quarterly · doi:10.2307/25148625 · Cited by 10,707 · cited 1×
“This is realized by developing innovative solutions for digital HRM. Based on the above elaboration, it is obvious that such solutions have a complex socio-technical nature, that is, comprised of interrelated managerial (e.g. van Aaken, 2004) and technical (e.g. Hevner et al., 2004) components.”
MethodThe future of employment: How susceptible are jobs to computerisation?
Frey, C. B., & Osborne, M. A. (2017) · Technological Forecasting and Social Change · doi:10.1016/j.techfore.2016.08.019 · Cited by 8,727
Understanding digital transformation: A review and a research agenda
Vial, G. (2019) · The Journal of Strategic Information Systems · doi:10.1016/j.jsis.2019.01.003 · Cited by 7,337
Carpenter, M. A., Cardon, M. S., McMullen, J. S., & Shepherd, D. A. (2011) · Edward Elgar Publishing eBooks · doi:10.4337/9781849807630.00018 · Cited by 5,213
Klein, K. J., & Kozlowski, S. W. J. (2000) · Cited by 4,914
Digital Business Strategy: Toward a Next Generation of Insights
Bharadwaj, A., El Sawy, O. A., Pavlou, P. A., & Venkatraman, N. (2013) · MIS Quarterly · doi:10.25300/misq/2013/37:2.3 · Cited by 4,392
Strategic alignment: Leveraging information technology for transforming organizations
Henderson, J. C., & Venkatraman, H. (1993) · IBM Systems Journal · doi:10.1147/sj.382.0472 · Cited by 2,074
(2018) · MIS Quarterly Executive · doi:10.17705/2msqe · Cited by 1,994
Research works printed but not linked: 16
- Baiyere A, 2013, Proceedings of the 24th Australasian conference on information systems (ACIS), 1
- Burbach R, 2012, Proceedings of the 4th international e-IHRM conference: innovation, creativity and e-HRM, 103
- 10.2307/258704 · DOI · Paper page
- Hanelt A, 2018, 78th annual meeting of the academy of management
- Hausberg J, 2018, DRUID18, Copenhagen Business School
- Henriette E, Feki M, Boughzala I (2015) The shape of digital transformation: a systematic literature review. In: MCIS 2015 proceedings, Samos, Greece, 2–5 October 2015. Available at: https://aisel.aisnet.org/mcis2015 (accessed 12 May 2020).
- Hunt CS, 2014, People and Strategy, 37, 36
- Ismail MH, Khater M, Zaki M (2017) Digital business transformation and strategy: what do we know so far? Working Paper, University of Cambridge, Cambridge, November.
- Møller L, 2017, ISPIM conference proceedings
- Parry E, 2014, Employee Relations, 36, i
- Platanou K, 2016, Työn, 1, 19
- Thite M, 2019, e-HRM: Digital Approaches, Directions & Applications, 1
- Vesti H, 2017, ISPIM conference proceedings
- Vesti H, 2018, ISPIM conference proceedings
- Walker AJ, 1980, Personnel Journal, 16, 32
- Weber M, 1904, Archiv für Sozialwissenschaft und Sozialpolitik, 19, 22
Cited by
Sorted by citations
Exploring Human Resource Management Digital Transformation in the Digital Age
Zhang, J., & Chen, Z. (2024) · Journal of the Knowledge Economy · doi:10.1007/s13132-023-01214-y · Cited by 414
“It may be interpreted as the convergence of HRM and technological sources and also implies the development and implementation of HRM strategies that are directly grounded on digital potential and generate corporate advantages to create value for the organization (Strohmeier, 2020).”
Meijerink, J., Boons, M., Keegan, A., & Marler, J. (2021) · The International Journal of Human Resource Management · doi:10.1080/09585192.2021.1925326 · Cited by 267
“These terms and developments are often loosely linked to, or aggregated as, ‘digital HRM’ which, as a broad notion covers a multitude of topics and issues with unclear and ambiguous relations between them (Strohmeier, 2020b).”
BackgroundMethodInfluentialCharfeddine, L., & Umlai, M. (2023) · Renewable and Sustainable Energy Reviews · doi:10.1016/j.rser.2023.113482 · Cited by 199
Gilch, P. M., & Sieweke, J. (2020) · German Journal of Human Resource Management Zeitschrift für Personalforschung · doi:10.1177/2397002220952734 · Cited by 279
“Although HR research on digital transformation and digital HRM has been growing (Strohmeier, 2020), most prior studies have focussed on the question of how digital technologies affect HR-related activities (for a review, see Chapman and Gödöllei, 2017; Stone and Deadrick, 2015).”
BackgroundBansal, A., Panchal, T., Jabeen, F., Mangla, S. K., & Singh, G. (2023) · Journal of Business Research · doi:10.1016/j.jbusres.2022.113611 · Cited by 168
“Bengtsson and Bloom (2017) assert that while digital disruptions affect human capital in different capacities, very limited research exists on how the human resource management (HRM) function experiences digital disruptions leading to transformation.”
BackgroundMethodInfluential
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
About these checks
Registry, retraction, Cites and statistics results are computed, not judged, with one exception: a printed reference that no index lists is read once by a model before it counts as a citation error. Claims are extracted by a model and kept only when their quote appears verbatim in the text; each cited source is then checked, with a model’s help, for whether it says what the claim relies on. Those verdicts can be wrong — read the claim’s quote and the cited source before relying on one.
Statistics and arithmetic are recomputed, not judged.
Confidence bands are shown only for fields calibrated on our annotated test set. None is calibrated yet, so no band is shown.
What counts as a claim ›How we measure confidence ›How we check this ›
Are you an author, or do you see a problem with this page? Request a review
