Abstract:
Purpose – The disruptive human resource management (HRM) technologies are now considered a significant
facilitator to change and benefit the entire HRM landscape. This view needs to be further verified by reviewing
the knowledge on the subject in the empirical research landscape. Thus, the study’s objectives were to find (1)
the current knowledge and (2) the areas where empirical research is lacking in disruptive HRM technologies.
Design/methodology/approach – The article is a literature review that was followed by the systematic
literature review and the preferred reporting items for systematic reviews and meta-analyses (PRISMA). The
review considered 45 articles published during the 2008–2021 period extracted from the Scopus database, and
bibliometric analysis was performed to achieve the research objectives.
Findings – The results found that scholarly attention has been given to electronic HRM (E-HRM) rather than
the disruptive HRM technologies. The areas investigated include the determinants of intention, adoptions and
use of E-HRM and the outcomes of E-HRM adoptions and use. These outcomes can be further divided into
general outcomes and HRM outcomes.
Research limitations/implications – The findings reveal gaps in E-HRM research and disruptive HRM
technologies remain untapped in the empirical research landscape. Hence, the study findings provide some
implications for future research and applications.
Originality/value – The study found empirically proven determinants of E-HRM intention, adoptions and use
and E-HRMadoptions and use outcomes.Thesewere found in the studies conducted during the 2008–2021 period.
