E-HRM delivers better HRM services

It is commonly believed that the advent of electronic human resource management (e-HRM) will result in improved HRM quality of service. This study specifically addresses two requests from previous research on e-HRM; one, to highlight the significance of the interaction between technological and organisational characteristics; and two, to establish that the deployment of e-HRM results in higher-quality HRM services. The advantages of both traditional HRM and e-HRM, according to our argument, are the primary factors that determine the high quality of HRM services. The frequency with which e-HRM is used may serve as a mediator in the connection. Additionally, using the adaptive structuration theory as a foundation, the amount of mediation used may differ between high and low e-HRM appropriation. To further understand what factors contribute to high-quality HRM services, an analysis of moderated mediation is done on a sample of 351 employees from a central administration department. Our research reveals that HRM and e-HRM capabilities have a significant positive direct impact. By demonstrating that HRM capability is the key determinant of HRM quality of service, the study's findings extend the field of e-HRM research.