A Systematic Bibliometric Analysis on the Current Digital Human Resources Management Studies and Directions for Future Research

Abstract

Electronic Human Resources Management (e-HRM) activities should be continued with more technological and innovative methods. The aim of this research is to examine in detail the current studies on e-HRM based activities and to determine the orientation of the concepts. As a result of keywords analysis, it is seen that big data, artificial intelligence, cloud computing, Internet of Things have come to the fore. In the last ten years, 3888 publications related to e-HRM have been retrieved from the web of science database, and 56 newest articles on Human Resource Management (HRM) application, practice, strategy and execution, which contain search phrases. It is seen that the subject of e-HRM is the starting point in determining the research terms and the main starting point of the articles that guide the study, and the most cited publications in this field are the studies on e-HRM. It is thought that developments in mobile applications, smart automation and artificial intelligence also affect the studies in the field of electronic or digital HRM. The common feature of the most recent publications on technology-oriented HRM practices, strategies and practices is the acceptance that their effects are wide-ranging. Recent discussions on technology and HRM strategies in businesses have emphasized the importance of social context and appear to have developed frameworks that acknowledge both the material and social character of technologies. As a result, the current increase in the use of digital technologies affects the competencies and expectations of the digital workforce.

The impact of artificial intelligence on employment: the role of virtual agglomeration

“…With advances in machine learning, big data, artificial intelligence, and other technologies, a new generation of intelligent robots that can perform routine, repetitive, and regular production tasks requiring human judgement, problem-solving, and analytical skills has emerged. Robotic process automation technology can learn and imitate the way that workers perform repeated new tasks regarding the collecting of data, running of reports, copying of data, checking of data integrity, reading, processing, and the sending of emails, and it can play an essential role in processing large amounts of data (Alan 2023). In the context of an informatics-and technology-oriented economy, companies are asking employees to transition into creative jobs.…”

Big Data Analysis in Human Resources Decision Making: Optimizing Workforce Management

“…The importance of recruitment efficiency lies in saving time and resources and the organization's ability to attract and retain the best talent (Glennie et al, 2023). Applying Big Data in Human Resources Decision Making helps achieve recruitment efficiency (Alan, 2023). It can increase an organization's competitiveness in recruiting the best individuals to support long-term growth and sustainability.…”

“…The results of the Treemap analysis with NVivo 12 Plus are in Figure 5 The results of the NVivo 12 Plus by TreeMap analysis show that by Leveraging the insights provided by Big Data, organizations can dynamically adjust their HR strategies to respond to changes in workforce needs and market demands. This increases operational efficiency and allows organizations to remain leaders in their industry (Alan, 2023). Big Data supports the development of more proactive HR decision-making strategies (Gedam et al, 2023).…”