The use of technology in multinational corporations (MNCs) has increased rapidly in recent years. Electronic human resource management (e-HRM) systems are no exception, however, literature in this area is still at an early stage. This issue is especially apparent when discussing the literature of e-HRM in MNCs. With the lack of research and theoretical discussion in mind, this cross-disciplinary dissertation seeks to answer the following research questions:

(i) What factors affect the acceptance and use of e-HRM in MNC subsidiaries?

(ii) How do these factors influence e-HRM’s strategic potential and other outcomes?

(iii) What are the likely future trends in ICT and what implications will these trends have for HRM and e-HRM?

The dissertation comprises four empirical articles. The first article sheds light on issues that cause conflicts during e-HRM implementation. The second article focuses on the effects of language on the acceptance and use of e-HRM systems. The third article investigates how institutional factors affect Western-origin e-HRM practices in MNC subsidiaries in China, and studies the extent to which these factors influence e-HRM’s strategic potential. The fourth article focuses on the future of e-HRM and identifies IT trends and their implications for HRM.

As a body of work, the findings add to our understanding of a view that holds that organizational politics, language issues and institution matter in e-HRM implementation and use, and how those factors have an impact on the realization of e-HRM’s strategic potential. Finally, the dissertation supports the view that it is important to predict the future implications of IT for HR.