Electronic Human Resource Management as a Form of Digital Paradigm Shift in the Business Culture

This article examines the electronic management of human resources (E-HRM) and a change in the culture of business and labor of the economy in accordance with the digital paradigm. This study uses a qualitative approach and descriptive methodology. Based on the definition and the initial framework, the review analyzes the theory used. In the diagnosis of continuing cancellation before changing work relations and business culture in the digital era, the study reveals an initial collection of work in different disciplines, most of which empirical methods. The results of the study indicate that E-HRM offers significant advantages for organizational success, especially in terms of efficiency and efficiency. E-HRM is intended for employees outside the personnel department, as well as employees and organizational management. E-HRM allows access to HR staffing outside the company anytime and from anywhere. E-HRM is a transformation in the organization of business and culture of workers. These changes include business processes, labor planning, recruitment, employee information systems wages/ workers, assessment and remuneration, efficiency and training and development of employees.