Author(s): Thuy Vu
Impacts of the application of digital technologies to perform HRM activities or digital HRM vary among multiple levels of organizations. However, the extant literature has mainly concentrated on the benefits of digital HRM for improving HRM functional performance. By using a paradox perspective, the study aims to systematically review and synthesize organizational level impacts of digital HRM. Consistent with previous studies, this study found mixed impacts of digital HRM on organizational performances with skewed attention towards positive sides. By examining paradoxical tensions such as productivity, openness or privacy embedded in digital HRM implementation that have been sparsely mentioned in digital HRM research, the study provides additional explanations for variation in digital HRM impacts and practical implications for organizations.