Online channels are no longer used only for private purposes, but increasingly also for work. In our work we want to have all the benefits that we also experience privately, such as: speed, online and simplicity. In the HR branch this is achieved through the implementation of e-HRM technologies. E-HRM technologies take away administrative workload and support the HR employee while other employees can use more self-service. The work of employees will therefore change as a result of the implementation of e-HRM systems. During my research I focus on the implementation of e-HRM systems where I not only look at how e-HRM influences work, but also how the employee experiences this change in his work.
In the current HR literature the focus is mainly on the acceptance of e-HRM systems and how they change work. However, since the focus on employees and how they experience their organization is becoming increasingly important, it is interesting to gain insight into the relationship between e-HRM systems and employees. Trend watchers indicate the experiences of employees with the term: Employee Experience. A positive Employee Experience would result in improved performance. After all, an employee who has positive experiences will feel more connected to the organization and, in all probability, perform better.