Introduction

• Digital HRM practices use digital technologies and data to boost HRM activity efficiency and
effectiveness.
• Examples: Google and IBM are pioneers in digital HRM.
• Significant uptake in Chinese organizations for HR digitalization.
• Digital HRM believed to enhance decision-making, adaptability, HR strategy, employee
performance, and financial performance.
• However, the full impact is unclear, with a noted 'productivity paradox' in financial returns.
• Effectiveness linked to HRM system strength: perceived distinctiveness, consistency, and
consensus.
• Adaptive structuration theory (AST) suggests effectiveness depends on technology
adoption by organizational actors.
• HRM capability maturity may moderate the effects of digital HRM.
 Literature Review

• Digital HRM Practices: Defined as processes using digital technologies and data for HR
efficiency.
• Growing Interest: Especially in China, there's a keen interest in integrating digitalization in
HR.
• Benefits and Challenges: Promises improvements in various HR aspects but faces skepticism
due to unmet financial expectations.
• Implementation Concerns: Effectiveness is tied to the dynamic nature of HRM
implementation.
• HRM System Strength: Employee perception of HR practices' distinctiveness, consistency,
and consensus.
 Variables and Operationalization

• Digital HRM Practices: Measured by a 33-item scale with a 5-point Likert-type scale.
• HRM Capability Maturity: Assessed with a survey item based on the Capability Maturity
Model.
• HR Managers’ Social Networking: Evaluated based on the closeness with line managers.
• Internal Consistency of HR Practices: Gauged using survey responses on HR practice
consistency.
• HRM System Strength: Quantified using a 7-item scale with a 5-point Likert-type scale.
• Control Variables: Include firm age, size, and ownership type.
 Theoretical Grounding and
Hypotheses
• The role of HRM capability maturity as a moderator is emphasized.
• High HRM capability maturity aids efficient services and promotes social networking.
• Digital HRM's impact on HRM effectiveness contingent on HRM system maturity.
 Overarching Theories

• Grounded in Adaptive Structuration Theory (AST).

• AST explores the interaction among information technologies, social structures, and human
interaction.
 Methodology

• Online survey in partnership with Beisen, a software as a service company in China.

• Survey included various enterprises, particularly HR departments.
• Participants evaluated their companies’ digital HRM practices, HRM capability maturity,
and other related factors.
• 2582 responses, with 1770 valid questionnaires after validity checks.
 Results and Discussion

• Positive correlations between digital HRM practices and HRM system strength.
• HRM capability maturity moderates relationships in digital HRM practices.
• Supported hypotheses demonstrate the intricate effects of digital HRM on HRM
effectiveness.