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It is suggested that the effective implementation of electronic human resource management (e-HRM) technology will transform the management of human resources in firms by allowing HR departments to transfer data management and process transaction responsibilities to employees, managers and third-party service providers. In global setting, e-HRM systems are tasked with facilitating this whilst accommodating cultural differences, one of which being language. In the light of scant empirical research on language in international HRM, this study analyzes and presents, shortly, the effects of using English language e-HRM systems on acceptance and use in foreign subsidiaries. The study’s findings are based on qualitative data collected via 18 in-depth interviews with HR managers from two European MNCs.

Implementing English Language e-HRM Systems: Effects on User Acceptance and System Use in Foreign Subsidiaries