About the Journal

Digital Human Resource Management (DHRM) is an interdisciplinary academic journal dedicated to advancing theoretical innovation and practical development in human resource management (HRM) in the digital era. Guided by the core mission of "Digital Empowerment, Industry Integration, and Evidence-Based Research", the journal focuses on the reconstruction and evolution of HRM systems driven by cutting-edge technologies such as artificial intelligence (AI), big data, and blockchain. It conducts in-depth exploration of the structural challenges, institutional innovations, and strategic responses faced by talent management amid digital transformation. DHRM strives to build a high-level dialogue platform that integrates academic frontiers, industry practices, and policy insights, promoting the generation of research outcomes that possess both theoretical depth and practical guiding significance.

Journal Mission

Upholding the core philosophy of "Digital Empowerment, Industry Integration, and Evidence-Based Research", DHRM is rooted in the transformation needs of HRM in the digital economy era. It aims to establish an interdisciplinary and cross-domain platform for academic exchange and practical translation. The journal focuses on the deep integration of cutting-edge technologies (e.g., AI and big data) with HRM, systematically examines the reconstruction and evolution of organizational forms, work models, and talent strategies against the backdrop of digital transformation, and conducts in-depth research on structural challenges, institutional innovations, and policy adaptation in industry practices. Committed to advancing theoretical innovation, practical empowerment, and policy optimization in HRM, DHRM seeks to produce research outcomes that combine theoretical depth, practical value, and a global perspective. These outcomes aim to enhance enterprises' digital HRM capabilities, support the high-quality and sustainable development of the economy and society.

Core Scope (Including but Not Limited to)

1. Integration of Digital Technologies and Human Resource Management

Applications of artificial intelligence in talent selection, training, and performance appraisal

Ethical, fairness, and transparency issues in algorithmic decision-making

HR data analysis, predictive models, and intelligent decision support systems

Potential and applications of blockchain technology in HRM

Evolution and systematic innovation of Human Resource Information Systems (HRIS)

2. Digital Workplaces and Organizational Forms

Organizational design and management practices for remote and hybrid work models

HRM in the gig economy and platform-based employment models

Digital employee experience, well-being, and mental health support

Virtual team collaboration, communication mechanisms, and leadership development

Employee redeployment and retraining systems amid industry intelligent transformation

3. Industry-Specific HR Strategies and Practices

Development of industry-specific HR strategies and organizational adaptation

Mechanisms for industry talent recruitment, retention, and development

Design of industry-specific performance evaluation, compensation structures, and incentive systems

Industry-specific training, safety regulations, and occupational health management

Industrial labor relations, policy compliance, and dispute resolution mechanisms

4. Sustainable Development and Global Perspective

Green human resource management and corporate ESG (Environmental, Social, and Governance) strategies

Corporate social responsibility, diversity, equity, inclusion, and inclusive organizational building

Talent mobility, cultural integration, and cross-border team management in multinational enterprises

Talent retention and incentive strategies in the context of globalization

Talent sharing and collaborative innovation mechanisms across industrial chains

5. Empirical Research, Case Studies, and Policy Analysis

In-depth case studies of digital HR practices in representative industry enterprises

Cross-industry research reports, data indices, and trend analyses

Digital labor laws, data privacy, and employee rights protection

Industry policy evaluation, compliance practices, and governance mechanisms

Collaborative empirical research and policy interpretations co-authored by academia and industry

6. Organizational Behavior and Digital Leadership

Leadership models and development pathways in the digital era

Evolution of employee psychological contracts and organizational identification in digital environments

The role of HR in organizational change, cultural building, and digital transformation

7. Law, Ethics, and Policy

Adaptability of labor laws and policies in the digital context

Data privacy and employee rights protection

Algorithmic transparency and organizational responsibility

Journal Features

1. Precise Focus on the Core Track of Digital Transformation with a Distinct Thematic Orientation

With "digital technology-driven HRM transformation" as its core theme, the journal accurately covers key areas such as digital technology integration, digital workplaces, industry-specific HR strategies, and sustainable development. It places special emphasis on cutting-edge topics including AI applications, algorithm ethics, remote work, the gig economy, green HR, and data privacy. This focus establishes DHRM as a distinctive research hub for digital HR studies, avoiding the generalization of research scope.

2. Interdisciplinary Integration Perspective to Break Down Domain Barriers

Transcending the limitations of a single discipline, the journal integrates theories and methods from management science, computer science, law, ethics, organizational behavior, and other disciplines. It explores complex issues at the intersection of digital technology and HRM, such as the fairness of algorithmic decision-making, the adaptability of digital labor laws, and cross-cultural cross-border team management. DHRM promotes the innovation of interdisciplinary research paradigms and contributes to the generation of interdisciplinary research outcomes.

3. In-Depth Integration of Theory and Practice for Pragmatic Research Value

Adhering to the "evidence-based research" orientation, the journal prioritizes the publication of industry representative enterprise cases, cross-industry research reports, and empirical studies, building a bridge for dialogue between academia and industry. It not only focuses on the construction and improvement of theoretical systems but also emphasizes the guiding value of research outcomes for enterprises' digital HR practices. Simultaneously, it pays attention to policy compliance and the optimization of governance mechanisms, achieving the unity of multiple values: theoretical innovation, practical empowerment, and policy reference.

4. Balanced Attention to Industry Adaptability and Global Perspective with Comprehensive Coverage

On the one hand, the journal focuses on the distinctive HRM needs of different industries, publishing targeted research outcomes on industry talent strategies, performance and compensation design, and industry-specific training to enhance the industry relevance of research. On the other hand, it incorporates global and sustainable development perspectives, addressing issues such as cross-border talent mobility, ESG strategies, and talent collaboration across industrial chains. By balancing local practices and global trends, DHRM expands the spatial dimension and pattern of research.

5. Strong Emphasis on Legal and Ethical Orientation to Highlight Social Responsibility

The journal highlights the legal compliance and ethical constraints dimensions of HRM in the digital era, with a focus on key issues such as the adaptability of digital labor laws, data privacy protection, algorithmic transparency, and organizational responsibility. It guides research to pay attention to employee rights protection and social equity, contributing to the construction of an inclusive, compliant, and responsible digital HRM ecosystem, and reflecting the journal's social responsibility.