Digital gap is the economic, educational, and social inequalities between those who have computers and online access and those who do not. In terms of e-human resources, the digital divide is the result of two aspects. First, the elimination of candidates with no digital access could lead to e-HRM missing some opportunities and reinforcing existing inequality. The other is that all employees of the company should have a certain level of digital literacy.

The objectives of orientation programs include making new employees familiar with the organization’s rules, policies, and procedures.

Orientation helps to get some practical information, as well as emotionally attached the employee with the organization. This program includes explaining basic matters, department’s organization, employee benefits, personnel policies, safety measures and regulations, a facility. By means of making employee familiar with the workplace, him/her first day stress can be reduced. While experiencing being there in orientation is still the most effective way, there are some supporting elements. Employers use technology to support orientation. There are online learning options which include new firm’s mission, organization structure, and policies and procedures.

The effective human resources planning is the vital element of organizational success. Ideally, this plan should be developed before all other personnel activities. Human resource planning activities are listed below:

• The first stage is about collecting and analyzing data from labor inventory and forecasts.
• The second stage is about determining labor targets and plans getting support from top management. 
• The third stage is about planning and applying present and future plans and promotions for having the right person at the right time in organizations. 
• The fourth phase is about controlling and estimating human resource planning. With control and estimation, managers could know if they reach their goals or not.

Human resources planning requires the analysis of internal environmental factors as well as external environmental factors. This analysis process examines the strengths and weaknesses of the organization based on its internal resources. For this purpose, initially, the already jobs are analyzed, and then the labor force skills inventory is developed.

Virtual organizations consist of members who use information and communication technologies, a shared knowledge base, and work under geographically distant conditions. The virtuality is a characteristic structural attribute for organizations such as globality. The person who work in a virtual organization may be termed as teleworker, distant, worker, telecommuter, off-site or remote worker, flexible or flexplace worker, e-worker and co-located worker. The HR management in virtual organizations is mostly performed through e-HRM which requires radical thinking and an innovative approach.

Electronic-recruitment is also termed as online recruitment. Company web sites, online job boards, social media the main platforms of e-recruitment. It is possible to handle the e-recruitment process from two aspects. The first one is the use of e-recruitment as a process of information sharing. Information gathering takes place in terms of both the employer and the candidate. By means of company web sites, online job boards and social media employer can give specific information about the job opportunity. Online recruiting tools may have a big impact on attracting candidates. On the other hand, employees can design online profiles which almost replace a CV in order to attract an employer.