In today’s demanding world, IT plays a fundamental role in creating new opportunities and delivering competitive benefits to enterprises. The HR profession has had to respond to increased competition for changes in both workforce attitudes and composition, shifts in the employer/worker relationship and rapid advances in HR technology. Therefore, moving towards the electronic world is a predictable phenomenon. In recent years electronic human resource management (E-HRM) is being used in most of the big companies and institutions and is among the leading organizational systems in human resource management (HRM) because its applications are considered to be very effective and cost-effective. Using a research framework based on the Unified Theory of Acceptance and Use of Technology Model, this study examines the relationship between HR employees’ attitudes (Performance Expectancy, Effort Expectancy, Social Influence, and Facilitating Conditions) and attitude towards electronic human resource management (E-HRM) systems in HR departments. An online questionnaire hyperlink was sent by email to 150 HR employees in order to find out their perceptions about the E-HRM system; only 87 questionnaires were completed. The questionnaire included variables such as Performance Expectancy, Effort Expectancy, Social Influence, and Facilitating Conditions towards the (E-HRM) system. Finally, the study concludes that understanding employee attitudes about electronic human resource management systems is essential if organizations are to use such systems for employee welfare and organizational improvement.