IT IN THE HRM PRACTICES: A BLESSING OR A CURSE? THEORITICAL OVERVIEW Imane El Ouizgani (1) Mohamed Jidour (2) Lahoucine Aboudrar (3) Afafe El Amrani El Hassani (4) (1) Consultant and PhD Student, Ibn Zohr University. Faculty of Law, Economics and Social Sciences. (2) Authorized professor, Supervisor. Ecole Nationale de Commerce et de Gestion. Mohamed 1 st University. (3) Authorized professor, Supervisor and Dean. Ibn Zohr University. Faculty of Law, Economics and Social Sciences. (4) Ph.D in Management. HRM consultant ABSTRACT Technological transformations are one of the most researched subjects nowadays. It has been proven in many researches that Information technology (IT) has a great impact on organizational performance and its competitiveness. HRM (Human Resource Management) is no exception. In fact; e-HRM, web-based HRM or virtual HRM are key words in today's HRM field. In this present research, we focus on the potential impacts of IT on the different HRM practices. We started from the observation that the majority of researchers in the e- HRM field focus their studies on the bright side of IT implementation in the HRM practices (Reddington & Hyde, 2008). Indeed, e-HRM is increasingly important within working organizations owing to its potential advantages including reducing cost; improving quality and speeding up processes (Strohmeier 2009, Laval and Guilloux 2010). Moreover, it is considered as a flexibility factor vital in today's hyper-competitive markets. In other words, it is considered a competitive advantage serving as an effective investment in facing today's keen competition. Some other researches highlight some of its potential drawbacks as well: large initial investment, great hidden costs, its important communication and change management efforts before, during and after its implementation, difficulties basic computer literacy acquired for efficient use…Our aim in this paper is to collect data about all of the potential aspects if IT impacts on the HRM practices, the positive as well as the negative, in the recent published IT and HRM literature. Keywords: e-HRM, impact, HRM performance, evaluation, HRM practices.