Nowadays, information systems (ISs) have tremendous impact on processes and practices of human resource management (HRM). Realizing the effectiveness and efficiency of ISs, now, human resource (HR) managers are reliant on electronic human resource management (E-HRM) – an information system to accomplish HR activities. This system is implemented to reduce the administrative burden for HR professional thus they can deliver better services to firm’s stakeholders (e.g., employees, managers). If the E-HRM is not adopted properly, management of human resource in an organization cannot work smoothly. This paper aims at exploring the determinants that influence the adaptation decision for E-HRM among firms in Bangladesh. This study developed research framework based on the theoretical foundation and previous literature in order to better investigate the relationship between individual, organizational, technological, and environmental determinants, and E-HRM adoption. A total number of 331 respondents were considered from forty six large scale private sector organizations in Bangladesh using stratified random sampling. Employees of the organizations responded a close-ended questionnaire based on a 5-point Likert scale. Here, data was analyzed by statistical tools, for example, descriptive statistics, and factor analysis. They study found top level management support, employee’s individual attributes, system complexity, IT infrastructure, and industry pressure as the most influential determinants that influencing the adoption decision for E-HRM. Limitations and policy implications are discussed at the end of this paper. The scope of future studies is also addressed.