In recent years, the use of technology in facilitating the human resource management (HRM) function has increased significantly. Technology helps the Human Resources (HR) department drive for strategic goal. Information technology has been cited as a critical driver of HR's transition. Today, the use of e-HRM is a common practice in many organizations. Consequently, academic interest in e-HRM has increased in an attempt to investigate the e-HRM and organizational performance. The purpose of this study is to examine the link between e-HRM activities and organizational performance and develop a conceptual framework in Oman context which relay on transactional, relational and transformational activities. Use of e-HRM is critical in achieving both efficiency and freeing up the administrative work in order to become more strategic. E-HRM provides the HR function with the opportunity to create new avenues for contributing to organizational performance. E-HRM outcomes are mainly related to efficiency, service delivery and standardization, relational outcomes and potential improvements in organizational image. E-HRM has the capacity to transform the HR function by improving the strategic orientation of HRM. E-HRM practices in the Sultanate of Oman is of paramount importance because of its positive impact among employees to carry out their tasks and responsibilities with professionalism, competence, effectiveness and improved organization performance. A high-performance e-HRM system in Oman may help preserve the balance between the employees' personal goals and the company's performance goals. Attention to e-HRM practices in Sultanate of Oman can improve the performance of the employees which will lead to overall organizational performance.