You can but you need to do the validation methode first and look for the deviation

https://www.researchgate.net/publication/389601308_Digital_human_resource_management_influence_on_the_organizational_resilience_Organization_Management_Journal

Developing a valid and reliable measurement scale for digital HRM involves selecting or creating items that accurately capture the construct and then validating those items through empirical testing. While there may not be a universally accepted, fully validated scale specifically for digital HRM as of my knowledge cutoff in October 2023, I can guide you toward existing validated scales and how to adapt or develop them.

1. Existing Foundations and Related Scales

You can draw from validated scales related to technological adoption, digital transformation, and HR digital practices:

- Technology Acceptance Model (TAM) (Davis, 1989): Measures perceived ease of use and usefulness.

- Digital Transformation Maturity Models: Frameworks assessing digital maturity levels.

- HRIS Acceptance and Usage Scales: Measures system usage, ease, and impact.

2. Sample Validated Items for Digital HRM (Adapted from Related Scales)

a. Digital HRM Usage and Integration

- "Our organisation extensively uses digital platforms for HR management." (Likert 1-5)

- "Digital tools are integrated into all core HR processes." (Likert 1-5)

- "Our HR department adopts new digital technologies quickly." (Likert 1-5)

b. Perceived Impact of Digital HRM

- "Digital HRM improves the efficiency of HR processes." (Likert 1-5)

- "Digital HRM enhances decision-making capabilities in HR." (Likert 1-5)

c. Strategic Alignment

- "Digital HR initiatives are aligned with our overall organisational strategy." (Likert 1-5)

3. Validation Process

To ensure your scale's validity and reliability:

- Content Validity: Consult experts to review items for relevance.

- Construct Validity: Conduct exploratory and confirmatory factor analysis (EFA & CFA) on pilot data.

- Reliability: Calculate Cronbach's alpha (acceptable threshold ≥ 0.70).

4. Example of a Validated or Semi-Validated Scale (Hypothetical)

| Item | Statement | Cronbach's Alpha (Sample) | Notes |

| DHRM1 | Our organization uses digital platforms for HR management. | 0.85 | High internal consistency |

| DHRM2 | Digital tools are integrated into core HR processes. | 0.83 | |

| DHRM3 | Digital HR solutions improve HR operational efficiency. | 0.86 | |

| DHRM4 | Our HR department adopts new digital technologies proactively. | 0.80 | |

Note: These items are illustrative. You should pilot test and validate them within your context.*

5. References for Developing Your Scale

- Venkatesh, V., Thong, J. Y., & Xu, X. (2012). "Consumer acceptance and use of Information Technology: Extending the Unified Theory of Acceptance and Use of Technology." MIS Quarterly, 36(1), 157-178.

- Hess, T., Matt, C., Benlian, A., & Wiesböck, F. (2016). "Options for Formulating a Digital Transformation Strategy." MIS Quarterly Executive, 15(2).

- Zhang, M., et al. (2018). "Measuring Digital Transformation Capabilities." International Journal of Information Management*, 43, 370–380.

Summary:

- Use existing validated scales related to technology acceptance, digital maturity, and system usage as a foundation.

- Adapt items to the specific context of HRM and digital practices.

- Pilot test your scale, assess reliability (Cronbach’s alpha), and validate through factor analyses.

- Document the development process to ensure transparency and rigour.