I would still print out the acknowledgement page and have it signed and scanned. You could still keep it electronically attached to their electronic records on your HRIS (hopefully you have one). 

The cost savings alone is worth it and you eliminate the difficulty of putting a printed page in everyone's hand once something changes. Bonus Points for being able to push a policy change immediately via email/ intranet instead of trying to coordinate when someone can get to a remote location.

We utilized a printed signature page in New Hire Orientation, and when significant policy changes occured. We timed these with required annual training as most of these require a signature as well.

Thankfully, we have transitioned most of these into electronic documents and signatures (and scanned exiting signature pages into pdf's). We maintain hard copies in an offsite facility in addition to having backup servers remote from our data center. 

One of my previous companies used the electronic handbook option which worked well for most tech savvy individuals.  The Corporate HR team created the handbook through the DocuSign service.  It was very effective in capturing the signatures as well as providing electronic files.  The only problem is that we still had to keep some hard copies on file for those who had not signed previously.  we were able to get those one-offs during their onboarding.