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Effecting HRM‐style practices through an integrated human resource information system: An e‐greenfield site?

Carole Tansley (Nottingham Business School, The Nottingham Trent University, Nottingham, UK)
Sue Newell (Royal Holloway Management School, University of London, UK)
Hazel Williams (Nottingham Business School, The Nottingham Trent University, Nottingham, UK)

Personnel Review

ISSN: 0048-3486

Article publication date: 1 June 2001

Abstract

In examining attempts to move towards HRM‐style practices in organisations, the term “greenfield” helps to conceptualise the break with existing employee relations practices, either on new or on existing sites, or to undertake a philosophical break with the past. Focuses on one stimulus to such transformational change – the development of human resource information systems (HRIS) as an opportunity structure that can enable a break with the past. Considers a case study of a large company implementing an HRIS integrated with other functional systems, to examine whether an e‐greenfield site exists. This is defined as a break with the past in the design and use of a computerised HRIS at either new or old organisational locations, to facilitate a greenfield HR philosophy and enable a more strategic role for HR specialists.

Keywords

Citation

Tansley, C., Newell, S. and Williams, H. (2001), "Effecting HRM‐style practices through an integrated human resource information system: An e‐greenfield site?", Personnel Review, Vol. 30 No. 3, pp. 351-371. https://doi.org/10.1108/00483480110385870

Publisher

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MCB UP Ltd

Copyright © 2001, MCB UP Limited