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Book part
Publication date: 8 June 2011

Martin Reddington, Graeme Martin and Tanya Bondarouk

Building on our earlier model of the links between HR strategy, e-HR goals, architectures, and outcomes, we illustrate the relationship between some of these elements with…

Abstract

Building on our earlier model of the links between HR strategy, e-HR goals, architectures, and outcomes, we illustrate the relationship between some of these elements with data from three global organizations. In doing so, we aim to help academics and practitioners understand this increasingly important area of HR theory and practice.

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Electronic HRM in Theory and Practice
Type: Book
ISBN: 978-0-85724-974-6

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Article
Publication date: 13 February 2007

Leda Panayotopoulou, Maria Vakola and Eleanna Galanaki

This paper attempts to investigate the transformation in the role of the HR function in Greek firms, as a result of the use of internet and technology.

Abstract

Purpose

This paper attempts to investigate the transformation in the role of the HR function in Greek firms, as a result of the use of internet and technology.

Design/methodology/approach

The paper is based on both quantitative and qualitative methodology. A survey and focus groups took place in order to meet research objectives.

Findings

This paper examines and discusses the development of e‐HR use in Greece and the reasons for adoption of e‐HR practices focusing on strategy, process and HRM issues. Findings show that e‐HR facilitates the transformation of HRM role into a more strategic one. Driving forces and critical success factors of e‐HR adoption and implementation are identified and discussed.

Research limitations/implications

Limits its usefulness to countries that experience a stage of HRM professionalisation and technological development similar to that of Greece.

Practical implications

Identifies critical success factors in e‐HR adoption as well as main problems associated with it.

Originality/value

Qualitative results provided by the focus groups give an illustrative picture of the companies presented.

Details

Personnel Review, vol. 36 no. 2
Type: Research Article
ISSN: 0048-3486

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Article
Publication date: 14 August 2009

Graeme Martin and Martin Reddington

The purpose of this paper is to ask why some organizations might be better than others at continuous innovation in the field of e‐enablement of human resource (e‐HR).

Abstract

Purpose

The purpose of this paper is to ask why some organizations might be better than others at continuous innovation in the field of e‐enablement of human resource (e‐HR).

Design/methodology/approach

To answer this question, the notion of absorptive capacity (ACAP) is applied to explain some of the problems faced in moving from face‐to‐face HR to a technology‐mediated model.

Findings

Dynamic ACAP models are adapted to produce a more realistic, iterative framework in which realized capacities for e‐HR innovations contribute to, and constrain, potential capacities for further innovations.

Research limitations/implications

The model is used to offer some research propositions for academics operating in this newly emerging field of human resource management (HRM).

Practical implications

Some theory‐driven advice are also offered for HR practitioners.

Originality/value

The specific contribution is to introduce the concept of ACAP to HRM scholars and practitioners interested in the field of e‐HR and Web 2.0 social media.

Details

Employee Relations, vol. 31 no. 5
Type: Research Article
ISSN: 0142-5455

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Article
Publication date: 1 January 2006

The paper examines how e‐HR has improved human‐resource (HR) management at telecommunications company KPN.

Abstract

Purpose

The paper examines how e‐HR has improved human‐resource (HR) management at telecommunications company KPN.

Design/methodology/approach

The paper presents the views of the company's manager of HR systems and information provision on the benefits HR Charter software has brought. Also examines some of the potential pitfalls of e‐HR.

Findings

The paper shows that e‐HR can simplify and speed up a range of HR administrative tasks, from booking leave to ensuring that all employees have had the training they need to do their jobs effectively.

Practical implications

The paper advances the view that, by freeing HR employees from some of the more routine administration, e‐HR can give them more time to concentrate on more strategic tasks. Warns, however, that e‐HR is no panacea; thorough preparation is needed if e‐HR is to be successful.

Originality/value

The paper highlights the need to manage not only the technological aspects of the change, but also the processes and people capabilities.

Details

Human Resource Management International Digest, vol. 14 no. 1
Type: Research Article
ISSN: 0967-0734

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Abstract

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Leadership & Organization Development Journal, vol. 26 no. 1
Type: Research Article
ISSN: 0143-7739

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Article
Publication date: 1 February 2002

Getty Images believes that the Internet is the only way to reach a worldwide, disparate and multilingual employee group. Information technology is beginning to enable the…

Abstract

Getty Images believes that the Internet is the only way to reach a worldwide, disparate and multilingual employee group. Information technology is beginning to enable the company to deliver state‐of‐the‐art HR services. The company is a market leader in providing visual content primarily for the design, media and photographic industries. It is a Web‐enabled e‐commerce business in the world’s top 20, with 2,600 staff and a vision to be “the essential source of imagery and related products and services online”.

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Book part
Publication date: 16 July 2018

Gary W. Florkowski

Three decades of academic and professional discourse on HR technologies (HRTs) have produced continued disagreement over construct definitions and research streams that…

Abstract

Three decades of academic and professional discourse on HR technologies (HRTs) have produced continued disagreement over construct definitions and research streams that are highly fragmented. These realities suggest that greater consistency in meanings is sorely needed if we are to integrate and upgrade knowledge in this area. This chapter draws on the findings of a systematic research review to properly define the content domains of human resource information systems (HRIS), virtual human resources (virtual HR), electronic human resource management (e-HRM), and business-to-employee (B2E) systems. An integrative synthesis was performed on 242 system-level writings that appeared in the literature from 1983 to 2017. The weight of the evidence strongly supports treating HRIS, virtual HR, e-HRM, and B2E systems as independent, complimentary constructs. While the first three comprise a firm’s HRT system, the fourth construct is more appropriately positioned in the business-collaborative system. The sample was further evaluated with an analytic framework to detect patterns of practice in research designs. This revealed that much more attention has been focused on system actions and outcomes than on attitudes and system characteristics. Different units of analysis were well represented aside from trans-organizational studies. Finally, a case is made for better contextualizing HRT research by recognizing differences in assimilation stage, functional penetration, and collective proficiency. These factors are rarely mentioned, let alone studied, raising additional concerns about measurement error. Detailed suggestions are offered on ways to incorporate them. Together, these materials should promote more sophisticated and generalizable assessments of technology, improving our ability to understand its impacts.

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-78756-322-3

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Book part
Publication date: 8 June 2011

Absorptive capacity (for e-HR adoption): The potential of the HR function to seek out and assimilate knowledge about e-HR technologies and incorporate this into their…

Abstract

Absorptive capacity (for e-HR adoption): The potential of the HR function to seek out and assimilate knowledge about e-HR technologies and incorporate this into their vision of a changed HR function (Reddington, Martin, and Bondarouk).

Details

Electronic HRM in Theory and Practice
Type: Book
ISBN: 978-0-85724-974-6

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Article
Publication date: 1 November 2005

Laurent Jaquenoud

It’s difficult to track HR‐related data due to constant change, and different local cultures and ways of deploying HR processes. HR managers are demanding more speed and…

Abstract

It’s difficult to track HR‐related data due to constant change, and different local cultures and ways of deploying HR processes. HR managers are demanding more speed and accuracy when requesting people‐related information, especially at top level where getting a consolidated view of key HR figures can be a nightmare.

Details

Strategic HR Review, vol. 5 no. 1
Type: Research Article
ISSN: 1475-4398

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Article
Publication date: 22 May 2019

Carina Kraft, Debora Jeske and Leopold Bayerlein

The present paper aims to outline the case for diversity gains for employers via virtual internships, while recognizing the role of government and educational support.

Abstract

Purpose

The present paper aims to outline the case for diversity gains for employers via virtual internships, while recognizing the role of government and educational support.

Design/methodology/approach

In the context of Australian employment statistics about people with disabilities, the actors, key issues and barriers to utilizing virtual internships are explored.

Findings

The results of an online survey with 24 career, access and inclusion service officers at Australian universities suggested that the large majority were unfamiliar with virtual internships, as many shared concerns about what kind of learning and mentoring opportunities such computer-mediated internships may provide to their students.

Practical implications

Employers embracing new e-HR developments may be particularly well situated to adopt virtual internships and combine these effectively with existing diversity initiatives, many of which already include mentoring and learning opportunities. A closer dialogue with career, access and inclusion services may further support a fruitful knowledge exchange and reduce the concerns of educational representatives about virtual internships and their usefulness to increase the employment prospects of people with disabilities.

Originality/value

At present, virtual internship programs remain the exception, and are often not connected with diversity initiatives, nor are virtual internships well known among student services. However, virtual internships represent a promising opportunity for employers who wish to access untapped national (or even international) talent pools and thus candidates that would benefit from and contribute to their diversity initiatives.

Details

Strategic HR Review, vol. 18 no. 3
Type: Research Article
ISSN: 1475-4398

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