Commenced in January 2007
Frequency: Monthly
Edition: International
Paper Count: 30076
Information Technologies in Human Resources Management - Selected Examples

Authors: A. Karasek

Abstract:

Rapid growth of Information Technologies (IT) has had huge influence on enterprises, and it has contributed to its promotion and increasingly extensive use in enterprises. Information Technologies have to a large extent determined the processes taking place in an enterprise; what is more, IT development has brought the need to adopt a brand new approach to human resources management in an enterprise. The use of IT in human resource management (HRM) is of high importance due to the growing role of information and information technologies. The aim of this paper is to evaluate the use of information technologies in human resources management in enterprises. These practices will be presented in the following areas: recruitment and selection, development and training, employee assessment, motivation, talent management, personnel service. Results of conducted survey show diversity of solutions applied in particular areas of human resource management. In the future, further development in this area should be expected, as well as integration of individual HRM areas, growing mobile-enabled HR processes and their transfer into the cloud. Presented IT solutions applied in HRM are highly innovative, which is of great significance due to their possible implementation in other enterprises.

Keywords: E-HR, human resources management, HRM practices, HRMS, information technologies.

Digital Object Identifier (DOI): doi.org/10.5281/zenodo.1106985

Procedia APA BibTeX Chicago EndNote Harvard JSON MLA RIS XML ISO 690 PDF Downloads 4838

References:


[1] D. L. Stone, J. H. Dulebohn, “Emerging issues in theory and research on electronic human resource management (eHRM)”, Human Resource Management Review 23 (2013), pp.1.
[2] H. Ruël, T. Bondarouk, J.C. Looise, “E-HRM: Innovation or irritation. An explorative empirical study in five large companies on web-based HRM”, Management Review, 15(3), 2004, pp. 364−381.
[3] S. Strohmeier, “Research in e-HRM: Review and implications”, Human Resources Management Review 17, 2007, pp. 20.
[4] T. Bondarouk, H. J.Ruël,” Electronic Human Resources Management: challenges in the digital era”, The International Journal of Human Resource Management, Vol.20, No.3, March 2009, pp. 507.
[5] T. Bondarouk, H. Ruël, “The strategic value of e-HRM: results from an exploratory study in a governmental organization”, The International Journal of Human Resource Management, Vol. 24, No. 2, January 2013, pp. 392.
[6] T.Bondarouk, H. Ruël, “Introduction to the special issue: electronic human resource management: challenges in the digital era”, International Journal of Human Resource Management, 20, 2009, pp.505-514.
[7] J.Marler, “Making human resources strategic by going to the Net: reality or myth?”, International Journal of Human Resource Management, 20, 2009, pp. 515-527.
[8] H. Ruël, H. van der Kaap, E-HRM Usage and Value Creation. Does a Facilitating Context Matter? Zeitschriftfür Personal forschung, 26(3), pp. 267.
[9] J. Marler, S. Fisher, “Evidence-based review of E-HRM and strategic human resources management”, Proceedings of the 3rd European academic workshop on electronic human resources management, 2010, Bamberg, pp.33-52.
[10] Sierra-Cedar, 2014-2015 HR Systems Survey, HR Technologies, Development Approaches, Integration, Metrics, and Value, 17th Annual Edition.
[11] D.S. Chapman, J. Webster, “The use of technologies in the recruiting, screening, and selection processes for job candidates, International Journal of Selection and Assessment”, 2003, 11, pp.113-120.
[12] B.R.Dineen, D.G. Allen, “Internet recruiting 2.0: Shifting paradigms” in K.Y.T. Yu & D.M. Cable (Eds). The Oxford Handbook of Recruitment. Oxford, Oxford University Press, 2014, pp. 383.
[13] https://www.jobvite.com/wpcontent/ uploads/2014/10/Jobvite_SocialRecruiting_Survey2014.pdf (access: 18.04.2015)
[14] D.L. Stone, D.L. Deadrick, K.M. Lukaszewski, R. Johnson, “The influence of technology on the future of human resources management”, Human Resource Management Review, 25, 2015, pp. 219.
[15] www.zoho.com
[16] M.Armstrong, Armstrong’s Handbook of Human Resources Management Practices, 11th edition, Kogan Page, pp. 655.
[17] L. Miller, ASTD 2012 State of Industry Report: Organizations Continue to Invest in Workplace Learning. TD Magazine, 66, 2012, pp. 42-48.
[18] J.H. Dulebohn, R.D. Johnson, Human resources metrics and decision support. A classification framework, Human Resources Management Review, 23, 71-83.
[19] http://elearningindustry.com/top-8-elearning-and-edtech-trends-2015 (access: 18.04.2015)
[20] http://blog.capterra.com/top-15-elearning-statistics-2014/ (access: 18.04.2015)
[21] http://venturebeat.com/2013/08/16/with-a-mobile-boom-learning-gamesare- a-1-5b-market-headed-toward-2-3b-by-2017-exclusive/ (access: 19.04.2015)
[22] http://www.skillsoft.com/ (access: 19.04.2015)
[23] S. C. Payne, M. T. Horner, W. R. Boswell, A. N. Schroeder, K. J. Stine- Cheyne, Comparison of online and traditional performance appraisal systems, Journal of Managerial Psychology, Vol. 24 No. 6, 2009, p. 526- 544.
[24] G.Zichermann, Ch. Cunningham, Gamification by Design: Implementing Game Mechanics in Web and Mobile, 2011, O'Reilly Media, p.20.
[25] R. E. Lewis, R. J. Heckman, Talent management: A critical review, Human Resource Management Review, Volume 16, Issue 2, June 2006, p.141.
[26] The Executive Guide to Integrated Talent Management Paperback, by Kevin Oakes (Editor), Pat Galagan (Editor), ASTD, 2011, p. 8.
[27] U. Konradt, T. Christophersen, U. Schaeffer-Kuelzb, Predicting user satisfaction, strain and system usage of employee self-services, Human- Computer Studies 64 (2006) 1141.
[28] http://www.sap.com/solution/lob/hr/software/employee-selfservice/ index.html (access: 18.04.2015)
[29] http://www.sap.com/solution/lob/hr/software/manager-selfservice/ index.html (access: 18.04.2015)
[30] 2013 - HR Service Delivery and Technology Survey Executive Summary Report, Tower Watson.