A Framework of E-HRM Information Systems in Fashion Enterprise

A review of digital fashion research: before and beyond communication and marketing

“…Additionally, it reviewed updated methods of managing human capital, including the development of E-HRM systems (Ma, 2010), the possible contribution of technology for HR practices, such as well-being, social volunteering initiatives and female entrepreneurial activities (Trequattrini, Manfredi, Lardo, & Cuozzo, 2019). It addressed the possibilities brought by the integration of technology and human knowledge (Fan & Qiao, 2010) and its impact on the digital skills, and competencies required by fashion companies.…”

“…First of all fashion communication and marketing, through the adoption of digital tools creates a fertile ground for the improvement of business and customer relationships (Noris, Nobile, Kalbaska, & Cantoni, 2021). It had also an impact on fashion design and production, for proposing advancements in areas related to sustainable manufacturing and to the improvement of decision-making processes and HRM systems (James, Roberts, & Kuznia, 2016;Ma, 2010;McQuillan, 2020;Yu, Choi, Hui, & Ho, 2011). It also influenced culture and society, impacting education and human being's everyday life (Chun, 2011;Ebling, 2016;Harris, 2008;Ryan, 2020).…”

The Role of Electronic Human Resource Management in Contemporary Human Resource Management

“…Chan argued that facilitating conditions have a positive impact on user satisfaction; and this relationship was confirmed in their study. Liang, Xue, Ke and Wei demonstrated that the facilitating conditions have significant influences on information technology use [32].…”

“…As to E-HRM in the context of China, research seems to be limited to E-HRM implementation in a local enterprise (Xin, 2010) [32] or E-HRM implementation challenges in a state-owned enterprise (SOE) (Zhang and Wang, 2006) [33]. We must note that there are several features of the Chinese institutional environment that are likely to influence the deployment and utilization of E-HRM in China.…”