Digitalization in the Human Capital Management

Štaffenová, Nikola; Kucharčíková, Alžběta

doi:10.3390/systems11070337

Cited by 6 publications

(2 citation statements)

References 85 publications

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“…Human resources information system (HRIS) can be defined as an information system that ensures effective work in human resources (HR). Such a system's essence is providing information for the implementation of personnel processes in sufficient content, scope, quality, and time (Vrabcová, Urbancová, 2021;Staffenova, Kucharcikova, 2022). HRIS aims to support personnel department employees with effective HR management.…”

Section: Human Resources Information Systemmentioning

confidence: 99%

Risk management in a human resources information system

Koman,

Toman,

Jankal

et al. 2023

JESI

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Employee recruitment is among the most critical processes performed in businesses. Nowadays, it is more and more frequently implemented online. Companies switch to e-recruitment, utilising information and communication technologies (ICT). This article aims to identify the risks emerging while implementing such a solution and set the risk management steps to sustain the business's long-term operation. The analysis is based on secondary as well as primary data. Multiple methods were applied: observation, questionnaire survey, semi-structured interviews, case study analysis, comparison, and synthesis. The authors' original case study was created to reduce employee turnover via a new approach to the recruitment process. Research questions and hypotheses focus on examining the relationship between the length of the employee's employment and how they were approached in the recruitment process. The main findings include identifying key potential risks jeopardising the implementation of e-recruitment. The analysis concluded that no employee recruitment step in the selected business is performed online. The practical result of this research included the creation of the business's career website. This can inform the potential applicants about the business's activities. It was created to support individual activities of the employee recruitment process. Finally, recommendations were designed for the managers of other companies. They can use these in implementing ICT solutions for the recruitment process to support long-term sustainability.

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Section: Human Resources Information Systemmentioning

confidence: 99%

Risk management in a human resources information system

Koman,

Toman,

Jankal

et al. 2023

JESI

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“…The current trend of smart technologies considers the need to transform traditional methods of managing the public sector. In the current era of digitization and automation, it is essential to discuss the implementation of modern information systems and/or information technologies (IS/IT), including their application in the field of human resource management [13]. Advanced technologies such as artificial intelligence [14,15], big data [16], virtual reality [17], and blockchain [18,19] can significantly enhance the efficiency of these processes.…”

Section: Introductionmentioning

confidence: 99%

The Importance of e-Recruitment within a Smart Government Framework

Koman,

Toman,

Jankal

et al. 2024

Systems

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This literary review examines the current state of research in the field of e-recruitment within the framework of smart government and its implementation in the context of modern public services. We elucidate the concepts of “smart government” as a concept of efficient, technologically supported public administration, and “electronic recruitment” as a process utilizing digital tools in the search and acquisition of suitable candidates for job vacancies. The objective of this review is to provide a brief overview of the current state of smart government, e-HRM (electronic human resource management), and e-recruitment, and analyze their interconnection. The selection of relevant sources followed the PRISMA method. In the context of defining the key functional module of e-HRM, the Grounded Theory Method (GTM) was employed. The final part of the methodological approach involved designing a research problem for future research. Specifically, the review focuses on defining the key functional module of e-HRM and proposes an orientation for future research that should concentrate on the impacts of e-recruitment on the efficiency of human resources within public services. The results of this study can serve as a foundation for future research aimed at optimizing and utilizing e-recruitment in the specific field of smart government.

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