How strategic considerations influence decision making on e-HRM applications

Schalk, René; Timmerman, Volken; Heuvel, Sjoerd van den

doi:10.1016/j.hrmr.2012.06.008

Cited by 63 publications

(48 citation statements)

References 25 publications

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“…Así, algunos estudios han proporcionado evidencia empírica sobre la necesidad del doble ajuste de la estrategia de -994-Intangible Capital -http://dx.doi.org/10.3926/ic.431 recursos humanos sugiriendo que una estrategia de recursos humanos consistentemente diseñada puede llevar a las empresas a mejorar sus resultados organizativos (Arthur, 1994;Huselid, 1995;Delery & Doty, 1996). No obstante, otros estudios han arrojado resultados no concluyentes acerca de estos efectos (Becker & Gerhart, 1996;Huselid, 1995;Wright et al, 2001;Schalk, Timmerman & Van Den Heuvel, 2013 Kaufman (2010) o Guest (2011 señalan , que a pesar de la rápida evolución de la disciplina, mostrando un progreso considerable en las últimas tres décadas, es necesario una mayor profundización que nos permita explicar mejor este vínculo. En este sentido, la forma en la que las empresas diseñan e implantan los sistemas de gestión de recursos humanos para ejecutar la estrategias de negocio aún parece ser una cuestión en continuo debate que debe ser profundizada (Huselid, 2011).…”

Section: Introductionunclassified

A theoretical model about the double strategic fit of the HRM strategy: Employees’ perceptions as connector between formulated and implemented HR practices

García-Carbonell

Alcázar

Gardey

2013

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ResumenObjeto: Partiendo de los resultados inconsistentes que la literatura ha mostrado acerca de la relación entre el rendimiento organizativo y la dirección de recursos humanos, este estudio discute la asociación entre ambas variables desde una perspectiva de proceso. Para ello, el artículo propone un modelo teórico que diferencia entre el doble ajuste (vertical y horizontal) definido y el realmente alcanzado en la implantación, considerando las percepciones de los trabajadores sobre el sistema de gestión como un factor determinante para explicar el éxito de las prácticas. Diseño/metodología: La investigación presenta una revisión teórica de varios campos de la literatura en materia de dirección de recursos humanos (perspectiva del doble ajuste y la fortaleza del sistema de gestión). Aportaciones y resultados:El artículo concluye con la propuesta de un modelo teórico alternativo que explica la relación entre la función de recursos humanos y en desempeño organizativo, introduciendo las percepciones de los empleados acerca del sistema de gestión como variable mediadora.Implicaciones prácticas: Las conclusiones apuntan a la importancia de la comunicación organizativa en los procesos de RRHH, el papel del responsable de -991-

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Section: Introductionunclassified

A theoretical model about the double strategic fit of the HRM strategy: Employees’ perceptions as connector between formulated and implemented HR practices

García-Carbonell

Alcázar

Gardey

2013

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“…").This isthegoalofournextresearchphase.Concluding,improvedprocessesrelatestotheefficiencyand effectivenessofthee-HRMsolutionitself.Anothercontributionofourresearchistheconfirmationof thegoodnessofthetechnologyacceptancemodedevelopedandappliedbyDavis(Davis1986,1989) asaframeworktomeasureacceptanceoftechnologybyevaluatingtheperceivedusefulnessaswell astheperceivedeaseofuse.OtherresearcherssuchasVoermansandVeldhoven(2007)appliedthis frameworktothee-HRMusagewithinacorporatecontext.ApplyingthisacceptancemodeltoHR Cloudbasedsolutionstoverifytheacceptanceandusefulness,isanadditionalfuturefieldofresearch. Schalk et al (2013) study the influencing factors for decisions to implement e-HRM and concludethatdecreasingcostisthedominantdriver.Withthechangedmarketenvironmentandthe newtechnology,itcanbeworthwhiletoverifyifnewdriversappearedoriftheorderofthedrivers haschanged.…”

Section: Limitations and Future Researchmentioning

confidence: 99%

eHR Cloud Transformation

Ziebell

Garrigós

Schultz

et al. 2019

International Journal of Intelligent Information Technologies

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The article covers process models for HR IT projects and in particular for HR transformation projects. Based on the authors' experience, an applied process model for HR transformation projects in a cloud-based environment is derived. The article identifies findings applicable to the fields of organisation, business, and IT as well as decisions and critical success factors in the specific context of cloud-based HR solutions.

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“…Decision making is one of the most vital processes to achieve the objectives of a firm, however many decisions are made without evidence based management. To compound the problem, future decision makers are often not able to take advantage of the experience of their predecessors (Schalk et al, 2013). It is clear that the most effective firms of the future will be those which make decisions focused on evidence based predictions (DeGregorio, 1999).…”

Section: System Dynamics For Business Model Decision Makingmentioning

confidence: 99%

Testing successful Business Model using System Dynamics

Ganzarain

Ruiz

Igartua

2019

Int. J. Prod. Manag. Eng.

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In our increasingly globalised economy, managing continuous change whilst remaining competitive and dynamic has become a central issue for firms in the industrial sector. One of the elements for obtaining this competitiveness is the value creation model of the firm. The most important challenges in firms are characterised by dynamic complexity which makes it difficult to understand factors in their context. Consequently management and decision making is hindered (Antunes et al., 2011). Business models are characterised by complexity and dynamism. Performance of the firm is a complex topic determined by the large amount of variables that can be involved in the system, and the different effects that influence the system in the short and long term. Due to this complexity a systemic view is required, that is, an holistic view of the whole system. Such a systemic view enables managers to make decisions based on evidence rather than intuition and personal experiences, as they understand how the whole system works. Thus, the main aim of this research is to use an empirical tool such as System Dynamics (SD), to support and sustain firms in the identification of new constructs related to their Business Model (BM).

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How strategic considerations influence decision making on e-HRM applications

Cited by 63 publications

References 25 publications

A theoretical model about the double strategic fit of the HRM strategy: Employees’ perceptions as connector between formulated and implemented HR practices

A theoretical model about the double strategic fit of the HRM strategy: Employees’ perceptions as connector between formulated and implemented HR practices

eHR Cloud Transformation

Testing successful Business Model using System Dynamics

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