Virtual HR: The impact of information technology on the human resource professional

Gardner, Sharyn D.; Lepak, David P.; Bartol, Kathryn M.

doi:10.1016/s0001-8791(03)00039-3

Cited by 134 publications

(121 citation statements)

References 37 publications

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“…[30]). However, the findings also show that these goals are not clearly defined in practice, and that e-HRM is mostly directed at cost reduction and efficiency increases in HR services, rather than at improving the strategic orientation of HRM [12,30,31]. Recent studies have found that in nearly half of the companies with a completely integrated HRIS, the HR department was not viewed as a strategic partner [21].…”

Section: Introductionmentioning

confidence: 99%

The strategic value of e-HRM: results from an exploratory study in a governmental organization

Bondarouk

Ruel

2013

The International Journal of Human Resource Management

104

101

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Section: Introductionmentioning

confidence: 99%

The strategic value of e-HRM: results from an exploratory study in a governmental organization

Bondarouk

Ruel

2013

The International Journal of Human Resource Management

104

101

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“…These goals are subject to external factors, such as the impact of globalisation, and lack a clear definition in the practice of e-HRM. From the literature review, it seems apparent that e-HRM is regarded as being mostly concerned with cost reduction and efficiency increases in the provision of HR services, rather than on improving the strategic orientation of HRM (Gardner, Lepak & Bartol, 2003;Parry & Tyson, 2011;Ruël et al, 2004;Ruta, 2005). It is argued that increasing the use of e-HRM allows HR professionals to improve their performance through participating more as internal consultants and focusing less on transactional and administrative duties, thereby providing value to the organisation and improving the standing of HRM in the organisation (Hussain, Wallace & Cornelius, 2007;Lawler & Mohrman, 2003).…”

Section: The Role Of Electronic Human Resource Managementmentioning

confidence: 99%

Electronic human resource management: Enhancing or entrancing?

Poisat

Mey

2017

SA j. hum. resour. manag.

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Orientation: This article provides an investigation into the current level of development of the body of knowledge related to electronic human resource management (e-HRM) by means of a qualitative content analysis. Several aspects of e-HRM, namely definitions of e-HRM, the theoretical perspectives around e-HRM, the role of e-HRM, the various types of e-HRM and the requirements for successful e-HRM, are examined.Research purpose: The purpose of the article was to determine the status of e-HRM and examine the studies that report on the link between e-HRM and organisational productivity.Motivation for the study: e-HRM has the capacity to improve organisational efficiency and leverage the role of human resources (HR) as a strategic business partner.Main findings: The notion that the implementation of e-HRM will lead to improved organisational productivity is commonly assumed; however, empirical evidence in this regard was found to be limited.Practical/managerial implications: From the results of this investigation it is evident that more research is required to gain a greater understanding of the influence of e-HRM on organisational productivity, as well as to develop measures for assessing this influence.Contribution: This article proposes additional areas to research and measure when investigating the effectiveness of e-HRM. It provides a different lens from which to view e-HRM assessment whilst keeping it within recognised HR measurement parameters (the HR value chain). In addition, it not only provides areas for measuring e-HRM’s influence but also provides important clues as to how the measurements may be approached.

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“…Important aspect of HRM and IT synergy is answering the question: "How application of information technologies affects human resources and human resources management?" Actual impact of using information technologies by human resources professionals is examined in [16]. It has been shown that more extensive use of IT enables HR professionals to make greater use of external professional links, to have increased information responsiveness by HR professionals and HR professionals have greater information autonomy.…”

Section: Related Workmentioning

confidence: 99%

Information Technologies in Human Resources Management: An Overview

Kansara¹,

Hafez²,

Kazi

2016

Proccedings of the ICAIIT2016

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Abstract. Human resources management is one of the most important areas that influence business performance. Information technologies applied within an organization brings integration of business processes and enables their functionality. Synergy of human resources management and application of information technologies is core architectural component of an organization that brings value to organizational processes outcomes. Therefore, it is of a great interest to determine their mutual influence. There are two mayor research perspectives of human resources management synergy with information technologies, that are presented in this paper: implementing information technologies in human resources management and influence of human resources management to information technology related projects and companies.

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Virtual HR: The impact of information technology on the human resource professional

Cited by 134 publications

References 37 publications

The strategic value of e-HRM: results from an exploratory study in a governmental organization

The strategic value of e-HRM: results from an exploratory study in a governmental organization

Electronic human resource management: Enhancing or entrancing?

Information Technologies in Human Resources Management: An Overview

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