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The Benefits of Using Technology in Human Resource Management

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DOI: 10.4018/978-1-59904-883-3.ch016
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MLA

Parry, Emma. "The Benefits of Using Technology in Human Resource Management." Encyclopedia of Human Resources Information Systems: Challenges in e-HRM. IGI Global, 2009. 110-116. Web. 16 Apr. 2014. doi:10.4018/978-1-59904-883-3.ch016

APA

Parry, E. (2009). The Benefits of Using Technology in Human Resource Management. In T. Torres-Coronas, & M. Arias-Oliva (Eds.) Encyclopedia of Human Resources Information Systems: Challenges in e-HRM (pp. 110-116). Hershey, PA: Information Science Reference. doi:10.4018/978-1-59904-883-3.ch016

Chicago

Parry, Emma. "The Benefits of Using Technology in Human Resource Management." In Encyclopedia of Human Resources Information Systems: Challenges in e-HRM, ed. Teresa Torres-Coronas and Mario Arias-Oliva, 110-116 (2009), accessed April 16, 2014. doi:10.4018/978-1-59904-883-3.ch016

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Abstract

The use of technology within human resource management has grown considerably over the last decade with the majority of organizations now using some form of HR information system (HRIS). For instance, in Europe, Watson-Wyatt (2002) found that 70% of the organizations surveyed used the Internet or Intranet to deliver HR services to employees with most respondents planning to enhance substantially their e-HR capabilities over the two years after the survey. In the UK alone, survey research by the Chartered Institute of Personnel and Development in 2005 showed that 77% of organizations used an HRIS. Research from Cranfield School of Management in 2003 found an even higher proportion of companies using HRIS at 82%. An HRIS can perform a number of functions from the simple storage and communication of information, to more complex transactions. As technology advances, the range of functions that an HRIS can undertake increases. The use of HRIS can provide a number of benefits to the HR function, line managers, and the wider organization. On one level, the use of technology has been shown to lead to faster, more accurate and more efficient processes, and reduced HR costs. Technology can also be used to provide HR information and to enable managers and employees to perform simple HR tasks themselves. On another level, the use of HRIS to reduce the administrative and transactional burden on the HR function can lead to a change in the structure of HR and allow the function to play a more strategic role in the organization. The reasons behind an organization’s introduction of an HRIS may vary considerably from the need to facilitate efficient processes or cut costs, to improve communication and customer service, or the desire to create a shift in the role of the HR function from one that is mainly administrative to one that is more strategic. This chapter will discuss the potential impacts of technology on HRM in terms of the possible rationale behind the introduction of an HRIS. The chapter will draw on the past literature on HRIS as well as on case study research conducted by the author in conjunction with the Chartered Institute of Personnel and Development (Parry, Tyson, Selbie, & Leighton, 2006) to examine the possible components of a business case for HRIS and the benefits that such systems can potentially offer to an organization.
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Background

For the purpose of this article, we will use Tannenbaum’s (1990) definition of an HRIS as a system that is used to “acquire, store, manipulate, analyze, retrieve, and distribute information about an organization’s human resources” (p. 27). Kovach and Cathcart (1999) have used a similar definition of HRIS as any system for “collecting, storing, maintaining, retrieving and validating data needed by an organization about its human resources” (p. 275). An HRIS can have a wide range of uses and can range in complexity from simple spreadsheets, enabling complex calculations to be performed easily, to comprehensive HRIS solutions (see Kovach et al. for a discussion of the uses of HRIS). Technology may be used for different purposes within particular HR functions—for recruitment and selection, performance evaluation, compensation and benefits, training and development, health and safety, employee relations and legal issues, and retention and work-life balance (Enshur, Nielson, & Grant-Vallone, 2002); or to manage HR and employee information across the entire employment cycle. Martinsons (1994) distinguished between “unsophisticated” use of technology in HR such as payroll and benefits administration and “sophisticated” use such as recruitment and selection, training and development and performance appraisal. Organizations can also extend services directly to managers and employees via the Internet or Intranet using self-service systems.

As an HRIS can be used in such a wide variety of ways, it stands to reason that the reasons behind an organization’s introduction of technology and the benefits that a company may realize as a result of an HRIS will also vary. Ngai and Wat (2006) observed that organizations need to be convinced of the benefits of HRIS for their company before they implement such a system. Therefore, an analysis of the potential benefits of technology in HRM is important both for HR practitioners and academics in this area. An examination of the literature suggests that the impact of technology in HRM falls into two main areas—the impact on the efficiency of the delivery of HR processes and the impact on the role of the HR function itself.

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Foreword
Mila Gascó-Hernandez
Chapter 1
Bonnie S. O’Neill, Todd Nilson
Developing trust among team members is critical for achieving high performance outcomes. Recently, global business operations necessitated working... Sample PDF
Achieving High Performance Outcomes through Trust in Virtual Teams
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Chapter 2
Veronique Guilloux, Michel Kalika
The free licenses specify the principles of use and diffusion of the free software while supporting the open and collective innovation (Chesbrough... Sample PDF
An Activity Theory View of E-HR and Open Source
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Chapter 3
L. W. Murray, Alev M. Efendioglu
Given the increased globalization and 24/7 business operations, can we reasonably expect to rely on etraining to address a forecasted worldwide... Sample PDF
Addressing Global Labor Needs Using E-Training
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Chapter 4
Tobias Keim, Tim Weitzel
Information technology in the past decade has drastically changed the human resources function. Providing support for mainly administrative... Sample PDF
An Adoption and Diffusion Perspective on HRIS Usage
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Chapter 5
Eleanna Galanaki, Leda Panayotopoulou
Fairly recently numerous technological applications have emerged, claiming to cover nearly every “traditional” human resources management (HRM)... Sample PDF
Adoption and Success of E-HRM in European Firms
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Chapter 6
Gloria Lau, Val Hooper
Human resources are usually the most expensive resource in any organization. They thus need careful management. The aim of human resources... Sample PDF
Adoption of E-HRM in Large New Zealand Organizations
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Chapter 7
Victor C.X. Wang
A good question human resources development (HRD) and human resources management (HRM) practitioners ask is “why do we explore learning theories?”... Sample PDF
Andragogy and Pedagogy in Learning Theories
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Chapter 8
Peter M. Wald, Rainhart Lang
Nowadays, most human resources (HR) managers are confronted with cost pressure, the demand for offering “high-quality-HR services” and the necessity... Sample PDF
Approaches and Concepts to Restructuring Human Resources Management Functions
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Chapter 9
Ralf Burbach, Tony Dundon
The ever-increasing capabilities of human resource information technology (HRIT) and human resource information systems (HRIS) have presented HR... Sample PDF
Assessing Information Technology Capability versus Human Resource Information System Utilization
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Chapter 10
Sharon Cox
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Assessing the Impact of Mobile Technologies on Work-Life Balance
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Chapter 11
Luiz Antonio Joia, José Antonio Alves Silva
The scope of this article is to conduct research into the influence of the Internet on processes of personnel recruitment, in light of the growing... Sample PDF
Assessing the Use of Internet in the Recruiting Process
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Chapter 12
Jorge Valdés-Conca, Lourdes Canós-Darós
Achieving success in today’s uncertain environment is a complex and dynamic task. Companies are forced to make keen decisions for survival... Sample PDF
B2E Relationships, Intranets, and Competency Management
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Chapter 13
Roman Povalej, Peter Weiß
In this article certain pillars as basics are presented being necessary to develop Web services (W3C, 2007) supporting human resource (HR) processes... Sample PDF
Basics to Develop Web Services for Human Resources
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Chapter 14
Herwig Ostermann, Bettina Staudinger, Roland Staudinger
In its most general term a benchmark represents a point of reference from which measurements can be conducted. Translated into a business context... Sample PDF
Benchmarking Human Resource Information Systems
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Chapter 15
Diana Benito Osorio
The history of home working in Western economies can only be understood by means of changes in the systems of production in Europe and North America... Sample PDF
The Benefits of Home-Based Working's Flexibility
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Chapter 16
Emma Parry
The use of technology within human resource management has grown considerably over the last decade with the majority of organizations now using some... Sample PDF
The Benefits of Using Technology in Human Resource Management
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Chapter 17
Bettina Staudinger, Herwig Ostermann, Roland Staudinger
Businesses are subject to a constant process of change irrespective of whether this change is intended or not. Along with incorporating basic... Sample PDF
Business, Information Technology, and Human Resource Strategy Alignment
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Chapter 18
Peter Stokes
Within the broad context of human resource management (HRM), the professional growth and improvement of employees, particularly managers, through... Sample PDF
Challenges of Simulation in Management Development
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Chapter 19
Jacqueline A. Gilbert
The World Wide Web (WWW) was initially written as a “point and click hypertext editor” (Berners-Lee, 1998, para. 2). Used as a search device by... Sample PDF
Collaboration Intricacies of Web 2.0 for Training Human Resource Managers
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Chapter 20
Ewan Oiry
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Collaborative Technologies, Applications, and Uses
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Chapter 21
Communities of Practice  (pages 142-148)
Gonçalo Costa
A dynamic and constant change, characteristic of the existent paradigm, imposes that organizations assume, as an imperative, the need to be... Sample PDF
Communities of Practice
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Chapter 22
Alfonso Urquiza
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Competency Management Information Systems
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Chapter 23
Anke Diederichsen
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Chapter 24
Krista J. Crawford-Mathis
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Concepts and Challenges of E-Leadership
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Chapter 25
Ricardo Colomo-Palacios, Juan Miguel Gómez-Berbís, Angel Garcia-Crespo, Cristina Casado-Lumbreras
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Chapter 26
Baiyin Yang
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Chapter 27
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Conflict Resolution in E-HRM Environments
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Chapter 28
Ana Isabel Jiménez-Zarco, María Pilar Martínez-Ruiz, Óscar González-Benito
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Consequences and Strategic Implications of Networked Enterprise and Human Resources
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Chapter 29
Wendy R. Carroll
Technology advances have dramatically affected the ways in which we manage and organize work. With new evolutions of technologically mediated... Sample PDF
Considering Call Center Developments in E-HRM
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Chapter 30
Tanya Bondarouk, Jan Kees Looise
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A Contingency Perspective on the Implementation of E Performance Management
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Chapter 31
Marina Burakova-Lorgnier
The philosophic premises of the social capital theory (SCT) number centuries of years. However, the term itself became explicit only in the second... Sample PDF
Contributions of Social Capital Theory to HRM
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Chapter 32
Zuzana Sasovova, Roger Th. A.J. Leenders
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Chapter 33
Bettie C. Hall, Nancy A. Inskeep
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Chapter 34
Martin Burgard, Franca Piazza
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Data Warehouse and Business Intelligence Systems in the Context of E-HRM
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Chapter 35
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Developing an Innovative Curriculum to Prepare Networking Professionals for the Global Marketplace
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Chapter 36
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Developments, Controversies, and Applications of Ergonomics
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Chapter 37
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From an historical perspective, human resource (HR) activities rarely captured the respect of line executives who often view this area as “staff... Sample PDF
The Diffusion of HRITs Across English- Speaking Countries
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Chapter 38
Paul Capriotti
In Castells’ (2001) definition of the information society, the term information refers to a specific form of social organization in which the... Sample PDF
E-Communication in the Information Society and the Impact of New Technologies on Employee Communication
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Chapter 39
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Effective Leadership in Virtual-Like Organizational Arrangements
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Chapter 40
Jonas F. Puck, Anda Paul
The use of technology in personnel recruiting has increased tremendously within the last few years. In particular, the World Wide Web (www) has... Sample PDF
Efficiency of Electronic Recruiting Methods
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Chapter 41
Rhoda C. Joseph, Souha R. Ezzedeen
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E-Government and E-HRM in the Public Sector
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Chapter 42
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The human resources (HR) profession has had a rich history: that is, from the concept of labor unions in 1930 to the creation of selection tools in... Sample PDF
E-HRM as a Reality in Virtual World
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Chapter 43
Alok Mishra
HR executives are looking to technology and the information it provides to help them drive decisions that will lead to success of the organization... Sample PDF
E-HRM Challenges and Opportunities
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Chapter 44
Marko Kesti, Antti Syväjärvi, Jari Stenvall
The human resource management (HRM) can be structured according to different key perspectives (e.g., Stone, 2002). One viewpoint concerns the... Sample PDF
E-HRM in Competence Recognition and Management
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Chapter 45
Chen H. Chung
Motivation deals with the understanding of what makes people work and the approaches to making people work (Donnelly, Gibson, & Ivancevich, 1992).... Sample PDF
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Chapter 46
Thomas L. Case, Robert Hoell
Performance management systems are tools that measure employee performance in terms of meaningful standards and goals, in a manner that aligns... Sample PDF
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Chapter 47
Daria Panina
Recent advances in technology have led to the rapid development of electronic monitoring in the workplace (Chen & Ross, 2007). Electronic monitoring... Sample PDF
Electronic Monitoring in the Workplace
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Chapter 48
Bettie C. Hall, Nancy A. Inskeep
In the modern world with an increasingly independent and mobile workforce, the traditional relationship between an employer and its employees is... Sample PDF
Employee Incentives and Retention for an E-World
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Chapter 49
Punit Arora
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Employees and Corporate Social Performance
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Chapter 50
Crystal M. Harold, Kevin P. Nolan
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Employer Brand Image Review and Future Strategies
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Chapter 51
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Beginning with the upsurge of the industrial revolution and the subsequent implementation of labor division practices in most production processes... Sample PDF
An Employer-Employee Relationship Perspective on Rewards, Challenges,and Systems
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Chapter 52
Brian H. Cameron, Shaun C. Knight
In today’s global, hyper-competitive business environment, enterprise alignment is a top concern with senior management. With mergers, global joint... Sample PDF
Enterprise Alignment and the Challenge for Organization Development
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Chapter 53
Pramila Rao
Electronic human resource management (e-HRM) is the process of using online technology for human resource management activities, such as... Sample PDF
E-Recruitment in Emerging Economies
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Chapter 54
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Although many studies, such as Ball (2001), Chapman and Webster (2003), and West and Berman (2001) have shown how e-recruiting and e-selection... Sample PDF
E-Resourcing as an Effective Function of E-HRM Performance Linkage Models
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Chapter 55
Donna Galla
This article discusses the use of online or electronic e-training in ethical behavior and why this training is important to companies their... Sample PDF
E-Training in Ethical Behavior
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Chapter 56
Thomas L. Case, Geoffrey N. Dick, Craig Van Slyke
E-learning may be described as the utilization of technology to support the delivery of education. Although e-learning has been around for a long... Sample PDF
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Chapter 57
Casey G. Cegielski, Dianne Hall
During the decade of the 1990s, many firms engaged in widespread internal dissemination of information technology (IT) in an effort to leverage the... Sample PDF
An Exploration of the Perceived Value of Information Technology Certification between Information Technology and Human Resources Professionals
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Chapter 58
Eva Rimbau-Gilabert
The expansion of flexible work experienced since the 1980s in developed economies is consistent with a more generic trend towards organizational... Sample PDF
Exploring the Link between Flexible Work and Organizational Performance
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Chapter 59
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An information system (IS) is “a set of people, procedures, and resources that collects, transforms, and disseminates information in an... Sample PDF
Exploring the Relation between the Use of HRIS and their Implementation in Spanish Firms
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Chapter 60
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Extending Relationship Marketing to Human Resources Management Using the CaRM Approach to Personnel Recruitment
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Chapter 61
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In the late 1960s, a new type of information system came about: model-oriented DSS or management decision systems. By the late 1970s, a number of... Sample PDF
Group Support Systems as Tools for HR Decision Making
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Chapter 62
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The constant growth of the role that information technology (IT) is playing in business today has led to the development of new business models and... Sample PDF
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Chapter 63
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The aim of this chapter is to present the coevolution of technology and human resource management, considering the role of enabler that information... Sample PDF
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Chapter 64
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HRIS as Drivers to Introduce Total Quality in HRM
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Chapter 65
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Chapter 66
Rosemarie Reynolds, Shirley Fedorovich, Michael Williams
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Chapter 67
Charmine E.J. Härtel
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Human Resources as Manager of the Human Imprint
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Chapter 68
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Chapter 69
Kathryn J. Ready, Milorad Novicevic, Monica Evans
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Human Resources Information Systems Role in Sarbanes Oxley (SOX) Compliance
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Chapter 70
Veronique Guilloux, Michel Kalika
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Human Resources Outsourcing Strategies
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Chapter 71
Gregory G. Manley
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Chapter 72
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Chapter 73
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Chapter 74
Jeffrey M. Pollack
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Chapter 75
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There has been a transformation from individual work to team work in the last few decades (Ilgen, 1999), and many organizations use teams for many... Sample PDF
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Chapter 76
Milton Mayfield, Jacqueline Mayfield, Stephen Lunce
This article gives an overview on using a human resource information system (HRIS) to enhance tacit knowledge sharing. Developing and implementing... Sample PDF
Increasing Tacit Knowledge Sharing with an HRIS
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Chapter 77
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Chapter 78
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Chapter 79
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Software applications dealing with human resources and their skills, attitudes, and knowledge (such as e-learning systems, skills databases... Sample PDF
An Integrating Architecture for Competence Management
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Chapter 80
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Chapter 81
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Chapter 82
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Chapter 83
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Chapter 84
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IT and the Social Construction of Knowledge
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Chapter 85
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Chapter 86
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Chapter 87
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Information and communication technology (ICT) helps to remove barriers and improve mechanisms that support e-business. E-business involves... Sample PDF
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Chapter 88
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Chapter 89
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Chapter 90
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Chapter 91
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Chapter 92
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Chapter 93
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Chapter 94
Robert J. Mockler, Dorothy G. Dologite
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Chapter 95
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Chapter 96
Indira R. Guzman
Previous research about the people who work with information and communication technologies (ICT) have studied this group of workers from several... Sample PDF
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Chapter 97
Online Dispute Resolution  (pages 668-675)
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Chapter 98
J. Kratzer, Roger Th. A.J. Leenders, J.M.L. Van Engelen
Communication is a basic process of organization. When one conceives the organization as an everchanging system of interactions (White, 1992), one... Sample PDF
Orchestrating the Multi-Channel Character of Formal and Informal Communication in "Virtual Teams"
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Chapter 99
Francisco Javier Forcadell
Organizational democracy is achieved when the organization applies the principles of democracy to design the way it operates, cultivating a... Sample PDF
Organizational Factors for Implementing E-Democracy in Organizations
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Chapter 100
Dino Ruta
The aim of this article is to study the employee experience of human resource information systems (HRIS) as the sum of all perceptions that... Sample PDF
Organizational Implications of Managing the HRIS Employee Experience
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Chapter 101
María del Carmen Triana
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Organizational Justice in Virtual Team Settings
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Chapter 102
Siti Zubaidah Othman
Reasons for the low level usage of human resource information systems (HRIS) have been examined from various perspectives in the HRIS literature... Sample PDF
The Planning Fallacy and Utilization of Human Resources Information Systems
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Chapter 103
Kathleen P. King
The impact that e-learning has had on the workplace over the last 20 years is paramount. From video-conferencing to desktop Webinars, business has... Sample PDF
Podcasting as Mobile Learning
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Chapter 104
Bettina Staudinger, Herwig Ostermann, Roland Staudinger
Personnel administration is a part of general business administration and an integrative element of the process management of an enterprise.... Sample PDF
Process Standardization and Integration for Human Resource Administration
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Chapter 105
Michael J. Provitera
The purpose of this article is to review the extant literature on electronic-leadership (e-leadership) and illustrate how it has impacted human... Sample PDF
Processes, Prospects, and Promises of Electronic Leadership
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Chapter 106
Bettie C. Hall, Nancy A. Inskeep
Project management skills are essential in today’s business environment. In the case of electronic human resource management (e-HRM) projects, these... Sample PDF
Project Management Concepts for E-HRM
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Chapter 107
Evandro Bocatto, Eloísa Pérez-de-Toledo
A concept is a logical construction that is established in accordance with a framework and is part of it (Ferrari, 1977). According to this... Sample PDF
Redefining the Concept of HRIS
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Chapter 108
Yvan Leray
At the hour when the economic activities leaned with technology (e.g., the Internet) give some signs of maturity, the field of the economy of... Sample PDF
Relations between Knowledge Acquisition Forms and Sources of Power in Organization
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Chapter 109
Veronique Guilloux, Michel Kalika, Florence Laval
The first book devoted to intranets was published in the United States in 1996. However, theorists and experts worked in the 80’s on the topic about... Sample PDF
A Research Classification for HR Intranets
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Chapter 110
Victor C.X. Wang
To determine whether a country is well developed or not, one can look at how much intelligent work people in that country engage in. It is safe to... Sample PDF
The Right Work Ethic for Human Resource Managers
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Chapter 111
John Wang, Ruiliang Yan, Yanli Zhang
Project management is the discipline of defining and achieving targets while optimizing (or just allocating) the use of resources, that is, time... Sample PDF
Risks, Gaps, and Global Issues of Project Management
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Chapter 112
Amy E. Hurley-Hanson
“On Sept. 11, 2001, terrorists attacked the World Trade Center, killing 2,749 people. The attack resulted in severe economic impact, especially to... Sample PDF
The Role of HRIS in Crisis Response Planning
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Chapter 113
Pamela Marie Dixon, Paul M. Shelton
There has been a proliferation of adaptable work arrangements in United States (U.S.) organizations, which is driven by a convergence of information... Sample PDF
The Role of ICT in Support of Adaptable Work Arrangements
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Chapter 114
Ana Maria Ramalho Correia, Anabela Mesquita
The dominant discourse in education and training policies, at the turn of the millennium, was on lifelong learning (LLL) in the context of a... Sample PDF
The Role of Lifelong Learning in the Creation of a European Knowledge-Based Society
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Chapter 115
Marc-André Vilette
Many authors and journalists underline the dominate place of small and medium sized enterprises (SME) in the economy, especially in France: 60% of... Sample PDF
Shared-Time Work and E-HRM in Small and Medium Sized Enterprises
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Chapter 116
José Sanchez-Alarcos, Elena Revilla
For anyone with an education in literary or philosophical confines, coming across the word “semiotics” in a business dictionary might seem strange.... Sample PDF
The Sign-Meaning Chain and its Implications for the Organization
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Chapter 117
Ray Gibney, Thomas J. Zagenczyk, Marick F. Masters
Internet technology has enhanced the efficiency of the human resource (HR) function in organizations by making the use of self-service technology... Sample PDF
Social Capital and the Practice Lens Approach
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Chapter 118
Joseph Abiodun Bello
The literature of small group dynamics is replete with studies emanating from small group experimentalists interested in the subject matter of... Sample PDF
Social Cognitive Trust Model
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Chapter 119
Lichia Yiu, Raymond Saner
Human capital is seen as one of the key factor conditions contributing to national competitiveness and economic performance (Porter, 2002).... Sample PDF
Standards for Skill Training and Development
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Chapter 120
Rebecca Nthogo Lekoko
Managerial practices and changes can be understood and appreciated when placed in a historical context. Kramar (2006) suggests that the starting... Sample PDF
Supporting Work-Family Amalgamation through E-HRM
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Chapter 121
Stefan Strohmeier
The application of electronic human resource management (e-HRM) does rest heavily on underlying information technologies (IT). Up until now... Sample PDF
Technology, Functionality, and Applicability of Portals in E-HRM
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Chapter 122
Telemedicine Barriers  (pages 830-835)
María José Crisóstomo-Acevedo, José Aurelio Medina-Garrido
Telemedicine implies that there is an exchange of information, without personal contact, between two physicians or between a physician and a... Sample PDF
Telemedicine Barriers
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Chapter 123
Krista J. Crawford-Mathis
One of the key functions of the human resource division is the training and development of the organizational staff. Technology is forcing change... Sample PDF
Theory and Application of Leadership
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Chapter 124
Adeniji Anthonia Adenike
Employees are the most essential resource of an organization. They are vital to a company’s success. Without them, it would seize to exist.... Sample PDF
Tools and Techniques for Designing Effective Compensation Systems
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Chapter 125
Victor C.X. Wang
As organizational management in recent times has become more complex, adding the electronic effect to ameliorate human resource management is... Sample PDF
Traditional Leadership in Light of E-HRMS
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Chapter 126
José-Rodrigo Córdoba
In the era of globalization, the use of technologies like the Internet has created possibilities for individuals to interact across geographical... Sample PDF
Trans-Disciplinary Collaboration and Information Systems
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Chapter 127
Lauren Edelstein Henry, Doris Lee
Knowledge is considered a major asset for companies competing in today’s knowledge-based economy. Management and retention of this knowledge is a... Sample PDF
Transferring Knowledge in a Knowledge-Based Economy
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Chapter 128
Transformative Learning  (pages 871-876)
Kathleen P. King
Given the broad spectrum of life experience as we reach adulthood, our learning histories, abilities and preferences are as varied as we are. Thus... Sample PDF
Transformative Learning
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Chapter 129
Xiaoya Liang
Human resources management system (HRMS) is one of the core components in any major enterprise resource planning (ERP) application suite since its... Sample PDF
Transforming Compensation Management Practices through Web-Based Enterprise Technologies
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Chapter 130
Trust Multidimensionality  (pages 883-890)
Alfonso Miguel Márquez-García
Trust always exists in any form of personal relationship (Deutsch, 1958; Gambetta, 1988) and it is a basic concept to describe social interactions... Sample PDF
Trust Multidimensionality
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Chapter 131
José-Rodrigo Córdoba
It has not been long since the use of information technologies and systems has pervaded group processes inn organizations. There is a vast amount of... Sample PDF
Using Collaborative Technology in Group Facilitation
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Chapter 132
José M. Carretero-Gómez
Within the field of human resource management (HRM) there is a broad consensus recognizing that people is one of the key resources that impact... Sample PDF
Utility Analysis of HRM Effectiveness
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Key Terms in this Chapter

Business Case: A proposal addressing, at a high level, the business need that a project seeks to meet. It includes the reasons for the project, the expected business benefits, the options considered, the expected costs of a project, a GAP analysis and the expected risks.

Employee Self-Service: HR tools that enable employees to be responsible for the maintenance and updating of their personal data and to apply online for manager approval of certain requests (e.g. holidays).

E-HRM: Any HR system that is enabled electronically; see HRIS.

Business Partner: An HR professional who works with a specific client usually at the senior management level, who contributes to the design of the business strategy from a people perspective, and who helps advise or finds advice or key strategic issues.