E-HRM in Turkey: A Case Study

E-HRM in Turkey: A Case Study

Copyright: © 2011 |Pages: 11
DOI: 10.4018/978-1-60960-587-2.ch604
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Abstract

This chapter is about the role of electronic Human Resource Management (E-HRM) in Turkey. E-HRM can be briefly defined as the planning, implementation and application of information technology for both networking and supporting at least two individuals or collective actors in their shared performing of HR activities. New knowledge economy increased competition throughout the world and living in an age of massive technological evolution is changing the nature of business; especially e-business. E-business is challenging current HRM policies and functions as it uses internet technology to drive organizational performance. This study attempts to investigate several specific and critical points that will contribute to a better understanding of E-HRM by illustrating how it is used by a Turkish firm in the health sector. In this sense, the authors’ findings will try to exemplify how an E-HRM policy is realized. Our aim is to provide a model for the implementation of E-HRM in other companies.
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Background

As mentioned in the introduction part, living in age of massive technological evolution is changing the nature of business. This new business structure is named as electronic business(e-business) and can be defined as the overall business strategy that redefines the old business models and uses digital media and network technology to optimize customer value delivery (Karakanian, 2000, 1) which causes certain innovative changes in business life. These computer based innovative changes are especially found in customer relations, marketing, inventory control, and/or human resource management and are clearly affecting the way in which business is conducted.

The new mechanism introduced by e-business utilizes Internet-based computing, which supports the open flow of information between systems. For this purpose, e-business uses business portals (established over the Internet) to interact with customers (Mitchell, 2001).

Information systems have also been applied to HRM for decades. However, the way of using information systems and the way of processing information for HRM have evolved and dramatically improved over the last decade. As a result human resource management has also gone through a change process, especially in terms of HRM policies and functions.

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