Abstract
The aim of this chapter is to present the coevolution of technology and human resource management, considering the role of enabler that information technology (IT) can play in the reconfiguration of the human resource (HR) function. This approach combines theories on activities, competences, and knowledge and follows the concept of intellectual capital (IC), composed by at least three forms of capital, that is, human, social, and organizational (Sullivan, 2000; Youndt, Subramaniam, & Snell, 2004). This chapter focuses on the value that relations have in the organization. For this reason we shift from the concept of human resource management to the concept of relational resource management that is focused on the management of relations among activities, people, competences, and knowledge as a way to increase and maintain the value of intellectual capital. We present the concepts of HR portal and intellectual capital as a way to leverage knowledge contributing to the development of the relational resource management.
TopIntroduction
The aim of this chapter is to present the coevolution of technology and human resource management, considering the role of enabler that information technology (IT) can play in the reconfiguration of the human resource (HR) function. This approach combines theories on activities, competences, and knowledge and follows the concept of intellectual capital (IC), composed by at least three forms of capital, that is, human, social, and organizational (Sullivan, 2000; Youndt, Subramaniam, & Snell, 2004). This chapter focuses on the value that relations have in the organization. For this reason we shift from the concept of human resource management to the concept of relational resource management that is focused on the management of relations among activities, people, competences, and knowledge as a way to increase and maintain the value of intellectual capital. We present the concepts of HR portal and intellectual capital as a way to leverage knowledge contributing to the development of the relational resource management.
Key Terms in this Chapter
Social Capital: The connections at an organizational level, within different individuals and parts of the organization, and at interorganizational level and their ability to create and share knowledge.
Learning Object: The learning package of specific competences composed by different elements, such as contents, case studies, references, simulations, tests, videos, and so forth.
Intellectual Capital: The sum of the knowledge an organization is able to leverage in the process of conducting business to gain competitive advantage.
HR Portal: An application that enables companies to unlock internally and externally stored information, and provides users with a single gateway to personalized information needed to make informed business decisions.
Organizational Capital: All the knowledge within the company which has been institutionalized or codified through some instruments, like databases, routines, manuals, patents, and so forth.
Human Capital: There are four individual factors which, combined, define human capital: the genetic inheritance, the education, the experience, and attitudes about life and business.