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Business, Information Technology, and Human Resource Strategy Alignment

Business, Information Technology, and Human Resource Strategy Alignment

Bettina Staudinger, Herwig Ostermann, Roland Staudinger
Copyright: © 2009 |Pages: 7
ISBN13: 9781599048833|ISBN10: 1599048833|EISBN13: 9781599048840
DOI: 10.4018/978-1-59904-883-3.ch017
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MLA

Staudinger, Bettina, et al. "Business, Information Technology, and Human Resource Strategy Alignment." Encyclopedia of Human Resources Information Systems: Challenges in e-HRM, edited by Teresa Torres-Coronas and Mario Arias-Oliva, IGI Global, 2009, pp. 117-123. https://doi.org/10.4018/978-1-59904-883-3.ch017

APA

Staudinger, B., Ostermann, H., & Staudinger, R. (2009). Business, Information Technology, and Human Resource Strategy Alignment. In T. Torres-Coronas & M. Arias-Oliva (Eds.), Encyclopedia of Human Resources Information Systems: Challenges in e-HRM (pp. 117-123). IGI Global. https://doi.org/10.4018/978-1-59904-883-3.ch017

Chicago

Staudinger, Bettina, Herwig Ostermann, and Roland Staudinger. "Business, Information Technology, and Human Resource Strategy Alignment." In Encyclopedia of Human Resources Information Systems: Challenges in e-HRM, edited by Teresa Torres-Coronas and Mario Arias-Oliva, 117-123. Hershey, PA: IGI Global, 2009. https://doi.org/10.4018/978-1-59904-883-3.ch017

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Abstract

Businesses are subject to a constant process of change irrespective of whether this change is intended or not. Along with incorporating basic strategic management ideas into overall business thinking in the 1980s, companies worldwide have tried to influence these change processes as well as determine their corresponding objectives and underlying decisions on a time-axis and have hence taken efforts to methodically anticipate organization evolution (Hamel & Prahalad, 1994; Porter, 1980). Depending on the size and industry of the company, this strategic approach to corporate management may be highly complex as the intended anticipation of the company’s future development demands considering periods of time instead of single dates and furthermore involves integrating variants, prospects and threats in order to increase the company’s capability of action (Chakravarthy, 1986; Kappler, 1995; Perrow, 1984; Steinmann & Schreyögg, 2000).

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