Information Technologies in Human Resources Management - Selected Examples
Rapid growth of Information Technologies (IT) has
had huge influence on enterprises, and it has contributed to its
promotion and increasingly extensive use in enterprises. Information
Technologies have to a large extent determined the processes taking
place in an enterprise; what is more, IT development has brought the
need to adopt a brand new approach to human resources management
in an enterprise. The use of IT in human resource management
(HRM) is of high importance due to the growing role of information
and information technologies. The aim of this paper is to evaluate the
use of information technologies in human resources management in
enterprises. These practices will be presented in the following areas:
recruitment and selection, development and training, employee
assessment, motivation, talent management, personnel service.
Results of conducted survey show diversity of solutions applied in
particular areas of human resource management. In the future, further
development in this area should be expected, as well as integration of
individual HRM areas, growing mobile-enabled HR processes and
their transfer into the cloud. Presented IT solutions applied in HRM
are highly innovative, which is of great significance due to their
possible implementation in other enterprises.
[1] D. L. Stone, J. H. Dulebohn, “Emerging issues in theory and research on
electronic human resource management (eHRM)”, Human Resource
Management Review 23 (2013), pp.1.
[2] H. Ruël, T. Bondarouk, J.C. Looise, “E-HRM: Innovation or irritation.
An explorative empirical study in five large companies on web-based
HRM”, Management Review, 15(3), 2004, pp. 364−381.
[3] S. Strohmeier, “Research in e-HRM: Review and implications”, Human
Resources Management Review 17, 2007, pp. 20.
[4] T. Bondarouk, H. J.Ruël,” Electronic Human Resources Management:
challenges in the digital era”, The International Journal of Human
Resource Management, Vol.20, No.3, March 2009, pp. 507.
[5] T. Bondarouk, H. Ruël, “The strategic value of e-HRM: results from an
exploratory study in a governmental organization”, The International
Journal of Human Resource Management, Vol. 24, No. 2, January 2013,
pp. 392.
[6] T.Bondarouk, H. Ruël, “Introduction to the special issue: electronic
human resource management: challenges in the digital era”,
International Journal of Human Resource Management, 20, 2009,
pp.505-514.
[7] J.Marler, “Making human resources strategic by going to the Net: reality
or myth?”, International Journal of Human Resource Management, 20,
2009, pp. 515-527.
[8] H. Ruël, H. van der Kaap, E-HRM Usage and Value Creation. Does a
Facilitating Context Matter? Zeitschriftfür Personal forschung, 26(3),
pp. 267.
[9] J. Marler, S. Fisher, “Evidence-based review of E-HRM and strategic
human resources management”, Proceedings of the 3rd European
academic workshop on electronic human resources management, 2010,
Bamberg, pp.33-52.
[10] Sierra-Cedar, 2014-2015 HR Systems Survey, HR Technologies,
Development Approaches, Integration, Metrics, and Value, 17th Annual
Edition.
[11] D.S. Chapman, J. Webster, “The use of technologies in the recruiting,
screening, and selection processes for job candidates, International
Journal of Selection and Assessment”, 2003, 11, pp.113-120.
[12] B.R.Dineen, D.G. Allen, “Internet recruiting 2.0: Shifting paradigms” in
K.Y.T. Yu & D.M. Cable (Eds). The Oxford Handbook of Recruitment.
Oxford, Oxford University Press, 2014, pp. 383.
[13] https://www.jobvite.com/wpcontent/
uploads/2014/10/Jobvite_SocialRecruiting_Survey2014.pdf
(access: 18.04.2015)
[14] D.L. Stone, D.L. Deadrick, K.M. Lukaszewski, R. Johnson, “The
influence of technology on the future of human resources management”,
Human Resource Management Review, 25, 2015, pp. 219.
[15] www.zoho.com
[16] M.Armstrong, Armstrong’s Handbook of Human Resources
Management Practices, 11th edition, Kogan Page, pp. 655.
[17] L. Miller, ASTD 2012 State of Industry Report: Organizations Continue
to Invest in Workplace Learning. TD Magazine, 66, 2012, pp. 42-48.
[18] J.H. Dulebohn, R.D. Johnson, Human resources metrics and decision
support. A classification framework, Human Resources Management
Review, 23, 71-83.
[19] http://elearningindustry.com/top-8-elearning-and-edtech-trends-2015
(access: 18.04.2015)
[20] http://blog.capterra.com/top-15-elearning-statistics-2014/ (access:
18.04.2015)
[21] http://venturebeat.com/2013/08/16/with-a-mobile-boom-learning-gamesare-
a-1-5b-market-headed-toward-2-3b-by-2017-exclusive/ (access:
19.04.2015)
[22] http://www.skillsoft.com/ (access: 19.04.2015)
[23] S. C. Payne, M. T. Horner, W. R. Boswell, A. N. Schroeder, K. J. Stine-
Cheyne, Comparison of online and traditional performance appraisal
systems, Journal of Managerial Psychology, Vol. 24 No. 6, 2009, p. 526-
544.
[24] G.Zichermann, Ch. Cunningham, Gamification by Design:
Implementing Game Mechanics in Web and Mobile, 2011, O'Reilly
Media, p.20.
[25] R. E. Lewis, R. J. Heckman, Talent management: A critical review,
Human Resource Management Review, Volume 16, Issue 2, June 2006,
p.141.
[26] The Executive Guide to Integrated Talent Management Paperback, by
Kevin Oakes (Editor), Pat Galagan (Editor), ASTD, 2011, p. 8.
[27] U. Konradt, T. Christophersen, U. Schaeffer-Kuelzb, Predicting user
satisfaction, strain and system usage of employee self-services, Human-
Computer Studies 64 (2006) 1141.
[28] http://www.sap.com/solution/lob/hr/software/employee-selfservice/
index.html (access: 18.04.2015)
[29] http://www.sap.com/solution/lob/hr/software/manager-selfservice/
index.html (access: 18.04.2015)
[30] 2013 - HR Service Delivery and Technology Survey Executive
Summary Report, Tower Watson.
[1] D. L. Stone, J. H. Dulebohn, “Emerging issues in theory and research on
electronic human resource management (eHRM)”, Human Resource
Management Review 23 (2013), pp.1.
[2] H. Ruël, T. Bondarouk, J.C. Looise, “E-HRM: Innovation or irritation.
An explorative empirical study in five large companies on web-based
HRM”, Management Review, 15(3), 2004, pp. 364−381.
[3] S. Strohmeier, “Research in e-HRM: Review and implications”, Human
Resources Management Review 17, 2007, pp. 20.
[4] T. Bondarouk, H. J.Ruël,” Electronic Human Resources Management:
challenges in the digital era”, The International Journal of Human
Resource Management, Vol.20, No.3, March 2009, pp. 507.
[5] T. Bondarouk, H. Ruël, “The strategic value of e-HRM: results from an
exploratory study in a governmental organization”, The International
Journal of Human Resource Management, Vol. 24, No. 2, January 2013,
pp. 392.
[6] T.Bondarouk, H. Ruël, “Introduction to the special issue: electronic
human resource management: challenges in the digital era”,
International Journal of Human Resource Management, 20, 2009,
pp.505-514.
[7] J.Marler, “Making human resources strategic by going to the Net: reality
or myth?”, International Journal of Human Resource Management, 20,
2009, pp. 515-527.
[8] H. Ruël, H. van der Kaap, E-HRM Usage and Value Creation. Does a
Facilitating Context Matter? Zeitschriftfür Personal forschung, 26(3),
pp. 267.
[9] J. Marler, S. Fisher, “Evidence-based review of E-HRM and strategic
human resources management”, Proceedings of the 3rd European
academic workshop on electronic human resources management, 2010,
Bamberg, pp.33-52.
[10] Sierra-Cedar, 2014-2015 HR Systems Survey, HR Technologies,
Development Approaches, Integration, Metrics, and Value, 17th Annual
Edition.
[11] D.S. Chapman, J. Webster, “The use of technologies in the recruiting,
screening, and selection processes for job candidates, International
Journal of Selection and Assessment”, 2003, 11, pp.113-120.
[12] B.R.Dineen, D.G. Allen, “Internet recruiting 2.0: Shifting paradigms” in
K.Y.T. Yu & D.M. Cable (Eds). The Oxford Handbook of Recruitment.
Oxford, Oxford University Press, 2014, pp. 383.
[13] https://www.jobvite.com/wpcontent/
uploads/2014/10/Jobvite_SocialRecruiting_Survey2014.pdf
(access: 18.04.2015)
[14] D.L. Stone, D.L. Deadrick, K.M. Lukaszewski, R. Johnson, “The
influence of technology on the future of human resources management”,
Human Resource Management Review, 25, 2015, pp. 219.
[15] www.zoho.com
[16] M.Armstrong, Armstrong’s Handbook of Human Resources
Management Practices, 11th edition, Kogan Page, pp. 655.
[17] L. Miller, ASTD 2012 State of Industry Report: Organizations Continue
to Invest in Workplace Learning. TD Magazine, 66, 2012, pp. 42-48.
[18] J.H. Dulebohn, R.D. Johnson, Human resources metrics and decision
support. A classification framework, Human Resources Management
Review, 23, 71-83.
[19] http://elearningindustry.com/top-8-elearning-and-edtech-trends-2015
(access: 18.04.2015)
[20] http://blog.capterra.com/top-15-elearning-statistics-2014/ (access:
18.04.2015)
[21] http://venturebeat.com/2013/08/16/with-a-mobile-boom-learning-gamesare-
a-1-5b-market-headed-toward-2-3b-by-2017-exclusive/ (access:
19.04.2015)
[22] http://www.skillsoft.com/ (access: 19.04.2015)
[23] S. C. Payne, M. T. Horner, W. R. Boswell, A. N. Schroeder, K. J. Stine-
Cheyne, Comparison of online and traditional performance appraisal
systems, Journal of Managerial Psychology, Vol. 24 No. 6, 2009, p. 526-
544.
[24] G.Zichermann, Ch. Cunningham, Gamification by Design:
Implementing Game Mechanics in Web and Mobile, 2011, O'Reilly
Media, p.20.
[25] R. E. Lewis, R. J. Heckman, Talent management: A critical review,
Human Resource Management Review, Volume 16, Issue 2, June 2006,
p.141.
[26] The Executive Guide to Integrated Talent Management Paperback, by
Kevin Oakes (Editor), Pat Galagan (Editor), ASTD, 2011, p. 8.
[27] U. Konradt, T. Christophersen, U. Schaeffer-Kuelzb, Predicting user
satisfaction, strain and system usage of employee self-services, Human-
Computer Studies 64 (2006) 1141.
[28] http://www.sap.com/solution/lob/hr/software/employee-selfservice/
index.html (access: 18.04.2015)
[29] http://www.sap.com/solution/lob/hr/software/manager-selfservice/
index.html (access: 18.04.2015)
[30] 2013 - HR Service Delivery and Technology Survey Executive
Summary Report, Tower Watson.
@article{"International Journal of Business, Human and Social Sciences:70116", author = "A. Karasek", title = "Information Technologies in Human Resources Management - Selected Examples", abstract = "Rapid growth of Information Technologies (IT) has
had huge influence on enterprises, and it has contributed to its
promotion and increasingly extensive use in enterprises. Information
Technologies have to a large extent determined the processes taking
place in an enterprise; what is more, IT development has brought the
need to adopt a brand new approach to human resources management
in an enterprise. The use of IT in human resource management
(HRM) is of high importance due to the growing role of information
and information technologies. The aim of this paper is to evaluate the
use of information technologies in human resources management in
enterprises. These practices will be presented in the following areas:
recruitment and selection, development and training, employee
assessment, motivation, talent management, personnel service.
Results of conducted survey show diversity of solutions applied in
particular areas of human resource management. In the future, further
development in this area should be expected, as well as integration of
individual HRM areas, growing mobile-enabled HR processes and
their transfer into the cloud. Presented IT solutions applied in HRM
are highly innovative, which is of great significance due to their
possible implementation in other enterprises.", keywords = "E-HR, human resources management, HRM
practices, HRMS, information technologies.", volume = "9", number = "6", pages = "1883-6", }