Results 221 to 230 of about 31,248,239 (272)
Some of the next articles are maybe not open access.
Aiming for Strategic e-HRM: Motives and Consequences of e-HRM Implementation in an MNC
2017Abstract Purpose The purpose of this study is to explore e-HRM in MNC setting from various stakeholder´s perspectives. The chapter aims to understand the motives behind the implementation of e-HRM in an MNC.
Jukka-Pekka Heikkilä +2 more
openaire +1 more source
2018
This chapter addresses the relevance and importance of cloud computing in e-HRM. The hyper competitive and challenging business environment have forced modern organisations to constantly search for cost savings, time efficiency, flexibility, scalability and improved performance in all aspects of management, including HRM.
Vinit Ghosh, Nachiketa Tripathi
openaire +1 more source
This chapter addresses the relevance and importance of cloud computing in e-HRM. The hyper competitive and challenging business environment have forced modern organisations to constantly search for cost savings, time efficiency, flexibility, scalability and improved performance in all aspects of management, including HRM.
Vinit Ghosh, Nachiketa Tripathi
openaire +1 more source
2018
For research in electronic Human Resource Management (e-HRM), the ongoing diffusion of sophisticated information technology (IT) in HRM invokes critical questions concerning the role and status of technology in theoretical contemplation and empirical analysis.
Markus Ellmer, Astrid Reichel
openaire +1 more source
For research in electronic Human Resource Management (e-HRM), the ongoing diffusion of sophisticated information technology (IT) in HRM invokes critical questions concerning the role and status of technology in theoretical contemplation and empirical analysis.
Markus Ellmer, Astrid Reichel
openaire +1 more source
International Journal of Human Resource Studies, 2012
Today, HR is not treated as a single function. It’s a collection of highly specialized capabilities — each with distinct objectives, tasks and needs. There is an ever-increasing pressure on Human Resource (HR) function to support strategic goals and to focus on value adding activities.
Puja Sareen, K. Venkat Subramanian
openaire +1 more source
Today, HR is not treated as a single function. It’s a collection of highly specialized capabilities — each with distinct objectives, tasks and needs. There is an ever-increasing pressure on Human Resource (HR) function to support strategic goals and to focus on value adding activities.
Puja Sareen, K. Venkat Subramanian
openaire +1 more source
2018
This chapter examines the theoretical and empirical trends associated with e-talent – the use of information technology in talent management. It explores how the concepts of talent and talent management can be attributed meanings by stakeholders within organisations and the widely proclaimed benefits of information technology for talent management. The
openaire +1 more source
This chapter examines the theoretical and empirical trends associated with e-talent – the use of information technology in talent management. It explores how the concepts of talent and talent management can be attributed meanings by stakeholders within organisations and the widely proclaimed benefits of information technology for talent management. The
openaire +1 more source
2011
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.
openaire +1 more source
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.
openaire +1 more source
International Journal of Technology and Human Interaction, 2010
In the growing challenge of managing people, Human Resources need effective artifacts to support decision making. On Line Analytical Processing is intended to make business information available for managers, and HR departments can now encompass this technology.
Alysson Bolognesi Prado +2 more
openaire +2 more sources
In the growing challenge of managing people, Human Resources need effective artifacts to support decision making. On Line Analytical Processing is intended to make business information available for managers, and HR departments can now encompass this technology.
Alysson Bolognesi Prado +2 more
openaire +2 more sources
E-HRM Challenges and Opportunities
2009HR executives are looking to technology and the information it provides to help them drive decisions that will lead to success of the organization as a whole (Wilcox, 1997). Snell, Stueber, and Lepak (2002) observe that HR can meet the challenge of simultaneously becoming more strategic, flexible, cost-efficient, and customer-oriented by leveraging ...
openaire +1 more source
2018
Social media has had a profound influence on various business aspects, including human resources (HR). This chapter outlines differences between personal and professional social media platforms, identifies challenges associated with the rapidly changing nature of social media, and describes social media user patterns.
openaire +1 more source
Social media has had a profound influence on various business aspects, including human resources (HR). This chapter outlines differences between personal and professional social media platforms, identifies challenges associated with the rapidly changing nature of social media, and describes social media user patterns.
openaire +1 more source
Does IT governance matter in e-HRM?
International Journal of Business Information Systems, 2010Information Technology (IT) governance is the responsibility for systematically making decisions that will impact the use of IT in a firm. It has been touted as "the single most important predictor of the value an organization generates from IT" (Weill and Ross, 2004, pp.3-4).
Miguel R. Olivas-Lujan +1 more
openaire +1 more source