The New Management in the Knowledge Society

As the world struggles to rise from the recent downfall and prevent another financial crisis, which becomes more and more visible for experts all around the world, organizations had to change their way of thinking and designing strategies in order to survive. It has become clearer than ever that the most valuable asset organizations nowadays posses is information, and it is their responsibility to transform it into knowledge and that into innovation so that they could gain the competitive advantage on an ever-changing and more and more selective market. This paper proposes to highlight the changes that took or should have taken place on the management level in the organizations in the context of the knowledge society we all live in

Successful Models of Implementation of e-HRM Systems in the Private Sector in Romania

The essential condition for attaining excellence in the informatized administration of the Human Resources Management (HRM) activities is the development and implementation of high-performance e-HRM systems. For this reason, any organization, regardless of her nature and dimensions, needs to make use of the implementation of an e-HRM IT system adapted to its specific needs, because the performances of the HR activities largely depend on the correlation of the software tools with the employees’ abilities. The identification of the benefits of the e-HRM systems and the impact of these systems on the managerial and, implicitly, organizational performances have become highly interesting subjects, both among the theorists and among the practitioners worldwide. In order to detail the effects and the benefits of the implementation of the e-HRM system, we considered it useful to present a case study focused on a private firm of Romania: Arcelor Mittal Company of Galaţi, namely a Steel Mill

The Research in e-HRM: Relevance and Implications in the Knowledge Society

This article aims to review current empirical research on electronic Human Resource Management (e-HRM) and discusses some implications for future research, which will be focused on comparative analysis of how social and cultural factors might influence the implementation and development of e-HRM systems in different E.U. countries. Based on a definition and an initial framework, we analyzed the surveys conducted in this field as well as the case studies focused on practical e-HRM applications, the examined topics and the relevant findings. Another goal of this study is to highlight the gaps between e-HRM and HRIS (Human resource information system), which refers to ICT systems used within HR departments We are also interested in assessing the opportunities provided by Web 2.0 technologies for e-recruitment, the first field of human resource management to make extensive use of web-based technology