7 research outputs found

    eHR Cloud Transformation: Implementation Approach and Success Factors

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    [EN] The article covers process models for HR IT projects and in particular for HR transformation projects. Based on the authors' experience, an applied process model for HR transformation projects in a cloud-based environment is derived. The article identifies findings applicable to the fields of organisation, business, and IT as well as decisions and critical success factors in the specific context of cloud-based HR solutions.Ziebell, R.; Albors Garrigós, J.; M.Schultz; Schoeneberg, KP.; Perelló Marín, MR. (2019). eHR Cloud Transformation: Implementation Approach and Success Factors. International Journal of Intelligent Information Technologies. 15(1):1-21. https://doi.org/10.4018/IJIIT.2019010101S12115

    Digital era and new methods for employee recruitment

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    The ever-increasing digitalization in today's business processes-and incredibly fast-growing markets- have created a more competitive business environment. And, this more competitive business environment has led companies to be more demanding regarding the employee qualifications as well as the quality of tasks carried out by these employees. Moreover, this change process has rendered the traditional human resources management methods inadequate, further digitizing the field of human resources. In this study, the authors examine the handling of recruitment functions within human resources management and the digitization process. Furthermore, they discuss both the basic dynamics of the e-recruitment processes, the tools of e-recruitment, as well as its advantages and disadvantages

    The role of E-HRM practices on digital era

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    The changes brought about by trends such as globalization, technological developments, and knowledgebased economy, and the speed of these changes are forcing the enterprises to create more innovative ways of doing business and business processes. This rapid change has also affected and altered human resources departments' way of business. In this chapter, the changes in human resources management functions and applications with the effect of technology during this time have been explained. In addition, the electronic human resources management process and its applications, which have been more important as a result of developed human resources technology, are examined and presented in this chapter

    Determining the requirements for e-selection in a small recruitment company - using the regulative cycle

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    The requirements for e-selection technology to be of practical use for Company T have been investigated. Company T’s main business is in identifying and seconding personnel, especially in the technical sector, and it had been anticipating a shortage in the supply of candidates. This served as the initial problem definition for this research. In order to cope with the expected situation, speed and accuracy were seen as of major importance in adopting e-selection. Using interviews, eleven issues were identified across two topics: namely, the use of web-based technologies, i.e., speed, and the use of personal characteristics, i.e., accuracy. These eleven potential problems were ranked using a focus group. Then, based on contemporary literature, solutions were proposed to counter these problems. Combining these solutions has led to a design in which it is proposed that valid psychological instruments should be applied and interpreted by skilled professionals. Further, extensive knowledge sharing is seen as vital when dealing with the large amount of tacit knowledge associated with the work at Company T. Finally, it was concluded that the web-based technologies should primarily support the core day-to-day work activities rather than be user-friendly or provide additional functionality

    Digitalization of human resources: E-HR

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    Recent decades brought about astonishing technologies that affected organizations in several ways. With the latest developments, organizations earned the capabilities to carry out their functions more efficiently and rapidly. Having several tasks affecting both interior and exterior customers, human resources departments also benefited from these technological developments. Owing to the digital revolution, e-HR emerged as a new way of practicing HRM activities with the latest web-based and computer-based tools and applications. These applications eased the work of HR professionals and served them the opportunity to focus on their core work, namely strategic human resources activities rather than procedural paperwork of the department. With a holistic and integrative approach, this digital transformation in HRM has been dispersed among all services in human resources including recruitment, career management, training and development, performance management, and compensation
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