Web Based Organizing and the Management of Human Resources

The paper focuses on the consequences of web-based business-to-business transactions in medium and large old economy companies in particular and discusses the implications for HRM and HR professionals. Medium and large old economy companies can be involved in transactions within the new economy in different ways. First of all the paper gives an overview of the striking characteristics that distinguish web-based transactions from more traditional transactions. The paper continues with an overview of the different ways in which old economy companies are attempting to integrate elements of web-based organizing into their current business and the implications of it for human resources management. Three different ways of integration are distinguished:-Seeing the Net as an extension of normal market channels for buying and selling.-Using the Net to expand and improve current co-makership relationships amongst key suppliers (section 4).-Totally re-thinking business models before deciding on e-commerce strategy and practice, which implies desegregation and organizational revolution. Each of these areas will be highlighted and possible implications for human resources management and HR managers considered.human resource management;business to business transactions;human resource managers;web-based organizing

Web-Based Organizing In Traditional Brick-And-Mortar Companies: The Impact On HR

This chapter introduces the notion of how old economy brick-and-mortar firms are adapting their HRM policies and practices and the roles of their HR departments in light of newly introduced Web-based business-to-business transaction practices. It argues that the Internet has introduced three new business models in old economy companies: the Internet as a marketplace, the Internet as a supply chain integrator, and the Internet as a catalyst for business model redefinition. These innovative ways of organizing are providing HR with opportunities to rise to new challenges and increase their added-value to the firm

Possible Futures for the HR Function in Different Market Situations

A hypothetical model is made of the possible future prospects for the human resource management (HRM) function - as an internal, specialised function - within organisations. This model is based on two premises. Firstly that the market situation will influence how many and what type of employees have the power to influence organisational financial performance. And secondly that the type and number of employees with the ability to influence financial performance will in turn influence how the HRM process is managed. In order to develop this model the major roles of traditional and current HR function are first outlined and from these, six key areas of possible HR activities are then elicited. Four possible market scenarios differing in the degree to which employees can influence organisational financial performance are then outlined and related to these six key areas of possible HR activities. The results suggest that in four of the six key areas clear tendencies to outsource HR activities can be expected. However in the fifth area, that of the creation and development of High Performing Work Systems, the internal HR function may play an important role, but only within labour intensive organisations operating in highly competitive market situations .In contrast it is suggested that in the sixth area, that of long term organisational development and change, the internal HR function will have a key role across a variety of market and employee situations

Web Based Organizing and the Management of Human Resources

The paper focuses on the consequences of web-based business-to-business transactions in medium and large old economy companies in particular and discusses the implications for HRM and HR professionals. Medium and large old economy companies can be involved in transactions within the new economy in different ways. First of all the paper gives an overview of the striking characteristics that distinguish web-based transactions from more traditional transactions. The paper continues with an overview of the different ways in which old economy companies are attempting to integrate elements of web-based organizing into their current business and the implications of it for human resources management. Three different ways of integration are distinguished: -Seeing the Net as an extension of normal market channels for buying and selling. -Using the Net to expand and improve current co-makership relationships amongst key suppliers (section 4). -Totally re-thinking business models before deciding on e-commerce strategy and practice, which implies desegregation and organizational revolution. Each of these areas will be highlighted and possible implications for human resources management and HR managers considered

Perceptions About The ISO 9000 (2000) Quality System Standard Revision And Its Value: The Dutch Experience

The aim of the research reported in this paper is to assess the relative value of the 2000 version of the ISO 9000 series of quality management system standards in comparison to the 1994 version. 773 organisations in the Netherlands which have all been certified to the ISO 9000 standard were surveyed (a response rate of 21.4%) and of these only 22 had not yet converted to the 2000 version of the standard. Amongst the major findings are an overall positive perception of the value of the ISO 9000 (2000) quality system standard and a consistently higher appreciation of the 2000 version compared to the 1994 version

The E-Business Research Network: summary of the results of the Dutch pilot survey

A project has been started with the intention to develop an E-Business Research Network on E-business related research in business and management. The initiative has been taken in co-operation between Erasmus University and UMIST to develop a project in which the first stage concerns the development of a database of researchers and their activities in e-business related research in business and management. The next stage will be to investigate the needs in companies in relation to e-business. It is hoped that an Internet-based database will stimulate interaction and communication between the supply and demand sides of e-business related research. This assumption is based on our previous research in Quality Management conducted in the early to mid 1990's. This paper describes the project and also summarises the results of the first pilot questionnaire based on responses from researchers at universities in The Netherlands