Making Sense of e-HRM

Foster, Steve

doi:10.4018/978-1-60566-304-3.ch001

Cited by 9 publications

(5 citation statements)

References 18 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Finally, of the various models of HRM practices described in the literature (eg 13 ), including in relation to HRIS (eg 5 ), we chose to adapt Foster’s E-HRM Landscape model 14 to classify our studies (see Figure 3), as it covers the majority of the HRM practices mentioned in the reviewed articles. To the verbs describing core objectives of HRIS in the e-HRM Landscape we added “interact,” taking account of HRIS modules described as self-service, HR portals, or HR Intranets.…”

Section: Methodsmentioning

confidence: 99%

Human resource information systems in health care: a systematic evidence review

Tursunbayeva

Bunduchi

Franco

et al. 2016

Journal of the American Medical Informatics Association

View full text Add to dashboard Cite

Objective: This systematic review aimed to: (1) determine the prevalence and scope of existing research on human resource information systems (HRIS) in health organizations; (2) analyze, classify, and synthesize evidence on the processes and impacts of HRIS development, implementation, and adoption; and (3) generate recommendations for HRIS research, practice, and policy, with reference to the needs of different stakeholders. Methods: A structured search strategy was used to interrogate 10 electronic databases indexing research from the health, social, management, technology, and interdisciplinary sciences, alongside gray literature sources and reference lists of qualifying studies. There were no restrictions on language or publication year. Two reviewers screened publications, extracted data, and coded findings according to the innovation stages covered in the studies. The Critical Appraisal Skills Program checklist was adopted to assess study quality. The process of study selection was charted using a Preferred Items for Systematic Reviews and Meta-Analysis (PRISMA) diagram. Results: Of the 6824 publications identified by the search strategy, 68, covering 42 studies, were included for final analysis. Research on HRIS in health was interdisciplinary, often atheoretical, conducted primarily in the hospital sector of high-income economies, and largely focused uncritically on use and realized benefits. Discussion and Conclusions: While studies of HRIS in health exist, the overall lack of evaluative research raises unanswered questions about their capacity to improve quality and efficiency and enable learning health systems, as well as how sociotechnical complexity influences implementation and effectiveness. We offer this analysis to decision makers and managers considering or currently implementing an HRIS, and make recommendations for further research. Trial Registration: International Prospective Register of Systematic Reviews (PROSPERO): CRD42015023581. http://www.crd.york.ac.uk/PROSPERO/display_record.asp?ID=CRD42015023581#.VYu1BPlVjDU.

show abstract

Section: Methodsmentioning

confidence: 99%

Human resource information systems in health care: a systematic evidence review

Tursunbayeva

Bunduchi

Franco

et al. 2016

Journal of the American Medical Informatics Association

View full text Add to dashboard Cite

show abstract

“…The objective is to create an efficient, secure, and scalable system that improves and supports HR management in the organization. The technological architecture of e-HRM systems (Figure 3) generally includes core technologies, functional modules, support modules, and the presentation layer [73].…”

Section: Technological Structure Of E-hrmmentioning

confidence: 99%

“…Finally, the presentation layer serves to present the outputs of th With this, all layers shown in Figure 3 have been introduced. Many sou to define e-HRM, as well as its conceptual architecture and technologica Within the model of the technological structure of e-HRM, four levels can be identified: basic technologies, functional modules, supporting modules, and the presentation layer [73]. Basic technologies include key components supporting the operation of e-HRM systems:…”

mentioning

confidence: 99%

The Importance of e-Recruitment within a Smart Government Framework

Koman,

Toman,

Jankal

et al. 2024

Systems

View full text Add to dashboard Cite

This literary review examines the current state of research in the field of e-recruitment within the framework of smart government and its implementation in the context of modern public services. We elucidate the concepts of “smart government” as a concept of efficient, technologically supported public administration, and “electronic recruitment” as a process utilizing digital tools in the search and acquisition of suitable candidates for job vacancies. The objective of this review is to provide a brief overview of the current state of smart government, e-HRM (electronic human resource management), and e-recruitment, and analyze their interconnection. The selection of relevant sources followed the PRISMA method. In the context of defining the key functional module of e-HRM, the Grounded Theory Method (GTM) was employed. The final part of the methodological approach involved designing a research problem for future research. Specifically, the review focuses on defining the key functional module of e-HRM and proposes an orientation for future research that should concentrate on the impacts of e-recruitment on the efficiency of human resources within public services. The results of this study can serve as a foundation for future research aimed at optimizing and utilizing e-recruitment in the specific field of smart government.

show abstract

“…Collecting, storing, and updating employee information has "undergone" the biggest change, followed by other HR processes including applicant screening, training methods, performance evaluation, and more. Although the major motivation regarding the deployment of IT within the HRM function was to utilize processes for carrying out the aforementioned tasks, other beneficial benefits such as cost savings, improved service quality, increased productivity, etc., occurred (Ho & Mallick, 2006;De Alwis, 2010;Foster, 2009). As a result, it's not shocking that more businesses are turning to IT solutions for this purpose, nor that the complexity of applications in this area is growing.…”

Section: Introductionmentioning

confidence: 99%

A Study on Electronic Human Resource Management (E-Hrm) Practices in Apex Footwear Limited

2023

BJMSR

View full text Add to dashboard Cite

This study looks at Apex Footwear Limited's Electronic Human Resource Management (E-HRM) practices. Human resource services are made available to a wider range of organizational stakeholders, such as HR departments and employees, through web-based technology in E-HRM. The study's inception followed a comprehensive exploration of the transition from traditional HR to E-HRM, recognizing the integral role of technology in enhancing HR functions, reducing time wastage, and creating a competitive advantage. The primary objective of this study is to investigate E-HRM practices within Apex Footwear Limited. Key goals include scrutinizing E-HRM practices across different departments, gauging employees' perceptions of E-HRM, assessing its impact on organizational development, identifying implementation obstacles, and providing pertinent recommendations for leveraging E-HRM to enhance organizational performance. The research adopts a descriptive-analytical approach, incorporating both primary and secondary data. A structured questionnaire comprising 11 questions on E-HRM was designed for the study. The study encompasses 80 administrative and management staff members at Apex Footwear Limited, ranging from top-level executives to supervisors, using a convenient sampling approach. The study confirms the positive impact of E-HRM on organizational performance, with employees demonstrating a high level of awareness and satisfaction regarding the system. The study uncovers various challenges in implementing E-HRM, including insufficient financial support, time management issues, and resistance to change. To overcome these challenges, the study recommends aligning E-HRM systems with HR needs, expanding options under E-HR technology, facilitating online training, regular system updates, fostering employee commitment, and adapting to work environment variables.

show abstract

Making Sense of e-HRM

Cited by 9 publications

References 18 publications

Human resource information systems in health care: a systematic evidence review

Human resource information systems in health care: a systematic evidence review

The Importance of e-Recruitment within a Smart Government Framework

A Study on Electronic Human Resource Management (E-Hrm) Practices in Apex Footwear Limited

Contact Info

Product

Resources

About