2005
DOI: 10.1002/hrm.20039
|View full text |Cite
|
Sign up to set email alerts
|

The application of change management theory to HR portal implementation in subsidiaries of multinational corporations

Abstract: Cataldo Dino RutaHR portals are complex information technology (IT)

Help me understand this report

Search citation statements

Order By: Relevance

Paper Sections

Select...
1
1
1
1

Citation Types

4
87
0
5

Year Published

2013
2013
2024
2024

Publication Types

Select...
6
3

Relationship

0
9

Authors

Journals

citations
Cited by 104 publications
(96 citation statements)
references
References 53 publications
4
87
0
5
Order By: Relevance
“…Many of the reporting activities, previously performed by HR professionals, can now be performed on-line by managers and employees [30,31]. On their own desktops, line managers have to perform appraisals, evaluate employee costs, generate HR reports (turnover, absenteeism), process training requests and oversee competence management.…”
Section: E-hrm and Strategic Benefitsmentioning
confidence: 99%
See 1 more Smart Citation
“…Many of the reporting activities, previously performed by HR professionals, can now be performed on-line by managers and employees [30,31]. On their own desktops, line managers have to perform appraisals, evaluate employee costs, generate HR reports (turnover, absenteeism), process training requests and oversee competence management.…”
Section: E-hrm and Strategic Benefitsmentioning
confidence: 99%
“…[30]). However, the findings also show that these goals are not clearly defined in practice, and that e-HRM is mostly directed at cost reduction and efficiency increases in HR services, rather than at improving the strategic orientation of HRM [12,30,31]. Recent studies have found that in nearly half of the companies with a completely integrated HRIS, the HR department was not viewed as a strategic partner [21].…”
Section: Introductionmentioning
confidence: 99%
“…As HRM is undoubtedly the most important unit of every organization for workforce development, information technology is also undoubtedly the empowerment force of HRM to achieve such targets. Survey of human resource counselors indicates that number of organizations used E-HRM has been increased and also, depth of using its information in organizations is being increased (Ruta, 2005). Ruël et al (2007) have defined E-HRM as a solution for implementation of strategies, policies and HRM methods in the organization through conscious and direct support using web-based canals.…”
Section: Electronic Human Resource Managementmentioning
confidence: 99%
“…-Allows employees to update and make decisions about their own personal information Lengnick-Hall & Moritz, 2003;Ruel, et al, 2004;Roehling, et al, 2005;Ruta, 2005;Martin, et al, 2009;Mohapatra, 2009 4) Improving HR strategic orientation:…”
Section: Hris Applicationsmentioning
confidence: 99%