The limits of institutional isomorphism in the design of e-recruitment websites: a comparative analysis of the USA and Spain

Simón, Cristina; Sousa, José Esteves

doi:10.1080/09585192.2015.1004186

Cited by 13 publications

(6 citation statements)

References 62 publications

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“…HRM functions in any organisations are significant and critical in improving and achieving the organisational objectives and strategy, and attaining competitive advantage (Ulrich et al , 2013; Sareen and Subramanian, 2012; Marler and Parry, 2015). As reported by De Cieri and Sheehan (2008), there are five primary HRM functions such as: recruitment and selection (Lievens et al , 2015; Simon and Esteves, 2016); training and development (Armstrong, 2016); performance management (Pulakos, 2009; Lawler, 2008); pay structure (Bhuiyan, 2013); and employment (Grugulis, 2016). …”

Section: Literature Review: From Hrm To E-hrmmentioning

confidence: 99%

“…E-HRM system involves evaluation of IT infrastructure and determining the readiness level of each infrastructure to implement e-HRM subsystem (Marler and Fisher, 2013; Simon and Esteves, 2016). Review of the literature suggests three major goals of e-HRM implementation: cost reduction, improving HR services and improving strategic orientation (Welbourne, 2010).…”

Section: Literature Review: From Hrm To E-hrmmentioning

confidence: 99%

“…However, there are some cases where government organisations attempted to implement (partially) e-HRM systems and faced many obstacles (Johnson et al , 2016; Heikkilä et al , 2014; Banerji, 2013). The challenges include the lack of e-HRM systems skilled workforce (Simon and Esteves, 2016; Samaduzzaman and Zaman, 2012), and unavailability of sophisticated IT infrastructure in government organisations (Jaradat, 2013). While a majority of studies on e-HRM focussed on the developed region, there are fewer studies in less developed countries such as Bangladesh (Bondarouk et al , 2017; Sanjeev and Makkar, 2014; Al-Dmour and Shannak, 2012).…”

Section: Introductionmentioning

confidence: 99%

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Factors influencing E-HRM implementation in government organisations

Rahman

Mordi

Nwagbara

2018

JEIM

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Purpose The purpose of this paper is to investigate the factors influencing the implementation of electronic human resource management (e-HRM) in Bangladesh government organisations. Recent research evidence has shown that e-HRM played a significant role in enhancing the performance of human resource (HR) departments in private sector organisations. While similar practices are expected from government domain, there is no empirical research evidence to support this proposition. Given the significant technological advancements today, e-HRM as a strategic tool has grown to encompass seamless functionality to support organisations in providing tactical capability, reducing cost and continuous service improvement as well as the quality of service delivery. Although several private and public sector organisations have implemented e-HRM, its application within government domain in developing regions is limited. This can be attributed to the bureaucratic nature of public sector organisation, which are often slow to adopt changes. Design/methodology/approach The study adopts a qualitative and multiple case study research approach. Findings The findings provide insights into the myth surrounding the lack of and slow implementation of e-HRM among public sector organisation in developing economies but also serve as empirical data for further research. Research limitations/implications The low level in the number of public organisations that have implemented e-HRM applications in developing countries may be responsible for the dearth of empirical studies in this area. The dearth of empirical studies and the need to understand the factors that influence the implementation of e-HRM in public sector organisations led the authors to investigate the factors influencing the implementation of e-HRM in public sector organisation. Practical implications Findings from two case organisations exhibit that such an approach contributes towards more healthy and robust decisions for e-HRM implementation and specifies that it is acceptable by the case study organisations. The findings from this research can serve as a source of understanding the particular context in which the study was undertaken. Moreover, it should serve as a catalyst for understanding organisations in similar socio-politico and economic context. Originality/value This research advances and contributes to the body of knowledge as it examines factors influencing the implementation of e-HRM in Bangladesh public sector organisations and proposes a model for e-HRM implementation in government organisations in developing economies. The e-HRM implementation research presented in this paper extends recognised standards for e-HRM implementation, by bringing together influential factors – benefits, barriers and risks, thus, enabling government organisations in developing nations to produce more vigorous proposals for e-HRM implementation.

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Section: Literature Review: From Hrm To E-hrmmentioning

confidence: 99%

Section: Literature Review: From Hrm To E-hrmmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Factors influencing E-HRM implementation in government organisations

Rahman

Mordi

Nwagbara

2018

JEIM

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“…Breaugh et al [1] defined a recruitment model that presents the recruitment process at a macro level with the following activities: Setting recruitment objectives, developing a strategy, performing the recruitment activity and obtaining and evaluating recruitment results. Recruiters compete with each other for candidates (jobseekers suitable for available jobs), while jobseekers compete for jobs; which drives both groups to adopt information technologies at accelerated rates in order to take the strain out of some of the recruitment activities [2][3][4][5][6][7]. "For most job seekers, the Internet is where the action is" [3, p. 140].…”

Section: Introductionmentioning

confidence: 99%

Conceptualizations of E-recruitment: A Literature Review and Analysis

Abia¹,

Brown²

2020

Lecture Notes in Computer Science

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There is diversity in understanding of electronic recruitment (e-recruitment) which results in confusion on the meaning and use of the term. The purpose of this paper is to bring conceptual clarity by investigating the alternative conceptualizations of e-recruitment in academic literature. Using Grounded Theory Methodology (GTM) techniques we analyzed literature to reveal five alternative conceptualizations; these being: (1) E-recruitment as a Technology Tool, (2) E-recruitment as a System, (3) E-recruitment as a Process, (4) E-recruitment as a Service, and (5) E-recruitment as a Proxy. The conceptualizations map to the scope of the definition and utilization of e-recruitment. Identifying conceptualizations of e-recruitment sets a platform for further research. Further research may include determining the relationships between the conceptualizations and determining conceptualizations in different settings among many other possible research focus topics.

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“…Schneider (1987) [15] also mentions the importance of studying organizational behaviour in context, including the culture or situations individuals and organizations face. Socio-cultural and institutional characteristics influenced design differently in their study of recruitment websites in the USA and Spain [38]. They noted that the e-recruitment sites in both countries differed substantially in terms of whether or not they provided information-oriented functionalities, touched upon key concepts of their national legal frameworks (e.g., commitment to diversity) and the use of terminology linked to employer branding (e.g., employee testimonials).…”

Section: Future Researchmentioning

confidence: 99%

Virtual Career Fairs: Perspectives from Norwegian Recruiters and Exhibitors

Vik

Nørbech²,

Jeske

2018

Future Internet

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Abstract:The present work introduces virtual fairs, particularly the perceived benefits, challenges, and relevance of such fairs for recruitment and employer branding. These aspects were explored in a semi-structured interview with an organizer of virtual fairs across Scandinavia, and a focus group composed of Norwegian recruiters and exhibitors. The results of the data collection can be summarized in the form of themes that relate to web analytics, web services and optimization. The benefits of virtual fairs pertain to the (a) visibility and branding; (b) costs; and (c) analytics-based customization. Challenges of virtual career fairs pertain to the (a) lack of online engagement, (b) preparation and staffing costs; (c) lack of guidelines; (d) talent access and identification; (e) security and infrastructure; (f) long-term planning; (g) and inter-dependencies. The discussion summarizes the implications of branding and recruitment and the value they add to business, also noting how context effects may come into play. The article concludes by exploring the possibility that virtual fairs will complement or become the new standard in recruitment and outlines future avenues for research and practice.

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The limits of institutional isomorphism in the design of e-recruitment websites: a comparative analysis of the USA and Spain

Cited by 13 publications

References 62 publications

Factors influencing E-HRM implementation in government organisations

Factors influencing E-HRM implementation in government organisations

Conceptualizations of E-recruitment: A Literature Review and Analysis

Virtual Career Fairs: Perspectives from Norwegian Recruiters and Exhibitors

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