... were newly developed based on the definition of reconfiguration proposed by Teece et al. (1997)... implement advanced IT systems (such as intranet for GAM) for gathering customer information, monit...
... vertical and lateral MNC structures, the intranet. The rationale behind this can be found in Hedlund... much managerial research, population definition and sampling procedures are problematic and requir...
Technological optimistic voices assume that, from a technical perspective, the IT possibilities for HRM are endless: in principal all HR processes can be supported by IT. E-HRM is the relatively new term for this IT supported HRM, especially through the use of web technology. This paper aims at demystifying e-HRM by answering the following questions: what actually is e-HRM?, what are the goals of starting with e-HRM?, what types can be distinguished? and what are the outcomes of e-HRM? Based upon the literature, an e-HRM research model is developed and, guided by this model, five organizations have been studied that have already been on the "e-HR road" for a number of years. We conclude that the goals of e-HRM are mainly to improve HR's administrative efficiency/to achieve cost reductio...
... them, in e-business, the application of intranet technology for HR is inevitable. We will review th...From our definition of, and approach to, e-HRM the following can be co...
...Ausgangspunkt hierfür bildet die Definition von Nicola Berg (2006). Danach können Globale Tea...Neben den Klassikern wie Intranet, Newsletter, Konferenzen etc. empfehlen wir Kaming...
There is a need for alternative theories to get a better understanding of human resource management (HRM), in particular with regard to the shaping of the employment relationship in organizations. This study examines how market, institutional and configurational factors affect HRM in a global financial services company using the strategic balance theory and Paauwe's model. Interview data and document analysis show the impact of critical incidents (e.g. a merger) and trends (e.g. a transition in Dutch industrial relations) on HRM.
...There is a need for a much broader definition of and better approaches to the concept of human r... internally through extended use of the intranet and e-mail communication. Communication among empl...
This paper presents the results of a study (involving 220 larger Slovenian companies) which aimed to examine the influence of information and communication technologies (ICT) and organisational learning (OL) on both financial (FP) and non-financial performance (NFP). In this manner a structural equation model was conceptualised based on prior theoretical and empirical foundations. According to responses from Slovenian CEOs, the statistically significant and positive influence of ICT on FP and NFP were established. No support for the 'ICT productivity paradox' can be provided by our research. Future longitudinal research needs to establish whether the ICT productivity paradox is the reverse image of organisational learning.
... learning has resulted in many definitions and models (e.g. DiBella/Nevis, 1998; Nonaka/Takeu...-communication technologies (such as intranet, enterprise-resource-planning systems, and e-mail)...
In this paper we will address the success of Human Resource Management (HRM) implementation, concentrating not on the HR function but on first-line managers. First-line managers find implementing HR practices at the operational level difficult and show reluctance with their HR responsibilities. However, they have become increasingly responsible for the implementation of HRM and thus, their performance is critical for HRM effectiveness. Previous research pointed to five factors that could lead to HRM implementation difficulties. Four case studies in four different multinational business units are presented here to investigate the salience of these factors. Results show that first-line managers perceive four of the five factors hindering, but that the challenges faced vary per business un...
... performance of HR activities in our definition and define FLMs as the lowest line managers at the... challenges, information is given on the intranet and HR managers give personal guidelines to depart...
This paper is concerned with examining the implications of inter-organisational relationships for human resource management (HRM). To date much of the literature on human resource management has been inwardly focussed on the organisation and its employees. Yet increasingly complex organisational forms and more permeable boundaries may mean that employees working for one organisation are influenced by the HR policies and practices of another. This paper presents evidence from two such case studies, representing different forms of inter-organisational relationship. The implications for the HR function are discussed and it is argued that traditional conceptions of HRM are inadequate to encompass these developments.
...Yet within that definition there is an underlying assumption of a unitarism r... included an employee handbook, an intranet site, Car Sellers on-line University, self-develop...
In this article, the authors examine the effects of language on the transfer of knowledge within multinational companies. They unbundle language from the culture box and use the basic communication model to show how language affects all stages. They also examine a range of influences -- cost, transfer medium, teams, networks, trust, staff movements and motivation -- on international knowledge transfer to demonstrate how language effects their operation. They develop the concept of language as a "reconfiguration agent" to explain its extensive, pervasive, on-going and system-altering characteristics.
... is not their 'mother' tongue, and by definition, this simple act creates some disconnection with t... communication technologies, such as the intranet and Internet. Face-to-face interaction. Face-to-fa...
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