A theoretical framework for measuring the impact of information technology in the human resource function: untapped potential or unfulfilled promises?

[1989] Proceedings of the Twenty-Second Annual Hawaii International Conference on System Sciences. Volume III: Decision Support and Knowledge Based Systems Track Pub Date : 1989-01-03 DOI:10.1109/HICSS.1989.49203

P. Guinan

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引用次数: 1

Abstract

The corporate human resource function is an area that has undergone a great increase in computer support. Unfortunately, human resource information systems (HRIS) bring with them problems endemic to system design as well as issues to resolve. The author extends a theoretical rationale from which to examine these problems and a framework from which to examine the impact of HRIS on the human resource function. The theoretical approach is based in the strategic human resource concept of C. Lengnick-Hall (1988) and A.S. Tsui (1984). From it is derived the framework, called the human strategic resource matrix. This matrix plots both internal and external strategic components of an organization against a five-stage model of organizational development: the stages run from initiation of the component to its full integration into use. Each cell in the matrix contains the human resources needed in that area at that stage.<>

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衡量信息技术对人力资源职能影响的理论框架:未开发的潜力还是未实现的承诺?

企业人力资源职能是一个在计算机支持方面经历了巨大增长的领域。不幸的是，人力资源信息系统(HRIS)带来了系统设计特有的问题和需要解决的问题。本文为研究这些问题提供了理论依据，并为研究人力资源信息系统对人力资源功能的影响提供了框架。其理论方法基于C. Lengnick-Hall(1988)和A.S. Tsui(1984)的战略人力资源概念。由此导出了人力战略资源矩阵的框架。该矩阵根据组织发展的五阶段模型绘制了组织的内部和外部战略组件:阶段从组件的初始化到其完全集成使用。矩阵中的每个单元格都包含该阶段该领域所需的人力资源

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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[1989] Proceedings of the Twenty-Second Annual Hawaii International Conference on System Sciences. Volume III: Decision Support and Knowledge Based Systems Track

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