HRM 4.0 For Human-Centered Organizations最新文献

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HRM 4.0 For Human-Centered Organizations Pub Date : 2019-11-11 DOI: 10.1108/s1877-636120190000023017

引用次数: 0

An Analysis of the Contribution of e-HRM to Sustaining Business Performance 电子人力资源管理对持续经营绩效的贡献分析

HRM 4.0 For Human-Centered Organizations Pub Date : 2019-11-11 DOI: 10.1108/s1877-636120190000023003

E. Njoku, H. Ruel, H. Rowlands, Linda Evans, Michael Murdoch

{"title":"An Analysis of the Contribution of e-HRM to Sustaining Business Performance","authors":"E. Njoku, H. Ruel, H. Rowlands, Linda Evans, Michael Murdoch","doi":"10.1108/s1877-636120190000023003","DOIUrl":"https://doi.org/10.1108/s1877-636120190000023003","url":null,"abstract":"There is currently a proliferation of digital analytics and machine/artificial intelligence productivity tools for creating and sustaining competitive advantage through strategic flexibility. Transformational e-HRM enables organizations to achieve and sustain competitive advantage through exploitation of these new productivity tools and approaches. However, it has been observed that many organizations have not been able to realize this. Using findings from an empirical exploration of e-HRM’s contribution to sustaining business performance, derived through an interpretative phenomenological analysis of a single case study, we propose in this chapter that for organizations to leverage the productivity gains of implementing Transformational e-HRM, HR and frontline managers require access to readily available artificial intelligence productivity tools. For e-HRM to contribute to sustaining business performance, we add to strategic flexibility theory that this can be realized by using e-HRM to enable strategic flexibility and adaptive capability. As we propose that it will be about organizations using the strategic capability derived by using Transformational e-HRM to create flexible and adaptive organizations. Its implications for practice are stated.","PeriodicalId":250229,"journal":{"name":"HRM 4.0 For Human-Centered Organizations","volume":"11 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-11-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"115314846","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 23

Social Media in HRM: A Humanistic Management Perspective 社会媒体在人力资源管理:一个人本管理的视角

HRM 4.0 For Human-Centered Organizations Pub Date : 2019-11-11 DOI: 10.1108/s1877-636120190000023015

C. Dossena, Lorenzo Mizzau, F. Mochi

引用次数: 2

Use of Relational eHRM Tools in Gig Worker Platforms 关系型eHRM工具在零工平台中的使用

HRM 4.0 For Human-Centered Organizations Pub Date : 2019-11-11 DOI: 10.1108/s1877-636120190000023007

Sandra L. Fisher, Elizabeth A. Cassady

{"title":"Use of Relational eHRM Tools in Gig Worker Platforms","authors":"Sandra L. Fisher, Elizabeth A. Cassady","doi":"10.1108/s1877-636120190000023007","DOIUrl":"https://doi.org/10.1108/s1877-636120190000023007","url":null,"abstract":"One potential shortcoming of the emerging gig economy is the reduced ability of gig workers to meet their social and relatedness needs through their work. Using self-determination theory (SDT) as a theoretical foundation, we examine how gig work platforms currently use their technology for managing relationships with gig workers. We develop a framework consisting of four main attributes: relationship content, relationship duration, relational eHRM function, and social eHRM type. We then analyze the eHRM resources offered on 20 gig work platforms, evaluating the extent to which they are aligned with the framework. All platforms analyzed included some relational eHRM resources. Relationship content tends to be focused on tasks or career development, and relationship duration tends to be short. All three of the relational eHRM types (communication, training and development, and performance management) are currently found on gig platforms. Many of the eHRM resources are available to an open audience, but some of the resources with the potentially highest value are kept internal and are available only to people in particular roles. We discuss practical implications and directions for future research on this topic, suggesting that eHRM systems more focused on relational functions could be used to help gig workers meet their relatedness needs.","PeriodicalId":250229,"journal":{"name":"HRM 4.0 For Human-Centered Organizations","volume":"1 4","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-11-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"120991249","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 2

Exploration of Social Media Capabilities for Recruitment in SMEs: A Multiple Case Study 中小企业招聘社会化媒体能力探索:多案例研究

HRM 4.0 For Human-Centered Organizations Pub Date : 2019-11-11 DOI: 10.1108/s1877-636120190000023016

François L'Écuyer, Claudia Pelletier

引用次数: 3

Blockchains 2019 in e-HRM: Hit or Hype? 2019年电子人力资源管理中的区块链:成功还是炒作?

HRM 4.0 For Human-Centered Organizations Pub Date : 2019-11-11 DOI: 10.1108/s1877-636120190000023010

Miguel R. Olivas-Lujan

{"title":"Blockchains 2019 in e-HRM: Hit or Hype?","authors":"Miguel R. Olivas-Lujan","doi":"10.1108/s1877-636120190000023010","DOIUrl":"https://doi.org/10.1108/s1877-636120190000023010","url":null,"abstract":"Blockchains, also known as “distributed ledger technologies” (DLT) are perhaps the emerging innovation that, in the years leading up to and including 2019, is raising the highest expectations for HRM in the 4.0 business environment. In essence, a blockchain is a very specific type of database, with characteristics that made it the ideal application for cryptocurrencies like Bitcoin. Within the context of digital- or e-HRM, there is potential to improve human resource management (HRM) processes using blockchains for employment screening, credential and educational verification, worker contracts and payments, among others, notwithstanding questions about its efficiency vis-a-vis conventional alternatives (Maurer, 2018; Zielinski, 2018). The research questions examined in this chapter include the following: What are the main characteristics of blockchains? Will they be adopted in a widespread form, specifically by HRM departments? Constructs from Diffusion of Innovations (DOI) theory (Rogers, 2003) are used to inform the Human Resources scholarly and practitioner communities; this robust theory may help companies allocate resources (e.g., budgets, personnel, managerial time, etc.) in an evidence-informed manner. As of this writing, very few blockchain applications, such as credential verification and incident reporting, seem to hold a strong potential for adoption.","PeriodicalId":250229,"journal":{"name":"HRM 4.0 For Human-Centered Organizations","volume":"57 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-11-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"133234868","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 2

Lost in Holacracy? The Possible Role of e-HRM in Dealing with the Deconstruction of Hierarchy 迷失在共治中?电子人力资源管理在处理层级解构中的可能作用

HRM 4.0 For Human-Centered Organizations Pub Date : 2019-11-11 DOI: 10.1108/s1877-636120190000023006

A. Ravarini, Marcello Martinez

引用次数: 4

Themes and Trends in Smart Working Research: A Systematic Analysis of Academic Contributions 智能工作研究的主题和趋势:学术贡献的系统分析

HRM 4.0 For Human-Centered Organizations Pub Date : 2019-11-11 DOI: 10.1108/s1877-636120190000023014

Teresina Torre, D. Sarti

引用次数: 8

HR Analytics in the Digital Workplace: Exploring the Relationship between Attitudes and Tracked Work Behaviors 数字化工作场所的人力资源分析:探索态度与跟踪工作行为之间的关系

HRM 4.0 For Human-Centered Organizations Pub Date : 2019-11-11 DOI: 10.1108/s1877-636120190000023012

Tommaso Fabbri, A. Scapolan, F. Bertolotti, C. Canali

{"title":"HR Analytics in the Digital Workplace: Exploring the Relationship between Attitudes and Tracked Work Behaviors","authors":"Tommaso Fabbri, A. Scapolan, F. Bertolotti, C. Canali","doi":"10.1108/s1877-636120190000023012","DOIUrl":"https://doi.org/10.1108/s1877-636120190000023012","url":null,"abstract":"The increasing use of digital technologies in organizational contexts, like collaborative social platforms, has not only changed the way people work but also provided organizations with new and wide ranges of data sources that could be analyzed to enhance organizational- and individual-level outcomes, especially when integrated with more traditional tools. In this study, we explore the relationship between data flows generated by employees on companies’ digital environments and employees’ attitudes measured through surveys. In a sample of 107 employees, we collected data on the number and types of actions performed on the company’s digital collaborative platform over a two-year period and the level of organizational embeddedness (fit, sacrifice, and links dimensions) through two rounds of surveys over the same period. The correlation of the quantity and quality of digital actions with the variation of organizational embeddedness over the same period shows that workers who engaged in more activities on the digital platform also experienced an increase in their level of organizational embeddedness mainly in the fit dimension. In addition, the higher the positive variation of fit, the more employees performed both active and passive digital actions. Finally, the higher the variation of organizational embeddedness, the more employees performed networking digital behaviors.","PeriodicalId":250229,"journal":{"name":"HRM 4.0 For Human-Centered Organizations","volume":"22 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-11-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"116532507","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 3

Building Synergies with HR Analytics Capabilities 与人力资源分析能力建立协同效应

HRM 4.0 For Human-Centered Organizations Pub Date : 2019-11-11 DOI: 10.1108/s1877-636120190000023011

J. Werkhoven

引用次数: 2