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1.
Technology has changed the way we work and how companies manage their employees. This article reviews 60 years of research on the relationship between technology and human resource management, as represented in Human Resource Management. Based on 154 articles, we identify recurring and evolving patterns of research on technology across three time periods (separated by the advent of the personal computer in 1977 and by the popularization of consumer internet services in 1997), three perspectives on technology (tool, proxy, and ensemble view of technology), and three thematic streams (the impact of technology on jobs and organizations, the utilization of technology in HR activities, and the management of technology workers). Drawing on patterns of research that emerged in the past, we provide suggestions for future HR research on newly arriving technology. 相似文献
2.
Janet H. Marler Emma Parry 《International Journal of Human Resource Management》2016,27(19):2233-2253
Associated with the emergence of internet-based human resource management technology is rhetoric predicting that such technological advances (electronic human resource management technology or e-HRM) will make HRM in organizations more strategic. Yet such a prediction is contested in the literature on the role of technology in organizations. Using a large survey data-set consisting of 5665 companies that are located in 32 different countries, we use non-recursive simultaneous equation models with instrumental variables to empirically evaluate competing theoretical perspectives in this literature. We find and show that strategic HR involvement and greater e-HRM capability are both directly and reciprocally related supporting both theoretical perspectives but also showing each is not mutually exclusive. We discuss the implication of these results for human resource management theory, practice and future research. 相似文献
3.
文章以鹤壁煤业集团有限责任公司人力资源信息管理系统为例,通过阐述HR系统在人力资源管理中的应用,进而在一定程度上为HR系统在人力资源管理中的应用提供参考依据。 相似文献
4.
Rosemary Batt Mallika Banerjee 《International Journal of Human Resource Management》2013,24(9):1739-1762
Many have argued that the field of human resource (HR) management has successfully transformed itself from the functional orientation of personnel management to a strategic orientation that is more relevant to the goals and effectiveness of business in the current competitive landscape. In this article, we assess that proposition by reviewing almost 1000 award-winning papers and articles published in leading US and British management journals since the mid-1990s. We use this data to evaluate the scope of HR research in the field, the extent to which it has changed, and whether changes in this research have kept pace with changes that organizations face in the current global economy. Consistent with the strategic HR framework, we find that the question of the link between HR and performance has, indeed, become the dominant one among both micro- and macro-organizational scholars. Contrary to expectations, however, micro-level research continues to be more prevalent than macro-organizational studies; and we find little change in the subjects and sites of research or theoretical approaches adopted. These characteristics of HR research are in sharp contrast with the dramatic changes occurring in the world of work – suggesting a mismatch between what HR scholars study and what issues and dilemmas organizations face. Finally, by assessing similarities and differences between the American and British scholarship, we are able to suggest a research agenda, more relevant to the current global economy, which builds on the strengths of each tradition. 相似文献
5.
数字经济时代下,数据成为关键生产要素,驱动制造企业生产力和生产方式变革.然而,大数据对生产精益化的赋能机理有待深入探讨,特别是从关键生产要素到精益生产绩效之间的作用机理仍旧模糊.基于资源协奏理论和大数据相关理论,以格力电器为案例研究对象,探索大数据赋能制造企业精益生产的内在机理,构建揭开大数据"如何赋能精益生产"暗箱的... 相似文献
6.
ABSTRACT Understanding the developmental trajectories of big data analytics in the corporate context is highly relevant for information systems research and practice. This study presents a comprehensive bibliometric analysis of applications of big data analytics in enterprises. The sample for this study contained a total of 1727 articles from the Scopus database. The sample was analyzed with techniques such as bibliographic coupling, citation analysis, co-word analysis, and co-authorship analysis. Findings from the co-citation analysis identified four major thematic areas in the extant literature. The evolution of these thematic areas was documented with dynamic co-citation analysis. 相似文献
7.
通过对企业人力资源竞争力的概述,阐释了人力资源竞争力理论来源于企业竞争力理论,以及人力资源竞争力在构筑企业竞争力、获得企业竞争优势中的关键作用;并初步构建了企业人力资源竞争力模型,进而初步设计了企业人力资源竞争力测评指标体系,最后对企业人力资源竞争力研究的相关问题作了说明。 相似文献
8.
《Enterprise Information Systems》2013,7(1):26-66
In enterprise information systems (EISs) it is necessary to model, integrate and compute very diverse data. In advanced EISs the stored data often are based both on structured (e.g. relational) and semi-structured (e.g. XML) data models. In addition, the ad hoc information needs of end-users may require the manipulation of data-oriented (structural), behavioural and deductive aspects of data. Contemporary languages capable of treating this kind of diversity suit only persons with good programming skills. In this paper we present a concept-oriented query language approach to manipulate this diversity so that the programming skill requirements are considerably reduced. In our query language, the features which need technical knowledge are hidden in application-specific concepts and structures. Therefore, users need not be aware of the underlying technology. Application-specific concepts and structures are represented by the modelling primitives of the extended RDOOM (relational deductive object-oriented modelling) which contains primitives for all crucial real world relationships (is-a relationship, part-of relationship, association), XML documents and views. Our query language also supports intensional and extensional–intensional queries, in addition to conventional extensional queries. In its query formulation, the end-user combines available application-specific concepts and structures through shared variables. 相似文献
9.
"大数据"时代的到来,进一步推动了计算机、网络及存储技术的发展,同时也引发了更多新的安全问题。本文从"大数据"的定义出发,对其技术特征进行了简要介绍,重点分析了"大数据"面临的安全问题,并对"大数据"安全的发展趋势进行了展望。 相似文献
10.
Kevin R. Murphy 《Human Resource Management Journal》2020,30(1):13-31
A wide range of systems for evaluating performance have been used in organisations, ranging from traditional annual performance appraisals to performance management systems built around informal, real‐time evaluations, and these systems almost always fail. Rather than continuing to make cosmetic adjustments to this system, organisations should consider dropping the practice of regularly evaluating the performance of each of their employees, focusing rather on the small subset of situations in which evaluations of performance and performance feedback are actually useful. Four barriers to successful performance evaluation are reviewed: (a) the distribution of performance, (b) the continuing failure to devise reliable and valid methods for obtaining judgments about performance, (c) the limited utility of performance feedback to employees, and (d) the limited utility of performance evaluations to organisations. In this paper, I propose ways of managing performance without relying on regular performance evaluation, refocusing managers' activities from performance management to performance leadership. 相似文献
11.
周国英 《中小企业管理与科技》2020,(12):3-4
人力资源管理主要是依靠经济学的理论知识体现出以人为本的管理理念,通过在社会上进行人员的招聘,并进行相应培训,支付其报酬等。在大数据时代,企业内部也必须要根据时代发展的潮流对现有的企业模式进行一定的变革,以适应社会时代的发展需求。论文从现有企业人力资源管理存在的问题出发,针对性地提出相应的意见,以改善现有的人力资源管理模式。 相似文献
12.
周军盈 《中小企业管理与科技》2021,(1)
随着信息技术日新月异的发展,当前我们已经步入大数据时代。大数据凭借资源共享性、数据存储量大、自身速度快等特征,被广泛运用到各个领域中。将大数据恰如其分地引入企业人力资源管理模式中,可以依托大数据整合行业内部、企业内部的资源,提高工作效率,夯实企业稳健长远发展的基础。论文从大数据及企业管理的概述入手,对大数据时代企业人力资源管理的必要性进行深入探讨,并提出了与之相应的人力资源管理模式。 相似文献
13.
Hans-Gerd Ridder Alina McCandless Baluch Erk P. Piening 《Human Resource Management Review》2012,22(1):1-14
Evidence points to the central importance of configurations of mutually reinforcing HR practices as they are assumed to provide the basis for understanding how HRM relates to organizational performance. While progress has been made regarding the construction and effects of HR architectures in the for-profit literature, few studies investigate how HR architectures are configured in nonprofit organizations (NPOs). Therefore, this paper aims to advance a conceptual model that captures the relationship between ideal types of HR architectures and performance in NPOs. We develop theoretical propositions that provide further insight on the HR programs and HR practices that define the HR architectures and entail implications about variations in performance outcomes in NPOs. 相似文献
14.
Surajit Bag;Gautam Srivastava;Anass Cherrafi;Ahad Ali;Rajesh Kumar Singh; 《Business Strategy and the Environment》2024,33(2):1369-1396
Although the circular economy is commonly used among industries in developing countries to achieve carbon neutrality targets, its impact on social sustainability must be clarified. Stakeholders (for instance, community stakeholders) have been observed to be unaware of the focal firm's circular supply chain activities. Because this gap has not been generally reflected in the literature, it is critical to perform an empirical study to bridge the gap between theory and practice. The goal of this research was to determine whether new technologies such as big data and predictive analytics might influence an organization's propensity to share information related to circular economy practices with stakeholders as well as to increase connectivity with those stakeholders in the Industry 4.0 era. We also investigated whether these actions could increase stakeholder trust and engagement and social sustainability as a result. We tested our theoretical model using samples from food supply chain firms in South Africa. Confirmatory factor analysis was conducted using WarpPLS 7.0 software. The findings show that firms that deploy big data and predictive analytics are more likely to share information related to the circular economy with stakeholders and that these firms are also well-connected with those stakeholders, resulting in increased trust and engagement. This, in turn, contributes to the social sustainability of supply chains. Our research has made a significant contribution by encouraging a theoretical debate regarding the willingness to share information regarding the circular economy and the social sustainability of the supply chain. 相似文献
15.
文章对信息技术对人力资源管理的作用以及影响进行分析,并结合信息技术的优势,对现代人力资源管理在信息技术方面的开发和利用提出的建议,最后,针对21世纪的实际情况,对未来信息技术应用到人力资源的管理中变化做出了阐述。 相似文献
16.
随着科学技术不断进步,互联网技术融入到了工作生活中.在人力资源管理中运用互联网信息技术,提高了工作效率,降低了管理成本.文章阐述了高校信息化开发的现实作用,分析了现阶段面临的问题,提供了相应的问题解决思路. 相似文献
17.
We know very little about how ethical climates are built and the potential role of a firm's HR system in facilitating the development of this resource. The resource‐based view (RBV) of the firm suggests that human resource systems directly influence a firm's performance through the development of resources that are deeply woven in a firm's history and culture. How this occurs though has not been thoroughly considered in the research literature. Drawing on the theoretical insights from the resource‐based view of the firm, this article explores how HR systems can foster the development and maintenance of five types of ethical climates. In so doing, this article improves our conceptual understanding of why ethical climates may be seen as having strategic value for firms and how HR systems may influence that value. In addition, it contributes to theory by extending the domain of the resource‐based view of the firm by exploring its integration with the varied types of ethical climates. © 2014 Wiley Periodicals, Inc. 相似文献
18.
杨媛媛 《中小企业管理与科技》2020,(2):5-6
现代企业管理体系中,人力资源管理是基本构成。人力资源管理中,绩效管理的重要性也不言而喻。互联网的不断普及以及信息技术的越发成熟对企业管理的方方面面都产生了直接影响。大数据时代下,企业人力资源绩效管理更是要进行有效调整与优化。通过对部分企业人力资源绩效管理状况进行分析可以看出,人力资源绩效管理状况并不理想,一些管理不足也较为明显。论文分析了大数据时代下企业人力资源绩效管理现状,并就如何有效进行人力资源绩效管理优化提出合理建议。 相似文献
19.
Li Da Xu 《Enterprise Information Systems》2019,13(2):148-169
ABSTRACTWith the technology development in cyber physical systems and big data, there are huge potential to apply them to achieve personalization and improve resource efficiency in Industry 4.0. As Industry 4.0 is the relatively new concept originated from an advanced manufacturing vision supported by the German government in 2011, there are only several existing surveys on either cyber physical systems or big data in Industry 4.0. In addition, there are much less surveys related to the intersection between cyber physical systems and big data in Industry 4.0. However, cyber physical systems are closely related to big data in nature. For example, cyber physical systems will continuously generate a large amount of data which requires the big data techniques to process and help to improve system scalability, security, and efficiency. Therefore, we conduct this survey to bring more attention to this critical intersection and highlight the future research direction to achieve the fully autonomy in Industry 4.0. 相似文献
20.
Maryam Ghasemaghaei 《Enterprise Information Systems》2019,13(5):650-674
In this study, we leverage Information Technology (IT) readiness literature and resource-based view (RBV) to investigate the impact of firm structural and psychological readiness on firm value creation, as mediated by big data analytics usage. The proposed research model is empirically validated using survey data from 179 senior IT managers. The findings demonstrate the importance of both structural (i.e. IT infrastructure capability, tools functionality, employee analytical capability, and bigness of data) and psychological readiness (i.e. IT proactive climate) in enhancing firm value creation through big data analytics usage. These results provide interesting theoretical and practical insights. 相似文献