Waiting for innovation in the human resources department: Godot implements a human resource information system

The implementation of a new human resource information system (HRIS) represents a major form of planned organizational change for the Human Resource function, yet little research has been conducted on this issue. This article presents a longitudinal case study of the reactions of the Human Resource community in a large energy company to the planned implementation of a new corporate HRIS. Implementing an HRIS to enhance strategic and business decision-making has important organizational development implications. A new HRIS (1) represents an attempt to enable Human Resources to become more of a business partner, (2) changes the nature of HR work to encompass a greater information broker and decision support role, and (3) alters power dynamics and communication patterns involving Human Resources. Varying levels of resistance and ambivalence were found regarding the extent to which human resource information systems skills were valued as a critical competency. While there is a trend, toward attitudinal convergence within the human resource community, over time, the results suggest that user skill level may be more strongly related to variance in attitudes toward the value of a new HRIS than to hierarchical level or business unit affiliation. The study also found that face-to-face seminars were a significantly more effective intervention than was written communication in influencing favorable intention to use the HRIS.     

The Effects of Working Time, Segmentation and Labour Market Mobility on Wages and Pensions in Ireland

Most research on pay and benefit differences between full– and part–time work focuses on characteristics of part–time workers and part–time jobs. However, part–time jobs are more open to labour market 'outsiders', and such labour market mobility can influence wages. We analyse the effects of working time, gender, segmentation and mobility on wages and pension benefits in Ireland. Both segmentation and mobility influence wages directly, and controlling for segmentation in a wage model eliminates the negative effect of part–time working. The wage effects of labour market mobility differ by gender and labour market segment. Pension entitlement is strongly influenced by gender, working time, labour market segment and mobility.