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Chapter 18: A Cross-National Perspective on the Intersection between Information Technology and HRM
Huub J. M. Ruël and Tanya Bondarouk The intersection between information technology (IT) and human resource management (HRM) has resulted in a stream of research starting in the 1990s. Research on this intersection, in this chapter referred to as electronic HRM or, in short, e-HRM, has addressed questions regarding the implementation of e-HRM, the adoption of e-HRM and the outcomes of e-HRM usage. Organisations all around the world have invested in e-HRM in one way or another, be it the usage of online recruitment practices or e-recruitment, the automation of HRM administrative processes or the implementation of a competence management-based package as a way to link HRM policies and practices with strategic goals. Annual surveys conducted by international consultancy firms have shown a growth in e-HRM adoption and usage year after year since the 1990s (e.g. CedarCrestone’s annual survey). e-HRM as a research field, as Strohmeier (2007) puts it, is relatively new and intriguing and is an innovative, lasting and substantial development in HRM resulting in new phenomena and major changes. Scholars have worked hard to understand the phenomenon of e-HRM and its multilevel implications within and across organisations. One sign of this are the several special issues on e-HRM in international academic journals between 2004 and 2011 (e.g. Human Resource Management, 2004 and 2008; Journal of Managerial Psychology, 2009; The International Journal of Human Resource Management, 2009). However, the field faces a number of major challenges, as Bondarouk and Ruël (2009) point out. The current state of...
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