Personnel Selection of Information Technology Workers: The People, the Jobs, and Issues for Human Resource Management

The essence of this paper is eminent to advance the study of Human Resource Management (HRM) in the profound new directions that has been introduced due to the covid-19 pandemic. This particular review elaborates on the following such as: Challenges Caused by Covid-19 to HRM Principles and Practice, HRM Outlook within Continents in this Coronavirus Pandemic, How Information Technology can still grow HRM in new Practices, The Case of HRM Practice in Developing World with Covid-19, How Both National and International HRM Practice is portrayed with Covid-19, Moving Forward with HRM Practice and Covid-19, and Organisational and Institutional Challenges and Demands in HRM Policies and Law. The general conclusion with this new Human Resource Management is associated with massive application of technology that Human Resource Management practices in various organisational operations and ways of doing things in the traditional HRM way has changed. Many of the roles are been performed remotely using internet and relevant HRM laws, applications and policies to deliver in managing work and the people. This is eminent for HRM practitioners and professionals to further educate and train themselves in this covid-19 era to avert themselves with the new principles instituted by organisations and governments in the area of HRM of activities and people. In this review the HRM is been twisted and thereby its efficacies are challenged which is why this new study is important to the practitioners and professionals to adapt and/or adopt.

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Information Technology Systems in the Human Resource Management Area

Global Trends in Human Resource Management ◽

10.1057/9781137304438_11 ◽

2013 ◽

pp. 214-236

Author(s):

Hilla Peretz

Keyword(s):

Information Technology ◽

Resource Management ◽

Human Resource Management ◽

Human Resource ◽

Management Area ◽

Technology Systems

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Difficulties in Accepting Telemedicine

Handbook of Research on Virtual Workplaces and the New Nature of Business Practices ◽

10.4018/978-1-59904-893-2.ch049 ◽

2010 ◽

pp. 681-691

Author(s):

María José Crisóstomo-Acevedo ◽

José Aurelio Medina-Garrido

Keyword(s):

Health Care ◽

Information Technology ◽

Resource Management ◽

Human Factors ◽

Human Resource Management ◽

Human Resource ◽

Resistance To Change ◽

Organizational Management ◽

New Type ◽

Practical Implications

Telemedicine requires a new type of worker: the health care teleworker. Nevertheless, physicians remain wary of adopting telemedicine. This work examines the sources of the resistance to incorporating telemedicine. We adopt a focus centering on the difficulties that human factors have in accepting the practice of telemedicine. Employees’ resistance to change comes mainly from the inertia that perpetuates traditional routines and methods of working. The success of telemedicine projects will be determined by these human factors as well as by an adequate use of information technology and an appropriate organizational management. This work also offers some practical implications in human resource management for managers of telemedicine projects to consider.

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Data Warehouse and Business Intelligence Systems in the Context of E-HRM

Encyclopedia of Human Resources Information Systems ◽

10.4018/978-1-59904-883-3.ch034 ◽

2009 ◽

pp. 223-229

Author(s):

Martin Burgard ◽

Franca Piazza

Keyword(s):

Data Mining ◽

Information Technology ◽

Resource Management ◽

Human Resource Management ◽

Data Warehouse ◽

Human Resource ◽

Business Intelligence ◽

Multidimensional Data ◽

Business Intelligence Systems ◽

Analytical Processing

The increased use of information technology leads to the generation of huge amounts of data which have to be stored and analyzed by appropriate systems. Data warehouse systems allow the storage of these data in a special multidimensional data base. Based on a data warehouse, business intelligence systems provide different analysis methods such as online analytical processing (OLAP) and data mining to analyze these data. Although these systems are already widely used and the usage is still growing, their application in the area of electronic human resource management (e-HRM) is rather scarce. Therefore, the objective of this article is to depict the components and functionality of these systems and to illustrate the application possibilities and benefits of these systems by selected application examples in the context of e-HRM.

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Global Information Systems and Human Resource Management

Global Perspective of Information Technology Management ◽

10.4018/978-1-931777-11-7.ch002 ◽

2011 ◽

pp. 30-43

Author(s):

Fred Niederman

Keyword(s):

Information Technology ◽

Information Systems ◽

Resource Management ◽

Human Resource Management ◽

Human Resource ◽

Information Technologies ◽

Global Organizations ◽

Human Resource Strategy ◽

Information Systems Professionals ◽

Management Techniques

A socio-technical approach to information systems requires recognition of the inextricable link between information technologies and humans as designers and users. This essay explores five areas in which information technology and human computer designers/users interact within the context of global organizations. These five areas are: using information technology to support the human resource strategy of global organizations, using information technology to support the generation and distribution of organizational learning, using human resource management techniques and programs to support the work of information systems professionals, using human resource management techniques and programs to support the work of global “end-users” or knowledge workers, and, finally, national and regional policies to support technical and human resource infrastructures.

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Human resource management impact on knowledge management

Journal of Service Theory and Practice ◽

10.1108/jstp-12-2014-0269 ◽

2016 ◽

Vol 26 (4) ◽

pp. 497-528 ◽

Cited By ~ 9

Author(s):

Elisa Figueiredo ◽

Leonor Pais ◽

Samuel Monteiro ◽

Lisete Mónico

Keyword(s):

Knowledge Management ◽

Resource Management ◽

Human Resource Management ◽

Human Resource ◽

Management Practices ◽

Short Form ◽

Predictive Capacity ◽

Content Type ◽

The People ◽

Close Relationship

Purpose – The purpose of this paper is to explain and empirically test the dependence of organizational processes related to knowledge on the nature of assumptions operating in processes of human resource management (HRM) in organizations. It concentrates on practices related to training, career development and retention. Design/methodology/approach – This empirical study as a quantitative nature and the sample is made up of 5,306 collaborators in 634 organizations belonging to an economic group in the banking sub-sector. Data were collected through two questionnaires: human resource management practices questionnaire and knowledge management questionnaire – short form. The model was tested by applying univariate and multivariate multiple regression analyses. Findings – Findings provide support for the proposed model and show the predictive capacity of the HRM practices regarding knowledge management (KM) processes, revealing a strong direct relationship between the two constructs. It stands out that the people management practices adopted from an organic and valued perspective possess a particular and distinctive capacity to predict and impact positively on KM processes. Practical implications – The findings may be used by human resources and KM practitioners interested in the development of organizational knowledge through human resource practices. Originality/value – The main contribution of this study is to confirm the close relationship of dependency between organizational management processes regarding people and knowledge, showing the positive effect of best practices of HRM on KM processes, as opposed to traditional or transactional practices.

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