Impact of enterprise resource planning on human resource management in automobile sector: Statistical analysis

2018 ◽  
Vol 21 (4) ◽  
pp. 601-615 ◽  
Author(s):  
Priya Kushwaha ◽  
Preeti Yadav ◽  
Jagdish Prasad
Keyword(s):  
Statistical Analysis ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Enterprise Resource Planning ◽  
Resource Planning

Mobile Technologies Extending ERP Systems

2009 ◽  
pp. 440-444
Author(s):  
Dirk Werth ◽  
Paul Makuch
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Enterprise Resource Planning ◽  
Business Processes ◽  
Wide Spectrum ◽  
Resource Planning ◽  
Mobile Technologies ◽  
Erp Systems ◽  
Erp Software

Nowadays the majority of enterprises use Enterprise Resource Planning (ERP) software to improve their business processes. Simultaneously, mobile technologies which can be used within ERP have gained further importance. This is because ERP, together with mobile technologies, offers a wide spectrum of synergies and both have a significant impact on enterprise efficiency. The improvement possibilities in ERP due to mobility range from sales activities, over logistic processes, up to effects on the human resource management.

Mobile Technologies Extending ERP Systems

2011 ◽  
pp. 817-822
Author(s):  
Dirk Werth ◽  
Paul Makuch
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Enterprise Resource Planning ◽  
Business Processes ◽  
Wide Spectrum ◽  
Resource Planning ◽  
Mobile Technologies ◽  
Erp Systems ◽  
Erp Software

Nowadays the majority of enterprises use Enterprise Resource Planning (ERP) software to improve their business processes. Simultaneously, mobile technologies which can be used within ERP have gained further importance. This is because ERP, together with mobile technologies, offers a wide spectrum of synergies and both have a significant impact on enterprise efficiency. The improvement possibilities in ERP due to mobility range from sales activities, over logistic processes, up to effects on the human resource management.

ERP Systems Impact on Organizations

2003 ◽  
pp. 1-21 ◽  
Author(s):  
Jonas Hedman ◽  
Andreas Borell
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Effectiveness ◽  
Enterprise Resource Planning ◽  
Resource Planning ◽  
Competing Values ◽  
Erp Systems ◽  
Organizational Flexibility ◽  
The Impact

Enterprise Resource Planning (ERP) systems are in most cases implemented to improve organizational effectiveness. Current research makes it difficult to conclude how organizations may be affected by implementing ERP systems. This chapter addresses this issue by presenting an artifact evaluation of ERP systems. The evaluation is based on the Competing Values Model (Quinn & Rohrbaugh, 1981; Rohrbaugh, 1981). The evaluation shows that ERP systems support effectiveness criteria, related to internal and rational goals of organizations. The evaluation also points out weaknesses in ERP systems, especially in areas related to human resource management and organizational flexibility. The result of the evaluation is used to discuss the impact of ERP systems on organizations and is presented as a series of hypotheses.

Competence Management for Business Integration

2007 ◽  
pp. 104-117
Author(s):  
R. Houe
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Enterprise Resource Planning ◽  
Manufacturing Process ◽  
Resource Planning ◽  
Management Model ◽  
Erp Systems ◽  
Competence Management

Business integration requires that each partner can guarantee not only the quality of its products, but also the qualification and competence of its workforce. Usual models, like those included in the Human Resource Management modules of Enterprise Resource Planning (ERP) systems, are not sufficient in highly constrained domains like aeronautics. We show in this chapter how a generic competence management model has had to be modified and enlarged to satisfy such constraints. On the base of this model, software has been developed that is currently being implemented in three sites belonging to two companies. We shall show how such software may allow, on one hand, to guarantee that only competent people have been involved in the various steps of the manufacturing process, but also to improve the way operational competences are managed in the company.

Technology for Human Resources Management: Seven Questions and Answers

2002 ◽  
Vol 31 (1) ◽  
pp. 7-20 ◽  
Author(s):  
Sam Ashbaugh ◽  
Rowan Miranda
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Enterprise Resource Planning ◽  
New Technologies ◽  
Resource Planning ◽  
Management Systems ◽  
Digital Government ◽  
Current State ◽  
Functional Features

Public management is slowly being transformed by information technology. Technology today is the driver of new government processes for dealing with citizens and suppliers. But it is also reshaping important functions and processes that only those inside government may care about such as accounting, payroll, and personnel administration. Taken together, the internal and external impact of new technologies is changing the way governments manage and make decisions.1 This article examines the current state and future trends in human resource management systems (HRMS). Such systems are related to a broader “digital government” effort that seeks to apply technology to streamline government processes. The underlying architecture for digital government is the Internet and integrated administrative management systems (which are more commonly known as enterprise resource planning (ERP) systems). This article describes the technology and functional features of such systems and focuses specifically on the business benefits provided by the human resource management system (HRMS) components. Questions examined include: ▪ What are the challenging issues facing HRMS? ▪ What is the current state of HRMS technology? ▪ What is ERP? How is it related to HRMS? ▪ What are the major technology features of modern systems? ▪ What specific functions are encompassed by HRMS? ▪ What are the major business benefits of modern HRMS? ▪ What are some of the major risk factors in implementing HRMS solutions?

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