Using systems dynamics for human resources management in information systems security

Kybernetes ◽  
2006 ◽  
Vol 35 (7/8) ◽  
pp. 1014-1023 ◽  
Author(s):  
Denis Trček
Keyword(s):  
Information Systems ◽  
Human Resources ◽  
Human Resources Management ◽  
Systems Dynamics ◽  
Information Systems Security ◽  
Resources Management ◽  
Systems Security

Adoption and Success of E-HRM in European Firms

2009 ◽  
pp. 24-30 ◽  
Author(s):  
Eleanna Galanaki ◽  
Leda Panayotopoulou
Keyword(s):  
Information Systems ◽  
Human Resources ◽  
Human Resources Management ◽  
Software Suite ◽  
Resources Management ◽  
Knowledge Based ◽  
Knowledge Based Economy ◽  
Level Of Satisfaction

Fairly recently numerous technological applications have emerged, claiming to cover nearly every “traditional” human resources management (HRM) activity; not only complementing it, but often even substituting it (Martin, Alexander, Reddington, & Pate, 2006). In order to meet the demands of today’s knowledge-based economy, companies must maximize the potential and productivity of their employees, a goal towards which HRM information systems in general and e-HRM in particular could help. Some of these applications even claim that they can achieve synergies that were not possible before, by integrating all the HRM functions under one software suite, and combining results and feedback from all their different applications. In this article, we study the adoption of e-HRM in Europe, looking at three mail elements: the extent of e-HRM deployment, the characteristics of the companies that adopt e-HRM, and the level of satisfaction from the system.

E-Business Systems Security for Intelligent Enterprise

2008 ◽  
pp. 1806-1811
Author(s):  
Denis Trcek
Keyword(s):  
Information Systems ◽  
Human Resources ◽  
Human Factors ◽  
Human Resources Management ◽  
Key Factors ◽  
Business Systems ◽  
Security Issues ◽  
Systems Security ◽  
Business Dynamics ◽  
On Line

Security issues became a topic of research with the introduction of networked information systems in the early eighties. However, in the mid-nineties the proliferation of the Internet in the business area exposed security as one of key-factors for successful on-line business. The majority of efforts to provide security were focused on technology. However, it turned out during the last years that human factors play a central role. Therefore, this chapter gives a methodology for proper risk management that is concentrated on human factors management, but it starts with addressing classical, i.e. technology based issues. Afterwards, business dynamics is deployed to enable a quantitative approach for handling security of contemporary information systems. The whole methodology encompasses business intelligence and presents appropriate architecture for human resources management.

E-Business Systems Security for Intelligent Enterprise

2011 ◽  
pp. 302-320
Author(s):  
Denis Trcek
Keyword(s):  
Information Systems ◽  
Human Resources ◽  
Human Factors ◽  
Human Resources Management ◽  
Key Factors ◽  
Business Systems ◽  
Security Issues ◽  
Systems Security ◽  
Business Dynamics ◽  
On Line

Security issues became a topic of research with the introduction of networked information systems in the early eighties. However, in the mid-nineties the proliferation of the Internet in the business area exposed security as one of key-factors for successful on-line business. The majority of efforts to provide security were focused on technology. However, it turned out during the last years that human factors play a central role. Therefore, this chapter gives a methodology for proper risk management that is concentrated on human factors management, but it starts with addressing classical, i.e. technology based issues. Afterwards, business dynamics is deployed to enable a quantitative approach for handling security of contemporary information systems. The whole methodology encompasses business intelligence and presents appropriate architecture for human resources management.

scholarly journals STRATEGIC HUMAN RESOURCES MANAGEMENT AND BUSINESS INTELLIGENCE SYSTEMS IN THE PURPOSE OF SOCIAL AND ECONOMIC DEVELOPMENT

2019 ◽  
Vol 17 (1) ◽  
Author(s):  
Helena Lajšić
Keyword(s):  
Economic Development ◽  
Information Systems ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Business Intelligence ◽  
Information Technologies ◽  
Human Resources Management ◽  
Non Profit ◽  
Resources Management

Interesting knowledge is gained by researching and re-examining how human resources management works in our region - the city. Human resource management in every business system becomes completely different from what it has been. It is no longer understood only as a mere functional activity, but as a new business philosophy to be implemented at all managerial levels. In this century, human resources are not only the key competitive advantage of any organization, but of every country. A holistic, coherent human resource management of the organization in order to ensure the maximum value added and the best positioning for the achievement of organizational strategic goals, in broad terms, leads directly to general socio-economic development and progress. One of the key functions of HRM is to spread the various components of the strategic plan to all employees in the organization. An important function of human resources management can and should be to provide information on the strategic readiness of human capital - whether and to what extent available human resources have the required knowledge, skills and motivation to support and implement an organization’s strategy. There is no efficient strategic management of human resources without the support of information technologies and information systems. The development of information technologies and information systems dramatically changes the management of human resources. The strategic readiness of information capital (IT and systems) is the most meaningful measure of the value of the information capital of the organization. The greatest availability of information capital in human resources management is measured by the level of development of online transaction processing systems, whether it is a module of an ERP system, or that it is HRIS (Human Resources Information Systems). Another technology that has even more strategic significance is BI (Business Intelligence) technology and BI decision support systems. A particular challenge is to examine the state of and opportunities for the development of human resources in profit and non-profit institutions in our narrower region. This scientific work will attempt to obtain the missing information on the content and method of human resources management in the profit and non-profit sector, observed in the context of information systems.

Adoption and Success of E-HRM in European Firms

2011 ◽  
pp. 948-955
Author(s):  
Eleanna Galanaki ◽  
Leda Panayotopoulou
Keyword(s):  
Information Systems ◽  
Human Resources ◽  
Human Resources Management ◽  
Software Suite ◽  
Resources Management ◽  
Knowledge Based ◽  
Knowledge Based Economy ◽  
Level Of Satisfaction

Fairly recently numerous technological applications have emerged, claiming to cover nearly every “traditional” human resources management (HRM) activity; not only complementing it, but often even substituting it (Martin, Alexander, Reddington, & Pate, 2006). In order to meet the demands of today’s knowledge-based economy, companies must maximize the potential and productivity of their employees, a goal towards which HRM information systems in general and e-HRM in particular could help. Some of these applications even claim that they can achieve synergies that were not possible before, by integrating all the HRM functions under one software suite, and combining results and feedback from all their different applications. In this article, we study the adoption of e-HRM in Europe, looking at three mail elements: the extent of e-HRM deployment, the characteristics of the companies that adopt e-HRM, and the level of satisfaction from the system.

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