scholarly journals Application of information technologies in LR ministeries Personnel management departments

2014 ◽  
Vol 36 (4) ◽  
pp. 746-754
Author(s):  
Alvydas Baležentis ◽  
Gintarė Paražinskaitė
Keyword(s):  
Information Technology ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Personnel Management ◽  
Information Technologies ◽  
Driving Forces ◽  
New Technology ◽  
Ease Of Use ◽  
Research Application

Public welfare, power, and knowledge is determined by ability to organize society, and make benefit from new technology solutions, mainly – digital communication. Therefore, there is a demand for holistic analysis of human resource management and information technology, to know the needs of users, possibilities of information technology and results of their application. The goal of this study – to research application of information technologies in the LR Ministries‘ Personnel Management Departments. The study was conducted using methods of scientific literature analysis and experts evaluation. The study provides an overview of the evaluations of experts from thirteen LR ministries. According to the latter was discovered demand for further technologization of human resource management activities. But the quality is rather guaranteed by matching the needs, reduction of duplication of functions and activities, ease of use, and similar issues. That is mainly determined by balance of restraining and driving forces, increased number of the latter.

Global Information Systems and Human Resource Management

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.

scholarly journals TRENDS OF DEVELOPMENT OF THE USE OF DIGITAL TECHNOLOGIES IN PERSONNEL MANAGEMENT

2021 ◽  
pp. 54-60
Author(s):  
Pysarevska H.
Keyword(s):  
Artificial Intelligence ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Personnel Management ◽  
Mobile Applications ◽  
Information Technologies ◽  
Digital Technologies ◽  
Cloud Services ◽  
Digital Strategy

The article is devoted to the analysis of the development of innovative technologies in personnel management. The modern trends in HR development are substantiated: HR-automation, HR-analytics HR-marketing, Smart-recruiting, e-learning. The impacts of changes in business and human resource management on the development of HR-Digital have been researched: transformation of management model and formation of Digital-strategy; philosophy of agility, business orientation and the concept of balance between professional and personal life; development of HR-Digital. The basic principles of introduction of modern Digital HR technologies in the company are defined: centralization, automation, easy and fixed automation, concentration and simplicity. The international experience in the use of digital technol-ogies in personnel management and substantiated new tools to increase the efficiency of work with staff has been analysed. The focus shift from automation to performance; cloud services to simplify teamwork; constant control of efficiency; feedback, engagement and analytics; a new wave of corporate learning; innovations in the recruitment market; care for employees; human-centric analytics; Artificial Intelligence; innovative HR. The effectiveness of corporate training is proved, namely: distance learning, interactive platforms, micro-learning, upgraded learning management systems (LMS) based on artificial intelligence and virtual reality. The most effective applications and chat-bot services are substantiated. The possibility of introducing digitalization at domestic enterprises in the field of HR has been reasoned. Measures are proposed of digitalization introduction at enterprises, namely: stages of digitalization introduction in personnel management are offered. In addition, the proven necessity of developing mobile applications based on user experience and digital HR, combining social networks, mobile applications, analytics, and cloud technologies, provides a new platform to improve staff performance and the experience of candi-dates The digital capabilities to increase efficiency in human resource management have been defined. Keywords: management by personnel, digitalization, HR-platform, innovative information technologies, Digital- strategy, Digital technologies. Стаття присвячена аналізуванню розвитку інноваційних технологій в управлінні персоналом. Обгрунтовано новітні тенденції розвитку HR: HR-автоматизація, HR-аналітика HR-маркетинг, Smart-рекрутинг, електронне навчання. Досліджено вплив змін в бізнесі та управлінні людськими ресурсами на розвиток HR-Digital. Визначено основні принципи впровадження сучасних технологій Digital HR в компанію: централізація, автоматизація, легка і фіксована автоматизація, концентрація та простота. Проана-лізовано міжнародний досвід використання Digital технологій в управлінні персоналом та обґрунтовано нові інструментами для підвищення ефективності роботи з персоналом. Обгрунтовано можливість впровадження діджиталізації на вітчизняних підпри-ємствах у сфері HR. Запропоновано заходи щодо впровадження діджиталізації на підприємствах. Визначено можливості Digital для підвищення ефективності в управлінні людськими ресурсами. Ключові слова: управління персоналом, діджиталізація, HR-платформи, інноваційні інформаційні технології, Digital-стратегія, Digital-технології.

e-HRM: A Strategic Reveiw

2012 ◽  
Vol 2 (3) ◽  
pp. 119 ◽  
Author(s):  
Puja Sareen ◽  
K. Venkat Subramanian
Keyword(s):  
Information Technology ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Driving Forces ◽  
Research Work ◽  
Cost Savings ◽  
Future Research ◽  
Resource Information ◽  
The Impact

Today, HR is not treated as a single function. It’s a collection of highly specialized capabilities — each with distinct objectives, tasks and needs. There is an ever-increasing pressure on Human Resource (HR) function to support strategic goals and to focus on value adding activities. Organizations have realized the growing importance of using Information Technology (IT) in leveraging their Human Resource (HR) functions. This takes the form of e-HRM (Electronic Human Resource Management). The e-HRM revolution relies on cutting-edge information technology, ranging from Internet-enabled human resources information systems (HRIS) to corporate intranets and portals. The driving forces are intensifying competition, need to manage workforce on a global level, to improve HR service delivery and to bring cost savings. e-HRM enables HR leaders to become architects in the development of competitive organizational social systems.This paper reviews the research work done in the field of e-HRM. It provides insights into a framework of e-HRM, along with benefits and limitations. It discusses the impact of e-HRM on HR professionals. It seeks to identify implications for future research in this field.Key words: Human Resource(HR), Electronic Human Resource Management (e-HRM), Human Resource Information System(HRIS), Information Technolo

Organization Theory and HRM

2009 ◽  
Author(s):  
Tony J. Watson
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Personnel Management ◽  
Organization Theory ◽  
Work Organizations ◽  
Organizational Processes ◽  
Organizational Activity ◽  
The Future ◽  
The Way

This article aims to identify the contributions that have been made by ideas from organization theory to our understanding of the organizational activity of human resource management — and its earlier ‘personnel management’ manifestation. Attention is also given to ways in which greater use might be made of organization theory in the analysis of HRM activities and processes in the future. HRM processes are organizational processes. They occur within all work organizations and they cannot be understood separately from the way in which organizations themselves are perceived.

Difficulties in Accepting Telemedicine

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.

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

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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