Identyfikatory
Warianty tytułu
Języki publikacji
Abstrakty
Nowadays, the rapid development of Information Technologies in several fields of socio-economic activity can be observed. High-tech companies develop or implement IT solutions in numerous areas, including employee management. In the studied high-tech enterprise, the IT solutions are used in order to facilitate employee management in recruitment and selection, development and training, evaluation, motivation, talent management and personnel-related services. The company implemented an integrated employee management system. This enabled data integration and improvement of employee management. Owing to the implementation of the tools, the company improve work efficiency in the course of procedures being standardized.
Czasopismo
Rocznik
Tom
Strony
95--103
Opis fizyczny
Bibliogr. 21 poz.
Twórcy
autor
- Maria Curie-Sklodowska University, Faculty of Economics, Plac Marii Curie-Skłodowskiej 5, 20-031 Lublin, Poland
Bibliografia
- [1] Arvanitis, S., Seliger, F., & Stucki, T. (2016). The relative importance of human resource management practices for innovation. Economics of Innovation and New Technology, 25(8), 769–800.
- [2] Bodla, A. A., & Ningyu, T. (2017). Transformative HR practices and employee task performance in high-tech firms: The role of employee adaptivity. Journal of Organizational Change Management, 30(5), 710–724. doi:10.1108/JOCM-02-2016-0030
- [3] Bondarouk, T., & Brewster, C. (2016). Conceptualising the future of HRM and technology research. International Journal of Human Resource Management, 27(21), 2652–2671. doi:10.1080/09585192.2016.1232296N
- [4] Chamorro-Premuzic, T., Akhtar, R., Winsborough, D., & Sherman R. A. (2017). The datafication of talent: how technology is advancing the science of human potential at work. Current Opinion in Behavioral Sciences, 8, 13–16. doi:10.1016/j.cobeha.2017.04.007
- [5] Revenue from information technology (IT) services and software worldwide from 2005 to 2016 (in billion euros). (n.d.). In The Statistics Portal. Retrieved March 1, 2019 from https://www.statista.com/statistics/268632/worldwide-revenue-from-software-and-it-services-since-2005
- [6] Huang, P., & Yao, Ch. (2018). Key success factors in high-tech industry promoting knowledge management. Journal of Interdisciplinary Mathematics, 21(2), 509-517. doi:10.1080/09720502.2018.1451607
- [7] Intindola, M. L., Lewis, G., Flinchbaugh, C., & Rogers, S. E. (2017): Web-based recruiting’s impact on organizational image and familiarity: too much of a good thing? The Inter-national Journal of Human Resource Management. doi:10.1080/09585192.2017.1332672
- [8] Kirk, J., & Belovics, R. (2007). The high‐tech industry and its workers. Journal of Employment Counseling, 44(2), 50–59. doi:10.1002/j.2161-1920.2007.tb00024.x
- [9] El Ouridi, M., El Ouirdi, A., Segers, J., & Pais, I. (2016). Technology Adoption in Employee Recruitment: The Case of Social Media in Central and Eastern Europe. Computers in Human Behaviour, 57, 240–249. doi:10.1016/j.chb.2015.12.043
- [10] Marler, J. H., & Parry, E. (2016). Human resource management, strategic involvement and e-HRM technology. The International Journal of Human Resource Management, 27(19), 2233–2253. doi:10.1080/09585192.2015.1091980
- [11] Meijerink, J. G., Bondarouk, T., & Lepak, D. P. (2016). Employees as Active Consumers of HRM: Linking Employees’ HRM Competences with Their Perceptions of HRM Service Value. Human Resource Management, 55(2), 219– 240. doi:10.1002/hrm.21719
- [12] Patalas-Maliszewska, J. (2014). Can local knowledge workers significantly contribute to the growth of the national level of innovation? Applied Computer Science, 10(1), 44–54.
- [13] Ramírez-Correa, P. E, Rondan-Cataluña, F. J., Arenas-Gaitán, J., & Alfaro-Perez, J. L. (2017). Moderating effect of learning styles on a learning management system’s success. Telematics and Informatics, 34(1), 272–286. doi:10.1016/j.tele.2016.04.006
- [14] Payne, S. C., Horner, M. T., Boswell, W. R., Schroeder, A. N., & Stine-Cheyne, K. J. (2009). Comparison of online and traditional performance appraisal systems. Journal of Managerial Psychology, 24(6), 526–544. doi:10.1108/02683940910974116
- [15] Rusell, Ch., & Bennett, N. (2015). Big Data and talent management: Using hard data to make the soft stuff easy. Business Horizons, 58(3), 237–242. doi:10.1016/j.bushor.2014.08.001
- [16] Samuel, O. W., Omisore, M. O., & Atajeromavwo, E. J. (2014). Online fuzzy based decision support system for human resource performance appraisal. Measurement, 55, 452–461. doi:10.1016/j.measurement.2014.05.024
- [17] Sierra-Cedar 2016–2017 HR Systems Survey White Paper, 19th Annual Edition
- [18] Simón, C., & Esteves, J. (2016). The limits of institutional isomorphism in the design of e-recruitment websites: a comparative analysis of the USA and Spain. The International Journal of Human Resource Management, 27(1), 23–44. doi:10.1080/09585192.2015.1004186
- [19] Stone, D. L., Deadrick, D. L., Lukaszewski, K. M., & Johnson, R. (2015). The influence of technology on the future of human resources management. Human Resource Management Review, 25, 216–231. doi:10.1016/j.hrmr.2015.01.002
- [20] Śliwa, M., & Kosicka, E. (2017). A model of knowledge acquisition in the maintenance department of a production company. Applied Computer Science, 13(3), 41–54. doi:10.23743/acs-2017-20
- [21] Werbach, K., & Hunter, D. (2012). For the Win: How Game Thinking Can Revolutionize Your Business. Wharton Digital Press.
Uwagi
Opracowanie rekordu w ramach umowy 509/P-DUN/2018 ze środków MNiSW przeznaczonych na działalność upowszechniającą naukę (2019).
Typ dokumentu
Bibliografia
Identyfikator YADDA
bwmeta1.element.baztech-a800be0e-631f-41bc-99eb-0ff8e982cf69