Research Interests:
Technological optimistic voices assume that, from a technical perspective, the IT possibilities for HRM are endless: in principal all HR processes can be supported by IT. E-HRM is the relatively new term for this IT supported HRM,... more
Technological optimistic voices assume that, from a technical perspective, the IT possibilities for HRM are endless: in principal all HR processes can be supported by IT. E-HRM is the relatively new term for this IT supported HRM, especially through the use of web technology. This paper aims at demystifying e-HRM by answering the following questions: what actually is e-HRM?, what are the goals of starting with e-HRM?, what types can be distinguished? and what are the outcomes of eHRM? Based upon the literature, an e-HRM research model is developed and, guided by this model, five organizations have been studied that have already been on the ‘e-HR road’ for a number of years. We conclude that the goals of e-HRM are mainly to improve HR’s administrative efficiency/to achieve cost reduction. Next to this goals, international companies seem to use the introduction of e-HRM to standardize/harmonize HR policies and processes. Further, there is a ‘gap’ between e-HRM in a technical sense and...
Research Interests:
Research Interests:
Research Interests:
Industry 4.0 embodies the three technology-based developmental streams currently available and is widely recognised whether it is viewed as a great step forward or not. Consequently, the interest in the topic of “implementation” regarding... more
Industry 4.0 embodies the three technology-based developmental streams currently available and is widely recognised whether it is viewed as a great step forward or not. Consequently, the interest in the topic of “implementation” regarding Industry 4.0 has grown in recent years. However, data to date depict a somewhat single (technology-push, focused on organisational benefits) way of representing the drivers of Industry 4.0 adoption. In response, this paper intends to show to the scholarly and business communities that discussions in the literature on Industry 4.0 adoption drivers do not fully reflect the Industry 4.0 reality, which seems to us to be much more diverse. In other words, the goal is to provide an overview of the breadth and variation in drivers of Industry 4.0 adoption. This is achieved through assessing eight cases selected from the Dutch national and eastern regional platform for Industry 4.0. The cross-case analysis reveals the diversity in existing Industry 4.0 ado...
Research Interests:
Research Interests:
Purpose– Despite the growing belief that multilevel research is necessary to advance human resource management (HRM) understanding, there remains a lack of multilevel thinking – the application of principles for multilevel theory... more
Purpose– Despite the growing belief that multilevel research is necessary to advance human resource management (HRM) understanding, there remains a lack of multilevel thinking – the application of principles for multilevel theory building. The purpose of this paper is to propose a systematic approach for multilevel HRM research.Design/methodology/approach– The paper proposes an agenda for multilevel HRM research by addressing three obstacles (concerning questions, theories and methods) that impede advancement in this field.Findings– The paper provides an inclusive definition of multilevel HRM research that serves to advance its use, and maps out a multilevel HRM research landscape that captures the various aspects of this concept. The paper identifies unanswered multilevel questions within 16 research domains and develops a systematic approach to tackle these research questions by invoking three relevant theories and methodologies.Research limitations/implications– Some of the ident...
Research Interests:
Research Interests:
This case study describes experience of a larger general hospital in the Netherlands in the implementation of a personnel management system Beaufort. The case shows clearly that there are variations in users behaviors and acceptance of... more
This case study describes experience of a larger general hospital in the Netherlands in the implementation of a personnel management system Beaufort. The case shows clearly that there are variations in users behaviors and acceptance of the new system in the two phases due to differences in technical and human issues. IT implementation processes are described in detail within the context of a decentralized organization.
Research Interests:
Research Interests: Engineering, Information Technology, Knowledge Management, Knowledge sharing, IT Management, and 14 moreQualitative Research, Human Resource, Collaborative Learning, Organizational structure, Experiential Learning, Case Study, Knowledge Acquisition, IS success, Learning Process, Theoretical Framework, Conceptualization, Non-structural Measure, Constructive, and Group Learning
Nowadays, more and more information and communication technologies (ICT) gain the characteristics of groupware as they strive to support different aspects of collaborative work. These types of ICT become progressively intertwined in the... more
Nowadays, more and more information and communication technologies (ICT) gain the characteristics of groupware as they strive to support different aspects of collaborative work. These types of ICT become progressively intertwined in the infrastructures of companies and therefore their implementation deserves as much attention as their design and development. However the literature keeps on providing examples of failures of groupware projects. In this paper we propose a novel theoretical perspective to understand implementation of such technologies based on learning theories. A technology implementation process is regarded as a learning process. The model describes two levels of the implementation process: the user level (individuals and groups) and the organisational level. At the group level it is based on five steps of collaborative learning within a group of users. At the organisational level it is related to the learning climate. By means of the longitudinal case study we have o...
Research Interests:
A new HR system was introduced in a Dutch hospital. The system implied collaborative work among its users. The project planning seemed to be reasonably straightforward: the system’s introduction was intended to take place gradually,... more
A new HR system was introduced in a Dutch hospital. The system implied collaborative work among its users. The project planning seemed to be reasonably straightforward: the system’s introduction was intended to take place gradually, including pilots in different departments and appropriate feedback. After some time, the system was successfully adopted by one group of users, but failed with another. We conceptualize the implementation process of groupware as group learning to frame the adoption of the system, and analyze the qualitative data collected during the longitudinal case study. We found that in the user group with strong group learning, adoption of the system occurred effectively and on time. In another user group with rather weak group learning, the use of the system was blocked after a short time. The results provided a first confirmation of our assumption about the importance of group learning processes in the implementation of groupware.
Research Interests:
Research Interests:
Research Interests:
Discursive-based analysis of organizations is not new in the field of interpretive social studies. Since not long ago have information systems (IS) studies also shown a keen interest in discourse (Wynn et al, 2002). The IS field has grown... more
Discursive-based analysis of organizations is not new in the field of interpretive social studies. Since not long ago have information systems (IS) studies also shown a keen interest in discourse (Wynn et al, 2002). The IS field has grown significantly in its multiplicity that is ...
Research Interests:
Research Interests:
Research Interests:
Research Interests:
Research Interests:
Research Interests:
Abstract. This article describes how structuration theory can be used to analyze changes as invoked by two HR Sourcing arrangements: HR Shared Service Centers and HR Outsourcing. This approach allows us to understand changing... more
Abstract. This article describes how structuration theory can be used to analyze changes as invoked by two HR Sourcing arrangements: HR Shared Service Centers and HR Outsourcing. This approach allows us to understand changing responsibilities, altered HR processes, and the adaptation of web-based tools for HRM, through the eyes of organizational agents. Moreover structuration theory allows that their perspectives can be utilized to explicate the emergence of adversities and advantages that are commonly identified with HR Sourcing, but which often lack interpretation. In order to create a more solid understanding of those perspectives, the notion of an HR Ensemble is developed, which signifies the mental constructs that organizational agents can carry about HRM. By highlighting these constructs before and during the occurrence of HR Sourcing at six organizations, several well-known, but ill expound phenomena are illuminated. This is grounded in the comparison of the two HR sourcing a...
Research Interests:
Research Interests:
Special issue of International Journal of Human Resource Management: It’s never a straight line: advancing knowledge on HRM implementation Tanya Bondarouk (Guest Editors), Jordi Trullen & Mireia Valverde To cite this article: Tanya... more
Special issue of International Journal of Human Resource Management: It’s never a straight line: advancing knowledge on HRM implementation Tanya Bondarouk (Guest Editors), Jordi Trullen & Mireia Valverde To cite this article: Tanya Bondarouk (Guest Editors), Jordi Trullen & Mireia Valverde (2018) Special issue of InternationalJournalofHumanResourceManagement: It’s never a straight line: advancing knowledge on HRM implementation, The International Journal of Human Resource Management, 29:22, 2995-3000, DOI: 10.1080/09585192.2018.1509535 To link to this article: https://doi.org/10.1080/09585192.2018.1509535
Research Interests:
Research Interests:
Research Interests:
Research Interests:
Research Interests:
Research Interests:
Research Interests:
Research Interests:
Research Interests:
Purpose Driven by the rapidly accelerating pace of technology-enabled developments within human resource management (HRM), human resource (HR) analytics is infiltrating the research and business agenda. As one of the first in its field,... more
Purpose Driven by the rapidly accelerating pace of technology-enabled developments within human resource management (HRM), human resource (HR) analytics is infiltrating the research and business agenda. As one of the first in its field, the purpose of this paper is to explore what the future of HR analytics might look like. Design/methodology/approach Using a sample of 20 practitioners of HR analytics, based in 11 large Dutch organizations, the authors investigated what the application, value, structure, and system support of HR analytics might look like in 2025. Findings The findings suggest that, by 2025, HR analytics will have become an established discipline, will have a proven impact on business outcomes, and will have a strong influence in operational and strategic decision making. Furthermore, the development of HR analytics will be characterized by integration, with data and IT infrastructure integrated across disciplines and even across organizational boundaries. Moreover, ...
Research Interests:
Research Interests:
Research Interests:
Research Interests:
Research Interests:
Research Interests:
The International Journal of Human Resource Management invites submissions for a Special Issue on employment of people with disabilities. Papers can address employment barriers and facilitators for people with disabilities, including but... more
The International Journal of Human Resource Management invites submissions for a Special Issue on employment of people with disabilities. Papers can address employment barriers and facilitators for people with disabilities, including but not limited to: public policies, corporate policies and practices, HRM policies, accommodation issues, and treatment by managers, supervisors and co-workers. Papers can also examine the causes and consequences of workplace experiences and outcomes for employees with disabilities, such as pay, training, promotions, participation in decisions, work–family balance, job satisfaction, organization commitment, organizational citizenship behaviors and voluntary and involuntary turnover. Both case studies and multi-employer studies, and withincountry and cross-country studies, are welcome. The deadline for submission of papers is 1 September 2014. Inquiries may be directed to the Special Issue editors: Lisa Schur (schur@work.rutgers.edu), Adrienne Colella (acolella@tulane.edu), and Meera Adya (madya@law.syr.edu)
Research Interests:
Research Interests:
Research Interests:
PurposeBoth for‐profit and not‐for‐profit organisations have been replacing face‐to‐face HRM activities with web‐based HRM tools, e‐HRM for short, for employees and managers since the 1990s. This paper aims to look at whether this is of... more
PurposeBoth for‐profit and not‐for‐profit organisations have been replacing face‐to‐face HRM activities with web‐based HRM tools, e‐HRM for short, for employees and managers since the 1990s. This paper aims to look at whether this is of benefit to an organisation.Design/methodology/approachThe study was conducted in the Ministry of Internal Affairs in The Netherlands, where e‐HRM in the form of employee self‐service applications was introduced.FindingsThe study shows that individual assessment of e‐HRM applications influences HRM technical and strategic effectiveness. This is especially so in the perceived quality of the content and the structure of e‐HRM applications which have a significant and positive effect on technical and strategic HRM effectiveness.Research limitations/implicationsIt is difficult to form generalizations from the research into only one company.Practical implicationsThe basic expectations are that using e‐HRM will decrease costs, will improve the HR service le...