Encyclopedia of Human Resources Information Systems: Challenges in E-hrm

Title Page
......Page 2
Editorial Advisory Board
......Page 4
List of Contributors
......Page 5
Contents
by Volume
......Page 9
Contents 
by Topic......Page 19
Foreword
......Page 29
Preface
......Page 31
Acknowledgment
......Page 38
About the Editors
......Page 42
Achieving High Performance Outcomes
through Trust in Virtual Teams
......Page 44
An Activity Theory View of E-HR and Open
Source
......Page 50
Addressing Global Labor Needs
Using E-Training
......Page 55
An Adoption and Diffusion Perspective on
HRIS Usage
......Page 61
Adoption and Success of E-HRM in European
Firms
......Page 67
Adoption of E-HRM in Large New Zealand
Organizations
......Page 74
Andragogy and Pedagogy in Learning Theories
......Page 85
Approaches and Concepts to Restructuring
Human Resources Management Functions
......Page 91
Assessing Information Technology Capability
versus Human Resource Information System
Utilization
......Page 99
Assessing the Impact of Mobile Technologies
on Work-Life Balance
......Page 106
Assessing the Use of Internet
in the Recruiting Process
......Page 113
B2E Relationships, Intranets, and Competency
Management
......Page 120
Basics to Develop Web Services for Human
Resources
......Page 127
Benchmarking Human Resource Information
Systems
......Page 135
The Benefits of Home-Based Working’s
Flexibility
......Page 145
The Benefits of Using Technology in Human
Resource Management
......Page 153
Business, Information Technology,
and Human Resource Strategy Alignment
......Page 160
Challenges of Simulation in Management
Development
......Page 167
Collaboration Intricacies of Web 2.0
for Training Human Resource Managers
......Page 174
Communities of Practice
......Page 185
Competency Management Information
Systems
......Page 192
Conception, Categorization, and Impact of
HR-Relevant Virtual Communities
......Page 197
Concepts and Challenges of E-Leadership
......Page 204
Concepts, Technology, and Applications
in E-Mentoring
......Page 209
Conceptualization and Evolution of Learning Organizations
......Page 215
Conflict Resolution in E-HRM Environments
......Page 221
Consequences and Strategic Implications of
Networked Enterprise and Human Resources
......Page 228
Considering Call Center Developments
in E-HRM
......Page 234
A Contingency Perspective on the
Implementation of E-Performance
Management
......Page 240
Contributions of Social Capital Theory to HRM
......Page 246
A Corporate Social Capital View on E-HRM
Implementation
......Page 253
Curricula Frameworks for an E-Learning
Catalog
......Page 259
Data Warehouse and Business Intelligence
Systems in the Context of E-HRM
......Page 266
Developing an Innovative Curriculum
to Prepare Networking Professionals
for the Global Marketplace
......Page 273
Developments, Controversies,
and Applications of Ergonomics
......Page 279
The Diffusion of HRITs Across English-
Speaking Countries
......Page 285
E-Communication in the Information Society
and the Impact of New Technologies on
Employee Communication
......Page 291
Effective Leadership in Virtual-Like
Organizational Arrangements
......Page 299
Efficiency of Electronic Recruiting Methods
......Page 310
E-Government and E-HRM in the Public Sector
......Page 315
E-HRM as a Reality in Virtual World
......Page 321
E-HRM Challenges and Opportunities
......Page 329
E-HRM in Competence Recognition
and Management
......Page 336
An E-HRM Perspective on Motivation
......Page 344
Electronic Employee Performance
Management (EPM) Systems
......Page 350
Electronic Monitoring in the Workplace
......Page 357
Employee Incentives and Retention for
an E-World
......Page 364
Employees and Corporate Social Performance......Page 370
Employer Brand Image Review and Future
Strategies......Page 377
An Employer-Employee Relationship
Perspective on Rewards, Challenges,
and Systems......Page 383
Enterprise Alignment and the Challenge for
Organization Development......Page 393
E-Recruitment in Emerging Economies......Page 400
E-Resourcing as an Effective Function of
E-HRM Performance Linkage Models......Page 406
E-Training in Ethical Behavior......Page 416
Expediting Personalized Just-in-Time
Training with E-Learning Management Systems......Page 421
An Exploration of the Perceived Value ofInformation Technology Certification betweenInformation Technology and HumanResources Professionals......Page 429
Exploring the Link between Flexible Work and
Organizational Performance......Page 435
Exploring the Relation between the Use of
HRIS and their Implementation in Spanish
Firms......Page 442
Extending Relationship Marketing to Human
Resources Management Using the CaRM
Approach to Personnel Recruitment......Page 449
Group Support Systems as Tools for
HR Decision Making......Page 456
High Performance IT as Strategic Partner for
HR Management......Page 463
HR Portals as Tools for Relational Resources
Management......Page 471
HRIS as Drivers to Introduce Total Quality in
HRM......Page 477
Human Capital Management for Sustainable
Competitive Advantage in the New Economy......Page 484
The Human Resource Implications of
Computers......Page 494
Human Resources as Manager of the Human
Imprint......Page 500
Human Resources in the Balanced Scorecard
System......Page 507
Human Resources Information Systems Role
in Sarbanes-Oxley (SOX) Compliance......Page 514
Human Resources Outsourcing Strategies......Page 520
Human Resources Strategies for
Fair and Legal Employee Selection......Page 525
Human-Computer Interaction:
A Human Resources Perspective......Page 531
The Importance of Task Type in Virtual Teams......Page 538
Improving Employee Selection with Online
Testing......Page 547
Improving Virtual Teams through Swift
Structure......Page 553
Increasing Tacit Knowledge Sharing with an
HRIS......Page 561
Influence of Job Relevance, Output Quality,
Task Technology Fit, and Privacy Concerns on
Human Resources Information Systems Usage......Page 568
Information Technologies as a Vital Channel
for an Internal E-Communication Strategy......Page 575
An Integrating Architecture for CompetenceManagement......Page 581
Intellectual Capital Models and their Role
within Information Systems......Page 590
Interactive, Flexible, and Adaptable Decision
Support Systems......Page 600
Intercultural Competences as a Trust Factor in
Virtual Team Work......Page 606
Internet Technology-Based Tools Utilization
in the Workplace of Contemporary
Organizations: The Implications......Page 613
IT and the Social Construction of Knowledge......Page 620
Kaleidoscope Careers and Evolving HRM Issues......Page 627
Knowledge Facilitator vs. Knowledge Dictator
in Today’s Organizations......Page 635
A Knowledge Management Approach to
Improving E-Business Collaboration......Page 641
Knowledge Management in Organizations......Page 648
Knowledge Management Systems as a
Framework for IT in Knowledge Management......Page 654
Learning Organizations vs. Static
Organizations in the Context of E-HRM......Page 660
Making E-Training Cost Effective through
Quality Assurance......Page 666
The Management of the Human Resourcesand the Quality of the Services......Page 675
Managing the New Psychological Contract......Page 683
Medical IT Systems and Their Effect
on Human Resources......Page 692
The New Face of Sexual Harassment......Page 698
Occupational Culture and Socialization in IS......Page 704
Online Dispute Resolution......Page 711
Orchestrating the Multi-Channel Character of
Formal and Informal Communication in
“Virtual Teams”
......Page 719
Organizational Factors for Implementing
E-Democracy in Organizations......Page 725
Organizational Implications of Managing the
HRIS Employee Experience......Page 730
Organizational Justice in Virtual Team
Settings......Page 736
The Planning Fallacy and Utilization of Human
Resources Information Systems......Page 742
Podcasting as Mobile Learning......Page 748
Process Standardization and Integration for
Human Resource Administration......Page 754
Processes, Prospects, and Promises of
Electronic Leadership......Page 762
Project Management Concepts for E-HRM......Page 768
Redefining the Concept of HRIS......Page 776
Relations between Knowledge Acquisition
Forms and Sources of Power in Organization......Page 782
A Research Classification for HR Intranets......Page 789
The Right Work Ethic for Human Resource
Managers......Page 795
Risks, Gaps, and Global Issues of Project
Management......Page 801
The Role of HRIS in Crisis Response Planning......Page 807
The Role of ICT in Support of Adaptable WorkArrangements......Page 813
The Role of Lifelong Learning in the Creation
of a European Knowledge-Based Society......Page 818
Shared-Time Work and E-HRM in Small and
Medium Sized Enterprises......Page 827
The Sign-Meaning Chain and its Implications
for the Organization......Page 834
Social Capital and the Practice Lens Approach......Page 840
Social Cognitive Trust Model......Page 846
Standards for Skill Training and Development......Page 853
Supporting Work-Family Amalgamation
through E-HRM......Page 860
Technology, Functionality, and Applicability of
Portals in E-HRM......Page 866
Telemedicine Barriers......Page 873
Theory and Application of Leadership......Page 879
Tools and Techniques for Designing
Effective Compensation Systems......Page 885
Traditional Leadership in Light of E-HRMS......Page 892
Trans-Disciplinary Collaboration and
Information Systems......Page 898
Transferring Knowledge in a
Knowledge-Based Economy......Page 905
Transformative Learning......Page 914
Transforming Compensation Management
Practices through Web-Based Enterprise
Technologies......Page 920
Trust Multidimensionality......Page 926
Using Collaborative Technology in Group
Facilitation......Page 934
Utility Analysis of HRM Effectiveness......Page 941
Index......Page 954