We have witnessed the HRIT implementation in various organizations since decades, Today HRIT or HRIS is one of the integral part in Human Resources. I would like to know the views or any past research done by any one in the area of Impact of HR Technology in HR Transformation leading to Organizational Performance.
Dear Ashutosh,
To begin your work, you can refer to the following papers:
Lengnick-Hall, M. L., & Moritz, S. (2003). The impact of e-HR on the human resource management function. Journal of Labor Research, 24(3), 365-379.
Black, S. E., & Lynch, L. M. (2001). How to compete: the impact of workplace practices and information technology on productivity. Review of Economics and statistics, 83(3), 434-445.
regards,
Apurva Sanaria
Dear Ashotosh,
Please refer to the following paper,
E. Frauenheim, (2010) "Special report: HR technology", Human Resource Management International Digest, Vol. 18 Iss: 6
You could reverse the question: Is it high HRIS implementation that leads to better effectiveness and performance or is it good financial results that lead to more intense adoption of HRIS? I recently reviewed a paper on that, where the authors were checking for this two-headed relation. I believe that it should be out soon.
In :Panayotopoulou, L., Galanaki, E. and Papalexandris, N. (2010). "Adoption of electronic systems in HRM: Is national background of the firm relevant?" New Technology, Work and Employment *, Vol. 25, No.3, pp. 253-269 , there is substantial relevant literature review, but we checked the relation from the opposite direction to the one you mentioned, i.e. whether firm performance affects the adoption of HRIS.
Thanks all for sharing your valuable inputs. I am still looking for more focused and multidimensional research papers in the area of Impact of HR Technology in Firm's Or Organizational effectiveness or performance. Looking forward for kind support.
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