PL EN


2019 | 53 | 2 |
Article title

The use of information technology in human resource management in American enterprises

Authors
Content
Title variants
Languages of publication
EN
Abstracts
EN
Theoretical background: The ongoing development of information technology (IT) has caused IT solutions to be increasingly applied in human resource management (HRM). The implementation of such solutions is highly advantageous to enterprises because they streamline the provision of services to job candidates and employees, and save time and money. This is particularly important for high-tech enterprises using the latest scientific and technological advances and innovative solutions.Purpose of the article: The objective of the study was to examine the use of IT tools in recruitment and selection, development and training, motivation, talent management and personnel services. Research methods: The research employed the case study method. Documentation analysis, interview techniques and observations were carried out in enterprises. The paper describes three case studies of high-tech companies headquartered in Silicon Valley in the United States.Main findings: High-tech enterprises in Silicon Valley deploy a wide range of IT tools for recruitment and selection, development and training, motivation, talent management and human resource (HR) services, thus supporting personnel management processes and increasing the efficiency of administrative tasks. The type and scope of the applied IT solutions depended on the size of the company. Large enterprises had a tendency to integrate specifi tools used in HR processes into one employee management system. The research showed a number of advantages regarding IT tool implementation in HRM, such as improved HR management efficiency due to data integration, obtaining a better match between employee competences, their development capacities and company demands. Moreover, the use of IT tools increased employee engagement in the performance of tasks. The implementation of IT tools in HRM produces certain limitations since technologies can be static and information can be transferred in one direction only. Therefore, face-to-face relationships, opportunities for sharing opinions between employees and prospects for development are essential in enterprises because they impact employee engagement.
PL
Theoretical background: The ongoing development of information technology (IT) has caused IT solutions to be increasingly applied in human resource management (HRM). The implementation of such solutions is highly advantageous to enterprises because they streamline the provision of services to job candidates and employees, and save time and money. This is particularly important for high-tech enterprises using the latest scientific and technological advances and innovative solutions.Purpose of the article: The objective of the study was to examine the use of IT tools in recruitment and selection, development and training, motivation, talent management and personnel services. Research methods: The research employed the case study method. Documentation analysis, interview techniques and observations were carried out in enterprises. The paper describes three case studies of high-tech companies headquartered in Silicon Valley in the United States.Main findings: High-tech enterprises in Silicon Valley deploy a wide range of IT tools for recruitment and selection, development and training, motivation, talent management and human resource (HR) services, thus supporting personnel management processes and increasing the efficiency of administrative tasks. The type and scope of the applied IT solutions depended on the size of the company. Large enterprises had a tendency to integrate specific tools used in HR processes into one employee management system. The research showed a number of advantages regarding IT tool implementation in HRM, such as improved HR management efficiency due to data integration, obtaining a better match between employee competences, their development capacities and company demands. Moreover, the use of IT tools increased employee engagement in the performance of tasks. The implementation of IT tools in HRM produces certain limitations since technologies can be static and information can be transferred in one direction only. Therefore, face-to-face relationships, opportunities for sharing opinions between employees and prospects for development are essential in enterprises because they impact employee engagement.
Year
Volume
53
Issue
2
Physical description
Dates
published
2019
online
2019-10-25
Contributors
author
References
  • Bondarouk, T., & Brewster, C. (2016). Conceptualising the future of HRM and technology research. International Journal of Human Resource Management, 27(21). DOI: 10.1080/09585192.2016.1232296.
  • Bondarouk, T., Parry, E., & Furtmueller, E. (2017). Electronic HRM: four decades of research on adoption and consequences. The International Journal of Human Resource Management, 28(1). DOI: 10.1080/09585192.2016.1245672.
  • Bondarouk, T., & Ruël, H. (2013). The strategic value of e-HRM: Results from an exploratory study in a governmental organization. International Journal of Human Resource Management, 24(2). DOI: https://doi.org/10.1080/09585192.2012.675142.
  • Chamorro-Premuzic, T. (2015). 3 emerging alternatives to traditional hiring methods. Retrieved from https://hbr.org/2015/06/3-emerging-alternatives-to-traditional-hiring-methods [access: 20.10.2018].
  • Chmielarz, W., & Parys, T. (2018). The use of mobile technologies in e-commerce. Annales Universitatis Mariae Curie-Skłodowska – sectio H, 52(2). DOI: 10.17951/h.2018.52.2.17-30.
  • Czernek, K. (2016). Wprowadzenie do badań jakościowych w naukach o zarządzaniu. In: W. Czakon (red.), Podstawy metodologii badań w naukach o zarządzaniu. Piaseczno: Wydawnictwo Nieoczywiste.
  • Flick, U. (2018). An Introduction to Qualitative Research. London: SAGE.
  • Kaufman, B.E. (2014). The historical development of American HRM broadly viewed. Human Resource Management Review, 24(3). DOI: https://doi.org/10.1016/j.hrmr.2014.03.003.
  • Mastalerz, M. (2018). Basics of estimating the costs of implementing social media portals in the enterprise. The use of mobile technologies in e-commerce. Annales Universitatis Mariae Curie-Skłodowska – sectio H, 52(2). DOI: 10.17951/h.2018.52.2.79-89.
  • Meister, J.C., & Willyerd, K. (2010). The 2020 Workplace. How Innovative Companies Attract, Develop, and Keep Tomorrow’s Employees Today. New York: HarperCollins.
  • Noor, K.B.M. (2008). Case study: A strategic research methodology. American Journal of Applied Sciences, 5(11). DOI: 10.3844/ajassp.2008.1602.1604.
  • Piotrkowski, K., Chmielewski, M., & Ziółek, M. (2015). Grywalizacja jako technika zarządzania zasobami ludzkimi w firmie informatycznej. Przegląd Organizacji, 2.
  • SHRM Survey Findings: Using Social Media for Talent Acquisition – Recruitment and Screening. (2016). Retrieved from https://www.shrm.org/hr-today/trends-and-forecasting/research-and-surveys/Documents/SHRM-Social-Media-Recruiting-Screening-2015.pdf [access: 8.09.2018].
  • Sierra-Cedar. (2016–2017). HR Systems Survey. White Paper, 19thAnnual Edition.
  • Steiber, A., & Alänge, S. (2016). The Silicon Valley Model: Management for Entrepreneurship. Springer International Publishing. DOI: 10.1007/978-3-319-24921-6.
  • Stone, D.L., & Deadrick, D.L. (2015). Challenges and opportunities affecting the future of human resource management. Human Resource Management Review, 25(2). DOI: https://doi.org/10.1016/j.hrmr.2015.01.003.
  • Stone, D.L. et al. (2015). The influence of technology on the future of human resources management. Human Resource Management Review, 25(2). DOI: https://doi.org/10.1016/j.hrmr.2015.01.002.
  • Woźniak, J. (2015). Grywalizacja w zarządzaniu ludźmi. Zarządzanie Zasobami Ludzkimi, 2(103).
  • Zakrzewska-Bielawska, A. (2015). Strategie przedsiębiorstw w sieci. Wyniki badań firm high-tech. Prace Naukowe WWSZiP. Zarządzanie strategiczne, 32(2).
Document Type
Publication order reference
Identifiers
YADDA identifier
bwmeta1.element.ojs-doi-10_17951_h_2019_53_2_37-44
JavaScript is turned off in your web browser. Turn it on to take full advantage of this site, then refresh the page.