Digitization in Human Resource - Literature Review and Future Research Agenda

Authors

  •  Abrar Parkar Student, MBA Flagship, Symbiosis Institute of Business Management, Pune
  •  Anushka Srivastava Student, MBA Flagship, Symbiosis Institute of Business Management, Pune
  •  Arshdeep Kaur Student, MBA Flagship, Symbiosis Institute of Business Management, Pune
  •  Ashley Geo Student, MBA Flagship, Symbiosis Institute of Business Management, Pune
  •  Swastika Bandopadhyay Student, MBA Flagship, Symbiosis Institute of Business Management, Pune
  •  Pritha Sinha Student, MBA Flagship, Symbiosis Institute of Business Management, Pune

DOI:

https://doi.org/10.53739/samvad/2021/v22/164043

Keywords:

Digital Employees, Digital Work, Dynamization, e-HRM, Human Resources Development

Abstract

Purpose: The aim of this paper is to present a study of available literature on the digitization of HR, the current scenarios, limitations and to provide a path for future research for this field of study. Design/Methodology/Approach: Research papers were collected on Digitization of HR from various journals available at different online databases. Papers were classified in different categories and tabulated under various classes. A total of 50 research paper sources were studied and assessed in terms of nature of research, level of analysis and application. Findings: As organizations continue to search for ways to be more responsive, flexible, strategic and efficient, HR managers are being forced to explore more innovative methods of performing their HR activities to support these strategic initiatives. An architectural framework can be used to understand and map the underlying structure of virtual HR. Research Limitations/Implications: The findings of this paper can be generalized only to the specific population of online databases selected for this research for a given period of time and not for the entire universe of the digitization literature. There may be various unexploited areas for future research in terms of different variables.

Downloads

Download data is not yet available.

Downloads

Published

2021-08-31

How to Cite

(1)
Parkar, A.; Srivastava, A.; Kaur, A.; Geo, A.; Bandopadhyay, S.; Sinha, P. Digitization in Human Resource - Literature Review and Future Research Agenda. samvad 2021, 22, 21-29.

Issue

Section

Articles

References

Mutch, A. (2010). Technology, organization, and structure—A morphogenetic approach. Organization science, 21(2), 507-520.

Alvehus, J. (2013). Skriva Uppsats med Kvalitativ Metod: Enhandbok, Stockholm: Liber.

Alvesson, M., & Deetz, S. (2004). Kritisk Samhallsvetenskaplig Metod, Lund: Student literature.

Alvesson, M. & Skoldberg, K. (2009). Reflexive Methodology: New vistas for qualitative research, Los Angeles: Sage.

Alvesson, M. (2003). Beyond neopositivists, romantics, and localists: A reflexive approach to interviews in organizational research. Academy of Management Review, 28(1):13–33 https://doi.org/10.5465/amr.2003.8925191

and implications. Human Resource Management Review, 16(1): 95–106.

Andersson, J. (2017). Digital Transformation, Modern aaffärs system. April 2017.

approaches, 2nd Ed. Thousand Oaks: SAGE.

Attia, E. A., Duquenne, P., & Le-Lann, J. M. (2014). Considering Skills Evolutions in Multiskilled.

Bailey, P. H. (1996). Assuring quality in narrative analysis. Western Journal of Nursing, PMid: 8638423. https://doi.org/10.1177/019394599601800206

Bell, B. S., Lee, S. & Yeung, S. K. (2006). The Impact of E-HR on professional competence in HRM: Implications for the development of HR professionals. Human Resource Management, 45(3):295–308. https://doi.org/10.1002/ hrm.20113

Bondarouk, T. & Ruel, H. (2009). Electronic Human Resource Management: Challenges in the digital era. The International Journal of Human Resource Management, 20(3):505–514 https://doi.org/10.1080/09585190802707235

Bondarouk, T., Marsman, E., & Rekers, M. (2014). HRM, Technology and Innovation: New HRM competences for old business challenges? Bondarouk, T., Olivas-Luján, M. R. (eds.) Human Resource Management, Social Innovation and Technology, Emerald Group. https://doi.org/10.1108/ S1877-636120140000014016

Bredin, K. & Soderlund, J. (2011). Human Resource Management in Project-based Organizations: The Quadriad Framework. https://doi.org/10.1057/9780230297517

Bryman, A. & Bell, E. (2011). Business Research Methods, 3rd Ed, Oxford: Oxford

Bryman, A. (2011). Samhällsvetenskapliga Metoder, Malmo: Liber 17. Bryson, C., & Karsten, L. (2009). Managing Uncertainty or Managing Uncertainly? In 18. Cap Gemini Consulting. (2013). Using Digital Tools to Unlock HR’s True Potential.

Cappelli, P. & Tavis, A. (2016) .The Performance Management Revolution: The focus is 20. Connelly, C. E. & Gallagher, D. G. (2006). Independent and Dependent Contracting:

Cöster, M. & Westelius, A. (2016). Digitalisering, 1st Ed. Stockholm: Liber.

Creswell, J. W. (2007). Qualitative Inquiry and Research Design: Choosing among five

Deloitte. (2016). Global Human Capital Trends 2016. The new Organization: Different by design, Deloitte University Press.

Framework for Managing Knowledge Across Boundariesâ€

H. J. M. Ruel & T. V. Bandarouk. (2009) Electronic Human Resource Management: Challenges in the digital era. https://doi.org/10.1080/09585190802707235

Ruel, H., Bondarouk, T., & Looise J. K. (2004) , E-HRM: Innovation or Irritation. An Explorative Empirical Study in Five Large Companies on Web-based HRM. https://doi.org/10.5771/0935-9915-2004-3-364

van der Togt, J. & Rasmussen T. H. (2017) .Towards Evidence based HR. https://doi.org/10.1108/JOEPP-022017-0013

Dresselhaus, L. (2010). Global talent management and the role of social networks.

Leopold, J., & Harris, L. (eds). (2009). The Strategic Managing of Human Resources. 2nd Ed. Harlow: Prentice Hall/Financial Times.

Rahman, M., Mordi, C., & Nwagbara, U. (2018). Factors influencing E-HRM implementation in government organisations: Case studies from Bangladesh. Journal of Enterprise Information Management, 31(2):247–275. https://doi.org/10.1108/JEIM-05-2017-0066

Selwyn, N. (2012). Making sense of young people, education and digital technology: The role of sociological theory. Oxford Review of Education, 38(1):81–96. https://doi.org/10.1080/03054985.2011.577949

Organizations: The HR quadriad framework, UK: Palgrave Macmillan.

Carlile, P. R. (2004). Transferring, translating, and transforming: An Integrative Production Research,

(5):4548–4573. Research, 18, pp. 186-194 resource/pdf/digitalhrpaper_final_0.pdf [Downloaded: 2017-03-20] shifting from accountability to learning, Harvard Business Review, pp. 58–67.

Hauptmann, S., & Steger, T. (2012). A brave new (digital) world? Effects of In-house Social Media on HRM.

Strohmeier, E. P., & Stefan. (2014). HRM in the digital age – digital changes and challenges of the HR profession. Employee Relations, 36(4). https://doi.org/10.1108/ER-03-2014-0032

Stein, V. (2015). Human Resources Development in Times of Digitization: A DynamizationAgenda.

Wiblen, S., Dery, K. & Grant, D. (2012). Do you see what I see? The role of technology in talent identification. Asia Pacific Journal of Human Resources, 50(4):421–438. https://doi.org/10.1111/j.1744-7941.2012.00037.x

Long, Y. (2009). The impact of information technology on the HR function transformation.

Similar Articles

1 2 3 4 5 6 7 8 9 10 > >> 

You may also start an advanced similarity search for this article.