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The impact of information technology on the HR function transformation

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

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Abstract:Information technology is expected to improve the performance of Human Resource Management (HRM) by shifting its focus from administration or personnel management to strategic HRM. The strategic role of HRM is supposed to add value to the HR function, and leads the essence of HR function to transform. This study examines HR function, HR function transformation and Human Resource Information Technology (HRIT), by investigating the role of HRIT playing in HR function transformation process, and the interrelationship between them. The research consists two parts: a theoretical review and a meta-analysis of empirical data. For both parts, all the research data comes from peer-review academic papers, and 43 of them are used. In the theoretical chapter, HR function, HR function transformation and HRIT are conceptualized. Firstly, the HR professional is moving from operational level to strategic and managerial levels. Line managers have taken an important part of HR function. Secondly, HR function transformation is a business process that changes the HR tasks and expands the involvement of actors in HR function, and that makes HRM concentrate more on strategic, value-creating activities for the long-term business objective. Thirdly, HRIT is supporting and forcing the traditional HR function to transform, and changes the way of management. However, HR professionals need to pay attention to deal with the drawbacks brought by HRIT, which might leads negative effect on both social interaction and information accuracy. In the second part, the analysis of empirical evidence provides insight into the practice role of HRIT in HR transformation. The empirical evidence shows that the devolution and decentralization of HR function is leading to role dissonance between HR professionals and line managers, and the HR professionals do not always focus on strategic issue but still put attention to daily managerial and operational tasks. On the other hand, the HRIT is considered as indispensable parts on supporting HR function transformation. It is because HRIT provides the platform and opportunity for HR function transformation and shifts the traditional HR function to technology-based new function. III
Item Type:Essay (Master)
Faculty:BMS: Behavioural, Management and Social Sciences
Subject:85 business administration, organizational science
Programme:Business Administration MSc (60644)
Link to this item:http://purl.utwente.nl/essays/59968
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