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Organizations have increasingly been introducing web-based applications for HRM purposes, and these are frequently labeled as electronic Human Resource Management (e-HRM). This title focuses on the theoretical developments within the field of e-HRM research and clarifies the need to crystallize a theoretical framework for e-HRM research.

\"Jenny Dearborn and Kelly Rider believe that most business problems are actually people problems at their core. HR is not a strategic business partner and is still perceived as a \"back office\" function that has not evolved even though it is one of the most important to the business. In The Insight-Driven Leader, Jenny and Kelly communicate how real business problems were \"solved\" by HR and to successfully equip HR leaders to become more strategic and valued partners to the business through people insights. While most books on data-driven HR organizations focus on obvious \"people\" problems such as attraction, engagement, and retention, The Insight-Driven Leader shows how people analytics can be used to solve critical business problems where HR historically has not been involved. The book is organized around the top 10 most pressing business problems--illustrated by case studies and examples--that are not obviously people problems (and to the average business leader) that people insights can solve. This book shows both business and HR leaders how to broaden their analysis into business challenges to include insights from people metrics and data that may be contributing to these issues, elevating the HR function into a true strategic partner to the business. With probing questions that should be asked by business leaders and HR leaders to uncover insights using people insights/analytics, readers will be equipped with understanding how to incorporate HR metrics when diagnosing business challenges and strategic decision-making\"-- Provided by publisher.

Providing a practical approach to using data to solve real HR challenges in organizations, this book demystifies analytics with clear guidelines and recommendations for making the business case, starting an HR analytics function, avoiding common pitfalls, and much more. --

This book examines how companies can use HR technology to extract value and potentially gain competitive advantage in a global marketplace. When HR technology was originally introduced, it was fairly easy for companies to see how using this technology could help them perform better than other companies. However, now that HR technology is so widespread, this distinctive value proposition is less clear. The goal of this book is to help HR managers and decision makers recognize where there is opportunity to capture value from HR technology, learn how to demonstrate that value, and navigate the many strategic decisions that must be made when choosing to implement an HR technology. We address topics such as how HR technology may deliver strategic value; whether to outsource HR processes, HR technology, and implementation project management; training and change management; how to measure value through conducting ROI analyses and using HR analytics; and, finally, how to evaluate and manage future HR technology innovations. We recognize that the landscape of HR technology solutions is constantly changing, and we had that in mind as we wrote this book. We do not focus on detailed technical reviews of specific HR software functionality or specific products or vendors. Instead, our approach is to introduce theoretical frameworks from various fields of management science to serve as a guide for decision making about HR technology. These theoretical approaches provide a scientific basis and structure to analyzing business challenges and increase the likelihood of making better decisions compared with using intuition or relying on vendor best practices. The theories and frameworks used in this book come from many different disciplines, including strategic management, economics, accounting, finance, organizational behavior, and information systems. This breadth helps managers understand the many different ways in which HR technology decisions can increase value by taking a strategic perspective.

HR Transformation Technology is a complete, business-orientated guide to the planning, design and delivery of HR information systems. It spells out the full scope of the applications required to support HR shared services, centres of excellence and business partner roles and goes on to set out the step-by-step process for managing the delivery of a major HR information system project, and ensure it remains on schedule and on budget. HR Transformation Technology provides: ¢ An understanding of the role of IT in HR and the way in which it supports key elements such as the HR shared service centre and HR Business Partners; ¢ A clear picture of the features and benefits of the main types of HR IT application and an overview of what can commonly go wrong; ¢ The knowledge to build and communicate a definitive business case for the project; ¢ Details of the processes to be followed when defining what you need and selecting the partners who can deliver it. The book also provides up to date, practical examples of what other major organizations have achieved along with an invaluable top ten list of dos and don'ts for the HR systems project manager. This book is indispensable for anyone with responsibility for delivering HR systems.

This special issue of the International Journal of Manpower examines the potentials and challenges of Internet data or \"Big Data\" for research in the social sciences with a special focus on human resources issues. Internet data are increasingly representing a large part of everyday life. The information is timely, perhaps even daily following the factual process. It typically involves large numbers of observations and allows for flexible conceptual forms and experimental settings. The introduction paper by Nikolaos Askitas and Klaus F. Zimmermann on \"The Internet as a Data Source for Advancement in Social Sciences\" reviews the issues and surveys the relevant literature. Internet data can be applied to a wide range of issues including forecasting (e.g. of unemployment, consumption goods, tourism, festival winners and the like), nowcasting (obtaining relevant information much earlier than through traditional data-collection techniques), detecting health issues and well-being (e.g. flu, malaise and ill-being during economic crises), documenting the matching process in various parts of the individual life (e.g., jobs, partnership, shopping, preferences), and measuring complex processes where traditional data have known deficits (e.g. international migration, collective bargaining agreements in developing countries). The paper by Emilio Zagheni and Ingmar Weber on \"Demographic Research with Non-Representative Internet Data\" addresses the two most critical methodological issues in the use of internet data: non-representativeness and selection bias. It proposes a framework to collect web data and discusses possible estimation methods. The paper also surveys relevant demographic literature, in particular in the area of migration, where useful data about the mobility process are typically scarce in the traditional data sources.Two papers study well-being from different data sources. Nikolaos Askitas and Klaus F. Zimmermann are examining \"Health and Well-Being in the Great Recession\" using Google activity data to trace and document the impact of the 2008 Financial and Economic Crisis on well-being. They are able to confirm previous knowledge from the economics of health, well-being and the business cycle. Martin Guzi and Pablo de Pedraza in their article \"A Web Survey Analysis of Subjective Well-being\" employ data from the voluntary web-survey WageIndicator project. They confirm that job characteristics affect job satisfaction and identify spillovers, since satisfaction in one domain affects other domains.Margaret Maurer-Fazio and Lei Lei study the Chinese Internet job board labor market in their paper \"As Rare as a Panda\": How Facial Attractiveness, Gender, and Occupation Affect Interview Callbacks at Chinese Firms\". They examine in a resume audit (correspondence) study, how discrimination derived from gender and facial attractiveness varies across occupation, location, and firms’ ownership type and size. They find that women are generally preferred to men and unattractive job candidates have a disadvantage.In their paper \"Comparing Collective Bargaining Agreements for Developing Countries\", Janna Besamusca and Kea Tijdens employ for the first time the web-based WageIndicator Collective Bargaining Agreement Database for 11 developing countries. They find that few agreements specify wage levels, but almost all collective agreements have clauses on wages. Their study also documents working hours, paid-leave arrangements and work-family arrangements. The final paper by Concha Artola, Fernando Pinto and Pablo de Pedraza entitled \"Can Internet Searches Forecast Tourism Inflows?\" represents the large literature on using internet data for forecasting purposes. Employing Google activity data, the authors demonstrate that traditional time-series forecasting models for tourism inflows into Spain can be improved using Google activity measures.This special issue is of interest to researchers in the evolving field to keep them up to date with the developments of the area, to students who want to examine the potential application of such data to their own research, and to the wider public that wants to understand what reality will be faced with in a not so distant future.