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Summary High Tech Talent Management in a Global Context - Talent inflow (exam 2) $5.93
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  3. Universiteit Twente (UT)
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  5. High Tech Talent Management in a Global Context (201700014)

Summary

Summary High Tech Talent Management in a Global Context - Talent inflow (exam 2)
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  • Course
  • High Tech Talent Management in a Global Context (201700014)
  • Institution
  • Universiteit Twente (UT)

Elaborate summary for the minor High Tech Talent Management in a Global Context. Can be used for the second exam on talent outflow at the University of Twente. Includes lecture notes, key points of compulsory articles and information from guest lectures. Can also be used in other universities worki...

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Document information

  • January 11, 2022
  • January 13, 2022
  • 13
  • 2021/2022
  • Summary

Subjects

  • university of twente
  • minor
  • httm
  • 201700014
  • talent outflow
  • universiteit twente
  • ut
  • international business administration
  • iba
  • high tech talent management in a global context
  • high tech talent management

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  • Universiteit Twente (UT)
  • Minor
  • High Tech Talent Management in a Global Context (201700014)
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High Tech Talent Management in a
Global Context summary exam 2
Compulsory articles and (guest) lectures

, PAPER 5 – DIGITAL ONBOARDING PRACTICES

Bondarouk & Why IT was used in HR in the 1980s
Ruël (2009) 1. Administrative purposes
2. Primarily payroll processing

Why IT was used in HR in the 2006
1. Administrative eHRM most popular (62% of surveyed companies)
2. Increasing use of strategic applications:
a. Talent acquisition services (61%)
b. Performance management (52%)
c. Compensation management (49%)

Reason for knowing how something is defined: Minor switches in terminology might result
in different direction of studies or in diverse subsets of the population

Digital TM = specialized information system within the traditional functional areas of the
organization, designed to support the planning, administration, decision-making, and
control activities of HRM

eHRM = an umbrella term covering all possible integration mechanisms and content
between HRM and Information Technologies aiming at creating value within and across
organizations for targeted employees and management

Marler (2009) Primary role of HR: Role in which HR managers spend the most time
1. Administrative expert
2. Strategic partner
3. Capability builder

Administrative expert = HR functional activities such as tracking job requisitions, managing
employee payroll, benefits programs, and EEO compliance
Strategic partner = performing business planning, work-force planning, performance
management and succession planning, and compensation design in support of executing the
business strategy
Capability builder = building and reinforcing cultures and specific organizational routines
that reinforce human capital

Aim of eHRM: to enhance the HR function’s ability to reduce costs, support strategic
orientation, and provide client services to management and employees

Information Technology = a physical entity (hardware, software, and communication
network infrastructure) that is separate from individuals and an organization (however,
individuals are needed for organizational tasks and organizational processes need to be
incorporated)

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