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)
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)
