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THE EFFECTS OF ELECTRONIC HUMAN RESOURCES PRACTICES ON ORGANIZATIONAL OUTCOMES: A STUDY ON FOREIGN ENTERPRISE INSURANCE COMPANIES IN TURKEY

Yıl 2018, Cilt 13, Sayı 1, 63 - 77, 30.06.2018

Öz

In this study, the change experienced in Human Resources Management functions and practices with the influence of technology in time have been investigated. The types of the E-Human Resources Management practices that emerged with the changes in information and communication technologies are explained in terms of their functions in organization, and the effects of the transformation in the functions of Human Resources on organizational outcomes have been examined. The study was planned for the purpose of testing the positive effects that emerge in the field with the Human Resources managers in Foreign Enterprise Insurance Companies in Turkey in a qualitative design. According to the data obtained from the open-ended and detailed interview questions that were asked to the participants, E-HRM decrease the costs spent on HR functions by organizations. Efficient time management and enabling data-banking are some of the motivating factors in this context. In addition to these positive outcomes, they also play roles in the increase of the mutual communication between the employee(s) and the organization. In the light of these data, it is confirmed once more that HRM is an important strategic center in supporting the strategies of the organization.

Kaynakça

  • Armstrong, M., (2016). Armstrong’s Handbook of Strategic Human Resource Management. London. Kogan Page.
  • Bondarouk, T., & Furtmueller, E. (2012). Electronic HRM in theory and practice: A four decades review and research agenda, Proceedings of the Academy of Management , 1-39.
  • Dulebohn, J.H. & Marler, J.H. (2005). “E-Compensation: The Potential to Transform Practice?.The Brave New World of eHR: Human Resources Management in the Digital Age.San Francisco:John Wiley&Sons,Inc.,pp:166-189.
  • Erdoğmuş, İ.& Çalışkan M. (2011). “Online Group Buying: What Is There For The Consumers?” 7th International Strategic Management Conference Procedia Social and Behavioural Sciences ,24, 308–316.
  • Fındıklı,M.A.& Bayarçelik,E.B. (2015). “Exploring the outcomes of Electronic Human Resource Management(E-HRM)?”,11 the International Strategic Management Conference.
  • Gonzalez,R., Koizumi,D., & Kusiak, K., (2011). e-HRM and its outcomes: A study of relational e-HRM in multinational companies , Jönköpıng University.
  • Ghazzawi, K.,& Accoumeh, A,. (2014). Critical Success Factors of the E-Recruitment System,Journal of Human Resources Management and Labor Studies,2, 159-170.
  • Hsieh H.F, Shannon S.E.(2005), “Three approaches to qualitative content analysis”, Qualitative Health Research , 15(9):1277–88.
  • Hopkins,B. & Markham, J. (2003). E-HR: Using Intranets to Improve the Effectiveness of Your People. Hampshire,England: Glower Publishing Limited.
  • Hsieh,H.F.& Shannon,S.E. (2005). "Three approaches to qualitative content analysis”.Qualitative Health Research,15(9), 1277-88.
  • Ibrahim, H & Yusliza, M.Y. (2014). User characteristics as antecedents of techno stress towards EHRM: from experts views. Global conference business & Social Science.
  • Johnson, Richard D.; Lukaszewski, Kimberly M.; and Stone, Dianna L. (2016) " e Evolution of the Field of Human Resource Information Systems: Co-Evolution of Technology and HR Processes," Communications of the Association for Information Systems: Vol. 38, Article 28.
  • Kuipers, M., (2017). Implement e-HRM successfully? , University of Twente ,Management and Social Sciences, Twente.
  • Laumer, S., Eckhardt, A., Weitzel, T. (2010). Electronic human resource management in an e-business environment. Journal of Electronic Commerce Research , 11(4), 240-250.
  • Maolin Ye, L.M., (2015) The Role of Electronic Human Resource Management in Contemporary Human Resource Management , Open Journal of Social Sciences, 3, 71-78.
  • Marler, J.H. & Fisher, S.L. (2010) An Evidence-Based Review of EHRM and Strategic Human Resource Management, in 3rd European Academic Workshop on Electronic Human Resource Management Proceedings, pp:33-51.
  • Marler, J.H., & Fisher, S.L. (2013). An evidence-based review of e-HRM and strategic human resource management. Human Resource Management Review, 23, 16-36.
  • Marler, J.H.,& Parry,E (2016). Human Resource Management, Strategic Involvement and E-HRM Technology, International Journal of Human Resources.
  • Martin, G., & Reddington, M. (2010). Theorizing the links between e-HR and strategic HRM: a model, case illustration and reflections. The International Journal of Human Resource Management, 21(10), 1553-1574.
  • Nivlouei,F.B. (2014). " Electronic Human Resource Management System: The Main Element in Capacitating Globalization Paradigm", International Journal of Business and Social Science, 5( 2) , 147-159.
  • Olivas-Luján, M.R., Ramirez, J., & Zapata-Cantu, L. (2007). e-HRM in Mexico: adapting innovations for global competitiveness. Journal of Manpower, 28(5).
  • Parry, E., & Tyson, S. (2011). Desired goals and actual outcomes of e-HRM. Human Resource Management Journal. Vol. 21 No. 3, pp. 335-354.
  • Panayotopoulou, L., Vakola, M., & Galanaki, E. (2007). E-HR adoption and the role of HRM: evidence from Greece. Personnel Review, 36(2), 277-294.
  • Rajalakshmi, M. & Gomathi, S. (2016). A Review on E-HRM: Electronic Human Resource Management, Indian Journal of Research, 5(8). Ruël, H., Bondarouk., & Looise, J.K, (2004). E-HRM: Innovation or Irritation. Management Review, 15(3), 364-379.
  • Ruël, H., Magalhaes,R., &Chiemeke, C.C., (2011). Human Resource Information Systems: An Integrated Research Agenda, Electronic HRM in Theory and Practice , 21-39. Ruël, H., & Van der Kaap, H. (2012). E-HRM usage and value creation. Does a facilitating context matter? Zeitschrift für Personalforschung, 26.
  • Sadegh,T., Kohansal, M.,& Haghshenas,M. (2016). E-HRM: From acceptance to value cretion. Journal of Information Technology Management.
  • Sareen, P., & Subramanian, K. V. (2012). e- HRM: A strategic review. International Journal of Human Resource Studies, 2(3).
  • Strohmeir, S. (2007). “Research in E-hrm : Review and Implications.”Human Resource Management Review, 17(1), 19-37 .
  • Strohmeir, S. & Kabst (2014). “Configurations of E-HRM-an Empirical Exploration .”Employee Relations, 36(4), 333-353.
  • Troshani, I., Jerram, C., & Rao, S., 2011. Exploring the public sector adoption of HRIS. Industrial Management and Data Systems.
  • Venterink, J.H. (2017). Practical future developments in e-HRM, HR SSC’s and employee involvement, University of Twente, Twente.

Yıl 2018, Cilt 13, Sayı 1, 63 - 77, 30.06.2018

Öz

Kaynakça

  • Armstrong, M., (2016). Armstrong’s Handbook of Strategic Human Resource Management. London. Kogan Page.
  • Bondarouk, T., & Furtmueller, E. (2012). Electronic HRM in theory and practice: A four decades review and research agenda, Proceedings of the Academy of Management , 1-39.
  • Dulebohn, J.H. & Marler, J.H. (2005). “E-Compensation: The Potential to Transform Practice?.The Brave New World of eHR: Human Resources Management in the Digital Age.San Francisco:John Wiley&Sons,Inc.,pp:166-189.
  • Erdoğmuş, İ.& Çalışkan M. (2011). “Online Group Buying: What Is There For The Consumers?” 7th International Strategic Management Conference Procedia Social and Behavioural Sciences ,24, 308–316.
  • Fındıklı,M.A.& Bayarçelik,E.B. (2015). “Exploring the outcomes of Electronic Human Resource Management(E-HRM)?”,11 the International Strategic Management Conference.
  • Gonzalez,R., Koizumi,D., & Kusiak, K., (2011). e-HRM and its outcomes: A study of relational e-HRM in multinational companies , Jönköpıng University.
  • Ghazzawi, K.,& Accoumeh, A,. (2014). Critical Success Factors of the E-Recruitment System,Journal of Human Resources Management and Labor Studies,2, 159-170.
  • Hsieh H.F, Shannon S.E.(2005), “Three approaches to qualitative content analysis”, Qualitative Health Research , 15(9):1277–88.
  • Hopkins,B. & Markham, J. (2003). E-HR: Using Intranets to Improve the Effectiveness of Your People. Hampshire,England: Glower Publishing Limited.
  • Hsieh,H.F.& Shannon,S.E. (2005). "Three approaches to qualitative content analysis”.Qualitative Health Research,15(9), 1277-88.
  • Ibrahim, H & Yusliza, M.Y. (2014). User characteristics as antecedents of techno stress towards EHRM: from experts views. Global conference business & Social Science.
  • Johnson, Richard D.; Lukaszewski, Kimberly M.; and Stone, Dianna L. (2016) " e Evolution of the Field of Human Resource Information Systems: Co-Evolution of Technology and HR Processes," Communications of the Association for Information Systems: Vol. 38, Article 28.
  • Kuipers, M., (2017). Implement e-HRM successfully? , University of Twente ,Management and Social Sciences, Twente.
  • Laumer, S., Eckhardt, A., Weitzel, T. (2010). Electronic human resource management in an e-business environment. Journal of Electronic Commerce Research , 11(4), 240-250.
  • Maolin Ye, L.M., (2015) The Role of Electronic Human Resource Management in Contemporary Human Resource Management , Open Journal of Social Sciences, 3, 71-78.
  • Marler, J.H. & Fisher, S.L. (2010) An Evidence-Based Review of EHRM and Strategic Human Resource Management, in 3rd European Academic Workshop on Electronic Human Resource Management Proceedings, pp:33-51.
  • Marler, J.H., & Fisher, S.L. (2013). An evidence-based review of e-HRM and strategic human resource management. Human Resource Management Review, 23, 16-36.
  • Marler, J.H.,& Parry,E (2016). Human Resource Management, Strategic Involvement and E-HRM Technology, International Journal of Human Resources.
  • Martin, G., & Reddington, M. (2010). Theorizing the links between e-HR and strategic HRM: a model, case illustration and reflections. The International Journal of Human Resource Management, 21(10), 1553-1574.
  • Nivlouei,F.B. (2014). " Electronic Human Resource Management System: The Main Element in Capacitating Globalization Paradigm", International Journal of Business and Social Science, 5( 2) , 147-159.
  • Olivas-Luján, M.R., Ramirez, J., & Zapata-Cantu, L. (2007). e-HRM in Mexico: adapting innovations for global competitiveness. Journal of Manpower, 28(5).
  • Parry, E., & Tyson, S. (2011). Desired goals and actual outcomes of e-HRM. Human Resource Management Journal. Vol. 21 No. 3, pp. 335-354.
  • Panayotopoulou, L., Vakola, M., & Galanaki, E. (2007). E-HR adoption and the role of HRM: evidence from Greece. Personnel Review, 36(2), 277-294.
  • Rajalakshmi, M. & Gomathi, S. (2016). A Review on E-HRM: Electronic Human Resource Management, Indian Journal of Research, 5(8). Ruël, H., Bondarouk., & Looise, J.K, (2004). E-HRM: Innovation or Irritation. Management Review, 15(3), 364-379.
  • Ruël, H., Magalhaes,R., &Chiemeke, C.C., (2011). Human Resource Information Systems: An Integrated Research Agenda, Electronic HRM in Theory and Practice , 21-39. Ruël, H., & Van der Kaap, H. (2012). E-HRM usage and value creation. Does a facilitating context matter? Zeitschrift für Personalforschung, 26.
  • Sadegh,T., Kohansal, M.,& Haghshenas,M. (2016). E-HRM: From acceptance to value cretion. Journal of Information Technology Management.
  • Sareen, P., & Subramanian, K. V. (2012). e- HRM: A strategic review. International Journal of Human Resource Studies, 2(3).
  • Strohmeir, S. (2007). “Research in E-hrm : Review and Implications.”Human Resource Management Review, 17(1), 19-37 .
  • Strohmeir, S. & Kabst (2014). “Configurations of E-HRM-an Empirical Exploration .”Employee Relations, 36(4), 333-353.
  • Troshani, I., Jerram, C., & Rao, S., 2011. Exploring the public sector adoption of HRIS. Industrial Management and Data Systems.
  • Venterink, J.H. (2017). Practical future developments in e-HRM, HR SSC’s and employee involvement, University of Twente, Twente.

Ayrıntılar

Bölüm Makaleler
Yazarlar

Mine M. AFACAN FINDIKLI>

0000-0003-1021-6641
Türkiye


Murat CELEP Bu kişi benim
BAHÇEŞEHİR ÜNİVERSİTESİ

Yayımlanma Tarihi 30 Haziran 2018
Yayınlandığı Sayı Yıl 2018, Cilt 13, Sayı 1

Kaynak Göster

Bibtex @araştırma makalesi { beyder326246, journal = {Bilgi Ekonomisi ve Yönetimi Dergisi}, eissn = {1308-3937}, address = {}, publisher = {İbrahim Güran YUMUŞAK}, year = {2018}, volume = {13}, number = {1}, pages = {63 - 77}, title = {THE EFFECTS OF ELECTRONIC HUMAN RESOURCES PRACTICES ON ORGANIZATIONAL OUTCOMES: A STUDY ON FOREIGN ENTERPRISE INSURANCE COMPANIES IN TURKEY}, key = {cite}, author = {Afacan Fındıklı, Mine M. and Celep, Murat} }
APA Afacan Fındıklı, M. M. & Celep, M. (2018). THE EFFECTS OF ELECTRONIC HUMAN RESOURCES PRACTICES ON ORGANIZATIONAL OUTCOMES: A STUDY ON FOREIGN ENTERPRISE INSURANCE COMPANIES IN TURKEY . Bilgi Ekonomisi ve Yönetimi Dergisi , 13 (1) , 63-77 . Retrieved from https://dergipark.org.tr/tr/pub/beyder/issue/38212/326246
MLA Afacan Fındıklı, M. M. , Celep, M. "THE EFFECTS OF ELECTRONIC HUMAN RESOURCES PRACTICES ON ORGANIZATIONAL OUTCOMES: A STUDY ON FOREIGN ENTERPRISE INSURANCE COMPANIES IN TURKEY" . Bilgi Ekonomisi ve Yönetimi Dergisi 13 (2018 ): 63-77 <https://dergipark.org.tr/tr/pub/beyder/issue/38212/326246>
Chicago Afacan Fındıklı, M. M. , Celep, M. "THE EFFECTS OF ELECTRONIC HUMAN RESOURCES PRACTICES ON ORGANIZATIONAL OUTCOMES: A STUDY ON FOREIGN ENTERPRISE INSURANCE COMPANIES IN TURKEY". Bilgi Ekonomisi ve Yönetimi Dergisi 13 (2018 ): 63-77
RIS TY - JOUR T1 - THE EFFECTS OF ELECTRONIC HUMAN RESOURCES PRACTICES ON ORGANIZATIONAL OUTCOMES: A STUDY ON FOREIGN ENTERPRISE INSURANCE COMPANIES IN TURKEY AU - Mine M.Afacan Fındıklı, MuratCelep Y1 - 2018 PY - 2018 N1 - DO - T2 - Bilgi Ekonomisi ve Yönetimi Dergisi JF - Journal JO - JOR SP - 63 EP - 77 VL - 13 IS - 1 SN - -1308-3937 M3 - UR - Y2 - 2018 ER -
EndNote %0 Bilgi Ekonomisi ve Yönetimi Dergisi THE EFFECTS OF ELECTRONIC HUMAN RESOURCES PRACTICES ON ORGANIZATIONAL OUTCOMES: A STUDY ON FOREIGN ENTERPRISE INSURANCE COMPANIES IN TURKEY %A Mine M. Afacan Fındıklı , Murat Celep %T THE EFFECTS OF ELECTRONIC HUMAN RESOURCES PRACTICES ON ORGANIZATIONAL OUTCOMES: A STUDY ON FOREIGN ENTERPRISE INSURANCE COMPANIES IN TURKEY %D 2018 %J Bilgi Ekonomisi ve Yönetimi Dergisi %P -1308-3937 %V 13 %N 1 %R %U
ISNAD Afacan Fındıklı, Mine M. , Celep, Murat . "THE EFFECTS OF ELECTRONIC HUMAN RESOURCES PRACTICES ON ORGANIZATIONAL OUTCOMES: A STUDY ON FOREIGN ENTERPRISE INSURANCE COMPANIES IN TURKEY". Bilgi Ekonomisi ve Yönetimi Dergisi 13 / 1 (Haziran 2018): 63-77 .
AMA Afacan Fındıklı M. M. , Celep M. THE EFFECTS OF ELECTRONIC HUMAN RESOURCES PRACTICES ON ORGANIZATIONAL OUTCOMES: A STUDY ON FOREIGN ENTERPRISE INSURANCE COMPANIES IN TURKEY. Journal of Knowlede Economy & Knowledge Management. 2018; 13(1): 63-77.
Vancouver Afacan Fındıklı M. M. , Celep M. THE EFFECTS OF ELECTRONIC HUMAN RESOURCES PRACTICES ON ORGANIZATIONAL OUTCOMES: A STUDY ON FOREIGN ENTERPRISE INSURANCE COMPANIES IN TURKEY. Bilgi Ekonomisi ve Yönetimi Dergisi. 2018; 13(1): 63-77.
IEEE M. M. Afacan Fındıklı ve M. Celep , "THE EFFECTS OF ELECTRONIC HUMAN RESOURCES PRACTICES ON ORGANIZATIONAL OUTCOMES: A STUDY ON FOREIGN ENTERPRISE INSURANCE COMPANIES IN TURKEY", Bilgi Ekonomisi ve Yönetimi Dergisi, c. 13, sayı. 1, ss. 63-77, Haz. 2018