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An Adoption and Diffusion Perspective on HRIS Usage
Abstract
Information technology in the past decade has drastically changed the human resources function. Providing support for mainly administrative activities such as payroll and attendance management in the beginning, information technology today enhances many of the recruitment function’s subprocesses such as longand short-term candidate attraction, the generation, pre-screening, and processing of applications or the contracting and onboarding of new hires. Online job advertisements on corporate Web sites and Internet job boards, online CV databases, different forms of electronic applications, applicant management systems, corporate skill databases, and IS supported workflows for the contracting phase are only few examples of the various ways by which information systems today support recruitment processes. However, little attention so far has been paid to the question of how these different forms of software support are effectively adopted by employers and how the interplay between HR departments, specialized departments, shared service centers and external service providers can be understood on an organizational level. Therefore, our research questions within this article are how do human resources information systems (HRIS) diffuse along the recruitment process? How can we explain the phenomena empirically observed? In order to answer these questions, we outline the literature on IS adoption and diffusion. Then, building on own longitudinal qualitative and quantitative research, we present a theoretically and empirically grounded framework of HRIS adoption and diffusion for the recruitment function.
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