Research in the e-HRM domain has devoted efforts to study the e-HRM consequences both for the HR department (Marler & Fisher, 2013) and for the organization (Parry & Tyson, 2011). Nevertheless, it is unquestionable that e-HRM practices also have a great impact on employees by enabling them to be more aware and knowledgeable actors, as well as changing their relationships with the HR department. The first part of this entry provides a summary of the main evidence-based implications of e-HRM for employees in organizations by considering three different foci: attitudes, knowledge, and perception of the HR department. Starting from this evidence, the second part focuses on their potential impact on employee roles.
Imperatori, B., Voce "Implications of e-HRM for the Role of Employees", in Encyclopedia of Electronic HRM, De Gruyter, Berlin 2020:2020 82-89. 10.1515/9783110633702 [http://hdl.handle.net/10807/163382]
Implications of e-HRM for the Role of Employees
Imperatori, Barbara
Primo
2020
Abstract
Research in the e-HRM domain has devoted efforts to study the e-HRM consequences both for the HR department (Marler & Fisher, 2013) and for the organization (Parry & Tyson, 2011). Nevertheless, it is unquestionable that e-HRM practices also have a great impact on employees by enabling them to be more aware and knowledgeable actors, as well as changing their relationships with the HR department. The first part of this entry provides a summary of the main evidence-based implications of e-HRM for employees in organizations by considering three different foci: attitudes, knowledge, and perception of the HR department. Starting from this evidence, the second part focuses on their potential impact on employee roles.
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