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Technology, Functionality, and Applicability of Portals in E-HRM
Abstract
The application of electronic human resource management (e-HRM) does rest heavily on underlying information technologies (IT). Up until now, regularly numerous internal “back-end” systems, external data, and services were combined with different “front-end” systems in order to support and network different actors such as HR-professionals, managers, service providers, employees, and applicants (Walker, 2001). Concerning the success of any e-HRM implementation this technological heterogeneity is ambivalent. On the one hand, the merged functions of such heterogeneous application clusters are the essential enablers of e-HRM. On the other hand, such heterogeneous application clusters burden users with numerous incoherent technologies. For some time, portal technology is pledged to overcome this problem by providing a single access point to all specific data, applications, and services any user needs (e.g., Raoi, 2003). Therefore, this article examines whether portal technology is feasible in e-HRM and hence can serve as a measure of integration of heterogeneous HR systems. To do this, first the current status of e-HRM technologies is briefly reported. Subsequently, the technical blueprint (“architecture”) and the general functionality of portal technologies are assessed. Based on this, the applicability of portals is conceptually analyzed by discussing two major application scenarios in e-HRM.
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