Kimberly M. Lukaszewski

3. The functional and dysfunctional consequences of human resource information technology for organizations and their employees

In recent years there has been a rise in the use of technology in the field of human resources (HR) management. For example, surveys show that 70% of large firms now use HR information systems, 80% conduct online recruiting, 67% post job openings online, and 40% use web-based portals as a means of communicating organizational policies and practices to actual and potential employees (Cedar, 2001; Towers Perrin, 2001). The primary reason for the increased use of human resources information technology (HRIT) is that organizations believe that automating labor intensive HR functions will help them streamline processes, utilize employees talents and skills more effectively,

Individual factors affecting entrepreneurship in Hispanics

Purpose – Although there has been considerable research on entrepreneurship (Rauch and Frese, 2000), there has been limited research on Hispanic entrepreneurs (e.g. Peterson, 1995; Shinnar and Young, 2008; Zarrugh, 2007), and much of the literature has been atheoretical or fragmented. Therefore, this paper uses an existing model of entrepreneurship (Baron and Henry, 2011) to understand and explain the factors related to the behaviors of Hispanic entrepreneurs. The purpose of this paper is to consider the literature on Hispanic entrepreneurs relevant to each stage in the model, and presents testable hypotheses to guide future research on the issue. Design/methodology/approach – In order to uncover the research on Hispanic entrepreneurs several databases were searched including ABI Inform, PsyArticles, and ProQuest. In addition, a review of key entrepreneurship and Hispanic journals (e.g. Hispanic Journal of Behavioral Science) was conducted. Relevant papers from 1980 to date were included. Findings – Signi...

The Evolution of the Field of Human Resource Information Systems: Co-Evolution of Technology and HR Processes

In this paper, we review the professional and academic development of the human resource information systems (HRIS) field to assess its progress and suggest ways for moving research forward. To do so, we examine the interplay between the evolution of technology and the HR field through four key eras of technology: 1) mainframe, 2) client server, 3) ERP and Web-based systems, and 4) cloud-based systems. In each era, we discuss how HR practices and requirements drove the need for the use of these systems and how these systems allowed the HR field to evolve. In addition, we trace the HRIS subfield and its relation to the technological evolutions occurring in the HR field. Somewhat surprisingly, we found that much of the research on the use of technology to support HR has occurred only in the last 15-20 years as a response to the use of the Web as a medium for delivering HRIS. We conclude by discussing how scholars from the information systems and human resources fields can come together to help advance HRIS.