信息化人力资源管理实施过程——基于内部营销视角的案例研究

发布时间：2018-01-27 11:08

本文关键词： 信息化人力资源管理内部营销互动匹配　出处：《中国人力资源开发》2017年11期 　论文类型：期刊论文

【摘要】：尽管e-HRM在企业中已得到广泛的应用,但其实施过程困难重重,实际效果不尽如人意。已有研究识别了大量关于企业实施e-HRM的驱动因素和成功关键因素,但尚未揭示如何实施才能达到预期效果。针对这一问题,本项研究引入内部营销视角,采用探索性案例研究方法就浪潮集团实施e-HRM的案例进行分析,研究企业在开展HRM信息化过程中实施方与使用方之间的关系,揭示基于内部营销的e-HRM实施路径。研究结论表明,将e-HRM的用户纳入实施过程,在互动中实现实施方与使用方的匹配是e-HRM成功实施的关键。实施方与使用方两大主体在e-HRM实施的启蒙阶段、采用阶段、实现阶段和制度化阶段中各司其职,相互配合,最终保障e-HRM的成功实施。本文研究结论对e-HRM的理论研究与企业实施HRM的e化实践均具有积极意义。
[Abstract]:Although e-HRM has been widely used in enterprises, its implementation process is difficult. The actual effect is not satisfactory. A lot of researches have identified the driving factors and the key factors of success in the implementation of e-HRM, but have not yet revealed how to implement to achieve the desired results. This study introduces the perspective of internal marketing, using exploratory case study method to analyze the implementation of e-HRM in Tide Group. This paper studies the relationship between the implementers and the users in the process of developing HRM informatization, and reveals the implementation path of e-HRM based on internal marketing. Include e-HRM users in the implementation process. The key to the successful implementation of e-HRM is to realize the matching between the implementing party and the user in the interaction. The two main bodies of the implementation and the user are in the enlightenment stage of e-HRM implementation and the adoption stage. In the stage of realization and institutionalization, they perform their respective duties and cooperate with each other. Finally, the successful implementation of e-HRM is guaranteed. The conclusion of this paper is of great significance to the theoretical research of e-HRM and the practice of e-HRM in enterprises.
【作者单位】：山东大学管理学院;浪潮集团有限公司人力资源部;
【分类号】：F270.7;F272.92
【正文快照】： 一、引言随着信息技术(IT)在企业管理实践中的普及和推广,信息化越发融入组织管理过程,也逐渐成为组织运行、员工工作和学习的一种方式(Bardoel,2015)。在人力资源管理(HRM)领域,IT作为HRM信息化的重要载体和工具,它的应用使得传统HRM向信息化HRM(electronic HRM,e-HRM)转变(H

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