E-HR and international HRM: a critical perspective on the discursive framing of e-HR

Published on Jan 23, 2014in International Journal of Human Resource Management
· DOI :10.1080/09585192.2013.870309
Helen Francis12
Estimated H-index: 12
(Edinburgh Napier University),
Carole Parkes12
Estimated H-index: 12
(Aston University),
Martin Reddington9
Estimated H-index: 9
(Edinburgh Napier University)
In the current global economic climate, international HRM is facing unprecedented pressure to become more innovative, effective and efficient. New discourses are emerging around the application of information technology, with 'e-HR' (electronic-enablement of Human Resources), self-service portals and promises of improved services couched as various HR 'value propositions'. This study explores these issues through our engagement with the emergent stream of 'critical' HRM, the broader study of organizational discourse and ethical management theories. We have found that while there is growing research into the take-up of e-HR applications, there is a dearth of investigation into the impact of e-HR on the people involved; in particular, the (re)structuring of social relations between HR functions and line managers in the move away from face-to-face HR support services, to more technology-mediated 'self-service' relationships. We undertake a close reading of personal narratives from a multinational organization, deploying a critical discourse lens to examine different dimensions of e-HR and raise questions about the strong technocratic framing of the international language of people management, shaping line manager enactment of e-HR duties. We argue for a more reflexive stance in the conceptualization e-HR, and conclude with a discussion about the theoretical and practical implications of our study, limitations and suggestions for future research.
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Cited By18
#1Helen Francis (Edinburgh Napier University)H-Index: 12
#2Anne Keegan (UCD: University College Dublin)H-Index: 21
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#1Jasmin Mahadevan (Pforzheim University of Applied Sciences)H-Index: 7
This article provides a first conceptual discussion of the usefulness of ethnography for International Human Resource Management. In line with its original anthropological meaning, ethnography is u...
#1Angela Kornau (Helmut Schmidt University)H-Index: 4
#2Ilka Marie Frerichs (Helmut Schmidt University)
Last. Barbara Sieben (Helmut Schmidt University)H-Index: 9
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The goal of this article is to provide a fine-grained analysis of international human resource management research that addresses the different perspectives applied in that research. We coded 203 p...
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#1Marco Guerci (University of Milan)H-Index: 16
#2Filomena Canterino (Polytechnic University of Milan)H-Index: 4
Last. Anna Mori (University of Milan)H-Index: 2
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AbstractWithin the broader debate on the increase of labor income inequality, social concerns have growingly focused on organizational practices. Among these, market-oriented compensation practices...
#1Tonja Blom (NWU: North-West University)
#2Yvonne du Plessis (NWU: North-West University)H-Index: 7
Last. Hamid H. Kazeroony (Walden University)
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Orientation: Diversity management, focusing on developing and appreciating diverse ideas and building relations among diverse employees, and new electronic human resource management (e-HRM) approaches to employees, often leave employees feeling disrespected and indignant. Thus, instead of human resource practitioners, harnessing the strategic role of e-HRM towards value creation for people and organisation, e-HRM has taken a dehumanising turn. Research purpose: This research questioned how techn...
#1Robert-Christian Ziebell (Polytechnic University of Valencia)H-Index: 2
#2Jose Albors-Garrigos (Polytechnic University of Valencia)H-Index: 13
Last. María Rosario Perelló Marín (Polytechnic University of Valencia)H-Index: 2
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#1Gary W. FlorkowskiH-Index: 1
Abstract Three decades of academic and professional discourse on HR technologies (HRTs) have produced continued disagreement over construct definitions and research streams that are highly fragmented. These realities suggest that greater consistency in meanings is sorely needed if we are to integrate and upgrade knowledge in this area. This chapter draws on the findings of a systematic research review to properly define the content domains of human resource information systems (HRIS), virtual hu...
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