Liberating HR through technology
Abstract
Workforce management applications are expected to drive the next phase of enterprise‐wide applications market growth. But will firms actually benefit from these applications? Horror stories of failed technology implementation efforts abound and hardly inspire confidence. Treating installation of HR technology as a form of innovation, we introduce a model that describes the technology implementation process. The model brings to the fore various issues that merit the attention of academics and practitioners alike. It appears that firms that undertake technology initiatives with a view to enable the HR function to focus more on value‐added activities are the ones most likely to realize the full potential of technology. © 2004 Wiley Periodicals, Inc.
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Technology-driven HRM impacts transformational outcomes, such as improving strategic orientation towards HRM.
“Finally, technology-driven HRM impacts transformational outcomes (Lepak & Snell, 1998), such as improving strategic orientation towards HRM”
From AI-augmented HRM: Antecedents, assimilation and multilevel consequences (2023) · cites this paper as Shrivastava & Shaw, 2003
Cites
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The Challenge of Innovation Implementation
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Virtual HR: Strategic human resource management in the 21st century
Lepak, D. P., & Snell, S. A. (1998) · Human Resource Management Review · doi:10.1016/s1053-4822(98)90003-1 · Cited by 454 · see citing works
A feedback model to understand information system usage
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Digital human resource management: A conceptual clarification
Strohmeier, S. (2020) · German Journal of Human Resource Management: Zeitschrift für Personalforschung · doi:10.1177/2397002220921131 · Cited by 358 · see citing works
Ruël, H. J. M., Bondarouk, T. V., & Van der Velde, M. (2007) · Employee Relations · doi:10.1108/01425450710741757 · Cited by 226 · see citing works
AI-augmented HRM: Antecedents, assimilation and multilevel consequences
Prikshat, V., Malik, A., & Budhwar, P. (2023) · Human Resource Management Review · doi:10.1016/j.hrmr.2021.100860 · Cited by 200 · see citing works
An examination of e-HRM as a means to increase the value of the HR function
Parry, E. (2011) · The International Journal of Human Resource Management · doi:10.1080/09585192.2011.556791 · Cited by 193 · see citing works
The unexpected side of relational e-HRM: Developing trust in the HR department
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- Authors
- Shrivastava, S., & Shaw, J. B.
- Affiliations
- Bond University (AU)
- Corresponding author
- Shrivastava, Samir
- ORCID
- Shrivastava, Samir
- Venue
- Human Resource Management
- Publisher
- Wiley
- Published
- 2003-09
- Volume
- 42
- Issue
- 3
- Pages
- 201-222
- ISSN
- 0090-4848 (ISSN-L)
- 1099-050X
- OpenAlex
- W2067746174
- Cited by
- 152
- References
- 4
- Citations by year
- 2026: 1 · 2025: 2 · 2024: 5 · 2023: 7 · 2022: 6 · 2021: 7 · 2020: 10 · 2019: 8 · 2018: 3 · 2017: 3 · 2016: 4 · 2015: 13 · 2014: 9 · 2013: 7 · 2012: 12
- FWCI
- 5.01
- Type
- journal article
- Language
- en
- Open access
- closed
- Locations
- Human Resource Management (publishedVersion)
- Bond University Research Portal (Bond University) (submittedVersion)
- Swinburne figshare (Swinburne University of Technology) (submittedVersion)
- Topics
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Employer Branding and e-HRM
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › AI and HR Technologies
- Social Sciences › Business, Management and Accounting › Management Information Systems › ERP Systems Implementation and Impact
- Keywords
- human resource technology, technology implementation, implementation process model, human resources function, value-added activities, technology adoption
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