Employee Relations Vol. 31 No. 5, pp. 515-537
Published Year:
2009 Martin, G. and Reddington, M. (2009) Reconceptualising absorptive capacity to explain the e-enablement of the HR function (e-HR) in organizations. Employee Relations Vol. 31 No. 5, pp. 515-537
Abstract
Purpose – The purpose of this paper is to ask why some organizations might be better than others at continuous innovation in the field of e-enablement of human resource (e-HR).
Design/methodology/approach – To answer this question, the notion of absorptive capacity (ACAP) is applied to explain some of the problems faced in moving from face-to-face HR to a technology-mediated model.
Findings – Dynamic ACAP models are adapted to produce a more realistic, iterative framework in which realized capacities for e-HR innovations contribute to, and constrain, potential capacities for further innovations.
Research limitations/implications – The model is used to offer some research propositions for academics operating in this newly emerging field of human resource management (HRM).
Practical implications – Some theory-driven advice are also offered for HR practitioners.
Originality/value – The specific contribution is to introduce the concept of ACAP to HRM scholars and practitioners interested in the field of e-HR and Web 2.0 social media.
Keywords: Human resource management, Communication technologies
Paper type: Conceptual paper
For more information please contact Dr Martin Reddington
Purpose – The purpose of this paper is to ask why some organizations might be better than others at continuous innovation in the field of e-enablement of human resource (e-HR).
Design/methodology/approach – To answer this question, the notion of absorptive capacity (ACAP) is applied to explain some of the problems faced in moving from face-to-face HR to a technology-mediated model.
Findings – Dynamic ACAP models are adapted to produce a more realistic, iterative framework in which realized capacities for e-HR innovations contribute to, and constrain, potential capacities for further innovations.
Research limitations/implications – The model is used to offer some research propositions for academics operating in this newly emerging field of human resource management (HRM).
Practical implications – Some theory-driven advice are also offered for HR practitioners.
Originality/value – The specific contribution is to introduce the concept of ACAP to HRM scholars and practitioners interested in the field of e-HR and Web 2.0 social media.
Keywords: Human resource management, Communication technologies
Paper type: Conceptual paper
For more information please contact Dr Martin Reddington
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