The institutional commitment to research that was hitherto left to individual researchers and few research centres came with the University Strategy, â€˜Shape Our Futureâ€™. The Strategy, with clear mission and vision of research excellence, provided support for the development of a policy framework, subsequent research, output management infrastructure, and associated processes. This paper has reviewed these developments and emerging challenges posed by resource intensive paper based processes that need to be addressed inline with increasing aspirations for digital scholarship. Efforts to address these challenges are largely to reduce intensity of resource use inline with digital scholarship aspirations that embrace information and communication technology (ICT). However, the dynamism of developments and innovations in ICTs are characterized by high frequency of system obsolesce that could be costly to emerging resource poor Universities, particularly proprietary systems. This leads to the need of embracing the use of open source ware by investing in human resource development for capacity building and sustenance of digital scholarship.

Research and Output Management in Digital Era: Emerging Challenges at UB

Originality/value
To our knowledge, ours is the first study to show interest in the effect of the strategic alignment of HRM and IT capabilities upon HRM performance, by adopting a configurational perspective and considering organizational IT from a functional point of view. Given the specific context of SMEs, the focus was on e-HRM capabilities related to the IT infrastructure of these organizations and the IT competencies of individuals related to HRM.

Aligning the e-HRM and Strategic HRM Capabilities of Manufacturing SMEs: A “Gestalts” Perspective

Much of the early focus in the area of Semantic Web has been on the development of representation languages for static conceptual information; while there has been less emphasis on how to make Semantic Web applications practically useful in the context of knowledge work. To achieve this, a better coupling is needed between ontology, service descriptions, and workflow modeling, including both traditional production workflow and interactive workflow techniques. This chapter reviews the basic technologies involved in this area to provide system and business interoperability, and outlines what can be achieved by merging them in the context of real-world workflow descriptions. INtrODUctION Information systems interoperability has become a critical success factor for process and quality improvement both in private enterprises and the public sector (Linthicum, 2003), and recent technological advances to achieve this include web services and semantics encoded in ontologies. “The Semantic Web” (Berners-Lee, Hendler & Lassila, 2001) is seen as the next generation of web systems, providing better information retrieval, better services, and enhanced interoperability between different information systems. The Semantic Web initiative is currently overseen in the semantic web activity of the W3C, and includes a number of core technologies. Some core technologies that will be relevant to this overview are XML, RDF, RDF/S, OWL, and Web Services (SOAP, WSDL, DOI: 10.4018/978-1-60566-146-9.ch010

Achieving System and Business Interoperability by Semantic Web Services

The article covers process models for HR IT projects and in particular for HR transformation projects. Based on the authors' experience, an applied process model for HR transformation projects in a cloud-based environment is derived. The article identifies findings applicable to the fields of organisation, business, and IT as well as decisions and critical success factors in the specific context of cloud-based HR solutions.

/pdf/ehr-cloud-transformation-implementation-approach-and-success-1z9gtwn2qm.pdf

eHR Cloud Transformation: Implementation Approach and Success Factors

The digitisation of HR processes into cloud-based solutions is progressing continuously. This thesis examines such transformations, derives a concrete process model and identifies the critical success factors. The methodology used for the investigation is of a qualitative nature. As a basis and preparatory measure to address the research questions, an extensive literature study in the HR field was carried out, with a special focus on publications on electronic human resources management (hereinafter e-HRM). Based on this knowledge and the combination of extensive practical experience with HR transformation projects, a study was published which presents the historical development of e-HRM and derived an optimised process model taking into account the technical HR requirements as well as the limitations of the new cloud technology. Subsequently, several HR experts who had already gained first-hand experience with HR processes in a cloud environment were interviewed to find out which success factors were relevant for such an HR transformation. Main findings of this thesis are the derivation of a best-practice project procedure model for the transformation of HR processes into a cloud-based solution and the identification of potential obstacles in the implementation of such projects. In addition, the motives for such a transformation, the drivers within an organisation, the current degree of HR digitisation, the necessary operational and strategic parameters and ultimately the impact on working methods are worked out. As a further result, an assessment of the use of HR metrics is given and potential new key figures are derived.

/pdf/digital-transformation-of-hr-history-implementation-approach-3xo4dudi3m.pdf

Digital transformation of HR - History, implementation approach and success factors - Cumulative PhD Thesis

This research focuses on acceptance of Human Resource Information Systems (HRIS) in medium sized organizations. We look at general SME’s in The Netherlands. The goal of this research is to analyse the perceptions about the use of HRIS as there is currently very little knowledge about it in “medium sized organizations”. To support the explorative nature of the research question, four case studies were selected in organizations that were using HRIS. Overall we conclude that the use of e-tools in medium sized organizations is perceived as useful, whereas not easy to use. The organizations involved perceive that the use of HRIS helps them to make HRM more effective.

Exploring Perceptions about the Use of e-HRM Tools in Medium Sized Organizations

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Exploring Perceptions about the Use of e-HRM Tools in Medium Sized Organizations