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The Diffusion of HRITs Across English- Speaking Countries

The Diffusion of HRITs Across English- Speaking Countries

Miguel R. Olivas-Luján, Gary W. Florkowski
Copyright: © 2009 |Pages: 6
ISBN13: 9781599048833|ISBN10: 1599048833|EISBN13: 9781599048840
DOI: 10.4018/978-1-59904-883-3.ch037
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MLA

Olivas-Luján, Miguel R., and Gary W. Florkowski. "The Diffusion of HRITs Across English- Speaking Countries." Encyclopedia of Human Resources Information Systems: Challenges in e-HRM, edited by Teresa Torres-Coronas and Mario Arias-Oliva, IGI Global, 2009, pp. 242-247. https://doi.org/10.4018/978-1-59904-883-3.ch037

APA

Olivas-Luján, M. R. & Florkowski, G. W. (2009). The Diffusion of HRITs Across English- Speaking Countries. In T. Torres-Coronas & M. Arias-Oliva (Eds.), Encyclopedia of Human Resources Information Systems: Challenges in e-HRM (pp. 242-247). IGI Global. https://doi.org/10.4018/978-1-59904-883-3.ch037

Chicago

Olivas-Luján, Miguel R., and Gary W. Florkowski. "The Diffusion of HRITs Across English- Speaking Countries." In Encyclopedia of Human Resources Information Systems: Challenges in e-HRM, edited by Teresa Torres-Coronas and Mario Arias-Oliva, 242-247. Hershey, PA: IGI Global, 2009. https://doi.org/10.4018/978-1-59904-883-3.ch037

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Abstract

From an historical perspective, human resource (HR) activities rarely captured the respect of line executives who often view this area as “staff chores” rather than high value-added business. This, coupled with the large amount of complex information required to execute personnel tasks, partially explains why HR departments did not tend to be early adopters of information technologies (ITs). The situation has changed radically over the last decade, as personnel departments increasingly seek to offload paper-intensive, compliance-oriented processes to technology-supported flows so that they are better able to support and evolve the company’s strategy to achieve competitive advantage in an era of increased global competition. Little is known, though, about the process by which HR-related software applications and services spread from firm to firm, and ultimately country to country. In response, we draw upon a set of geographically diverse practitioner surveys and early findings of our ongoing research program (Florkowski & Olivas-Luján, 2006) to examine the diffusion of HRITs across nations. We also include suggestions for future research and definitions of terms that aid in understanding this increasingly important phenomenon.

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