One of the latest tendencies in the organisational change theory and practice is implementing e- ideas: e-business, e-commerce, e-library, e-learning, and since not long ago – e-HRM. Software engineers design information technologies (IT) to support HR processes, marketing specialists insist that those ITs provide a wonderful opportunity for the individualisation of the employment relationship, suppliers sell them to companies, management starts to believe that technology will liberate HRM by delegating much of the administrative work to the line and to the employees. Finally, the project teams are busy with piloting and converting the data. And at the end there are individual employees, line managers and HR professionals who will use such information technologies and hope that it provides them with technical support for, for example, choices their career development paths, participating in on-line forums, dividing and administrating their office-private time, or even working at distance. In this paper we explore practices of a digitally-supported individualisation of the employment relation in a large industrial company.
|Number of pages||16|
|Publication status||Published - 1 Jul 2004|
|Event||20th EGOS Colloquium 2004: The Organization as a Set of Dynamic Relationships - Ljubljana University, Ljubljana, Slovenia|
Duration: 1 Jul 2004 → 3 Jul 2004
Conference number: 20
|Other||20th EGOS Colloquium 2004|
|Period||1/07/04 → 3/07/04|