İnsan Kaynakları Yönetiminden Dijital İnsan Kaynakları Yönetim Sistemine Geçiş ve Uygulama Örnekleri

Bahar Yolvermez
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Abstract

– With the integration of information communication technologies (ICT) and human resources management (HRM), new definitions of human resources have emerged and the need for a digital human resources management system has arisen. Digital Human Resources Management System (HRMS) refers to the systems and processes at the intersection between ICT and HRM. Most vendors, marketing professionals, and analysts in the industry change the use of these terms and use them as synonyms when promoting HR technologies. In fact, the digital human resources system differs from other existing systems (HRIS and HCM). The digital human resources management system offers businesses the opportunity to create sustainable competitive advantages. The study aims to contribute to the literature by revealing the difference of the digital human resources system from the existing systems with the literature review method, and introducing the system features in detail to the countries and businesses that have not yet adopted this system. For this purpose, digital human resources management systems serving with 100% web technology in America and Germany, where digital HRM is most developed, were compared and their differences were examined. It has been determined that the number of digital human resources management systems in the United States is more and more comprehensive as it has been developed according to strategic HRM functions.
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-随着资讯及通讯科技与人力资源管理的结合,人力资源有了新的定义,因此需要数码人力资源管理系统。数字人力资源管理系统(HRMS)是指信息通信技术与人力资源管理相结合的系统和流程。大多数供应商、市场营销专家和行业分析师在推广人力资源技术时改变了这些术语的使用,并将它们用作同义词。事实上,数字人力资源系统不同于其他现有的系统(HRIS和HCM)。数字化人力资源管理系统为企业提供了创造可持续竞争优势的机会。本研究旨在通过文献综述的方法揭示数字人力资源系统与现有系统的差异,并向尚未采用该系统的国家和企业详细介绍该系统的特点,为文献做出贡献。为此,我们对数字人力资源管理最发达的美国和德国采用100% web技术的数字人力资源管理系统进行了比较,并考察了它们之间的差异。已经确定,美国数字化人力资源管理系统的数量越来越全面,因为它是根据战略人力资源管理功能开发的。
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