Research in Human Resource Management
Call for Papers on
Electronic Human Resource Management (eHRM)
James H. Dulebohn and Dianna L. Stone
Deadline for Proposals: November 1, 2016
Deadline for Final Papers: April 15, 2017
Information technology has had a profound impact on Human Resource Management (HRM) processes and practices, and transformed the way that organizations recruit, select, evaluate, compensate, and retain employees (Gueutal & Stone, 2005; Kavanagh, Thite, & Johnson, 2015; Parry & Tyson, 2011; Strohmeier, 2007). Interestingly, a survey of leading consulting firms indicated that "... there are two primary drivers of change in HRM: technology and talent management. ... Continuous innovations in technology will fundamentally change the way HR
work is accomplished." (Society for Human Resource Management [SHRM], 2002, p. ii).
Primary goals of HRM are to attract, motivate, and retain talented employees in their roles (Katz & Kahn, 1978). These goals have become extremely important in recent years because the new knowledge and service organizations' success is dependent on their ability to compete on the basis of the talents and skills of their workers (Stone & Dulebohn, 2012). Technology has helped facilitate these goals by streamlining the way that organizations collect, use, store, and disseminate information about applicants and employees. In addition, it has altered the nature of jobs (e.g., telework), teamwork (e.g., virtual teams), and the relation between supervisors and subordinates. In view of these changes, Kiesler and her colleagues argued that technology mediates the relationship between individuals and organizations (Kiesler, Siegel, & McGuire, 1984). It merits noting that technology enabled systems and processes all come under the label, electronic HRM (eHRM) which has been defined as systems that use the Internet or Intranets to manage HRM processes including job analysis, recruitment, selection, training, etc., and provide access to all organizational stakeholders (e.g., applicants, employees, managers) (Stone & Dulebohn, 2012).
Given these new systems, we believe that a better understanding of their effectiveness and acceptance is needed. We also need to determine if they enable organizations to achieve their principal HRM goals. Despite the pervasiveness of these systems, relatively little theory and research has addressed these critical issues. Thus, the primary goals of this volume of Research in HRM are to:
a. Consider the impact of technology on HRM processes and practices, and the relationship between individuals and organizations.
b. Provide reviews of the existing theory and research on the topic (e.g., e-recruiting, e-selection, e-performance management, e-learning, virtual teams, e-mentoring).
c. Develop new theoretical models that can be used to guide future research and practice on eHRM.
d. Advance theory and research on the topic.
Steps for submitting papers:
1. Please provide a 1 – 2 page abstract of your paper topic and its importance to James Dulebohn (Dulebohn@msu.edu) and Dianna Stone (diannastone2015@gmail.com) by November 1, 2016.
2. You will receive feedback on your topic from the Editors, James Dulebohn and Dianna Stone
3. Submit first version of papers to Dianna Stone no later than April 15, 2017.
4. Your papers will be reviewed by the Editors and one or two subject matter experts.
5. Decisions about papers will be made by May 15, 2017
6. Revisions and final papers will be due: July 15, 2017.
7. Format: All papers should be in APA format, and should not be longer than 45 pages. including references and tables, etc. Please include a 50 word bio with your final submission.
8. Please feel free to contact James Dulebohn (Dulebohn@msu.edu, phone) or Dianna Stone (diannastone2015@gmail.com) if you have questions about the submission process.