Implementing English Language e-HRM Systems: Effects on User Acceptance and System Use in Foreign Subsidiaries

Jukka-Pekka Heikkilä, Adam Smale

2009

Abstract

It is suggested that the effective implementation of electronic human resource management (e-HRM) technology will transform the management of human resources in firms by allowing HR departments to transfer data management and process transaction responsibilities to employees, managers and third-party service providers. In global setting, e-HRM systems are tasked with facilitating this whilst accommodating cultural differences, one of which being language. In the light of scant empirical research on language in international HRM, this study analyzes and presents, shortly, the effects of using English language e-HRM systems on acceptance and use in foreign subsidiaries. The study’s findings are based on qualitative data collected via 18 in-depth interviews with HR managers from two European MNCs.

References

  1. Charles, M.: Europe: oral business communication. Business Communication Quarterly 61 (1998) 85-93.
  2. Cooke, F.L, Shen, J. & McBride, A.: Outsourcing HR as a competitive strategy? A literature review and an assessment of implications. Human Resource Management 44 (2005) 413-432.
  3. Davis, F.D.: Perceived usefulness, perceived ease of use, and user acceptance of information technologies. MIS Quarterly 13 (1989) 319-340.
  4. Edwards, T., Colling, T. & Ferner, A.: Conceptual approaches to the transfer of employment practices in multinational companies: an integrated approach. Human Resource Management Journal, 17 (2007) 201-217.
  5. Eisenhardt, K.M.: Building theories from case study research. Academy of Management Review 14 (1989) 532-550.
  6. Feely, A.J. & Harzing, A-W.: Language Management in Multinational Companies. Cross Cultural Management: An International Journal 10 (2003) 37-52.
  7. Ferner, A.: The underpinnings of 'bureaucratic' control systems: HRM in European multinationals. Journal of Management Studies 37 (2000) 521-539.
  8. Florkowski, G. & Olivas-Luján, M.R.: Diffusion of Information Technology Innovations in Human Resource Service Delivery: A Cross-Country Comparison. Personnel Review 35 (2006) 684-710.
  9. Fredriksson, R. Barner, W. & Piekkari, R.: The multinational corporation as a multilingual organization: The notion of a common corporate language. Corporate Communications: An International Journal 11 (2006) 406-423.
  10. Gummesson, E.: Qualitative research in management: addressing complexity, context and persona. Management Decision 44 (2006) 167-179.
  11. Harzing, A-W. & Feely, A.J.: The language barrier and its implications for HQ-subsidiary relationships. Cross Cultural Management: An International Journal 15 (2008) 49-61.
  12. Marchan-Piekkari, R., Welch, D. & Welch, L.: Adopting a common corporate language: IHRM implications. International Journal of Human Resource Management 10 (1999) 377-390.
  13. Marchan-Piekkari, R., Welch, D., & Welch, L.: Language the forgotten factor in multinational management. European Management Journal 15 (1997) 591-598.
  14. Monks, K.: “Global or local? HRM in the multinational company: the Irish experience. International Journal of Human Resource Management 7 (1996) 721-735.
  15. Moon, Y.: Enterprise Resource Planning (ERP): a review of the literature. International Journal of Management and Enterprise Development 4 (2007) 235-262.
  16. Ngai, E.W.T. & Wat F.K.T.: Human resource information systems: a review and empirical analysis. Personnel Review 35 (2006) 297-314.
  17. Olivas-Lujan, M., Ramirez, J. & Zapata-Cantu, L.: e-HRM in Mexico: Adapting innovations for global competitiveness. International Journal of Manpower 28 (2007) 418-434.
  18. Oliver, C.: Strategic Responses to Institutional Processes. Academy of Management Review 16 (1991) 145-179.
  19. Piekkari, R.: Language effects in multinational corporations: A review from an international human resource management perspective. In Stahl, G.K. and Björkman, I. (Eds.), Handbook of Research in International Human Resource Management, Cheltenham: Edward Elgar (2006) 536-550.
  20. Piekkari R., Vaara, E., Tienari, J. & Säntti, R.: Integration or disintegration: Human resource implications of a common corporate language decision in a cross-border merger. The International Journal of Human Resource Management 16 (2005) 330-344.
  21. Reddington, M. & Martin, G.: Theorizing the links between e-HR and strategic HRM: A framework, case illustration and some reflections. Proceedings of the 1st European Academic Workshop on Electronic Human Resource Management, Twente, The Netherlands (2007).
  22. Ruël, H.J.M., Bondarouk, T., & Looise, J.C.: E-HRM: Innovation or irritation. An explorative empirical study in five large companies on web-based HRM. Management Review, 15 (2004) 364-381.
  23. Ruta, C.D. : The application of change management theory to HR portal implementation in subsidiaries of multinational corporations. Human Resource Management 44 (2005) 35-53.
  24. Sparrow, P., Brewster, C. & Harris, H.: Globalizing Human Resource Management. London: Routledge. (2004)
  25. Strohmeier, S.: Research in e-HRM: Review and implications. Human Resource Management Review 17 (2007) 19-37.
  26. Stone, D.L., Stone-Romero, E.F. & Lukaszewski K.: The functional and dysfunctional consequences of human resource information technology for organizations and their employees. In Stone, D. (Ed) Advances in human performance and cognitive engineering research. Greenwich, CT: JAI Press (2003).
  27. Venkatesh, V., Morris, M.G., Davis, G.B. & Davis, F.D.: User acceptance of information technology: towards a unified view. Management Information Systems Quarterly 27 (2003) 425-478.
  28. Voermans, M. & Veldhoven, M.: Attitude towards E-HRM: an empirical study at Philips. Personnel Review 36 (2007) 887-902.
  29. Welch, D.E. & Welch, L.S.: International knowledge transfer and language: A conveniently neglected connection. Proceedings of the 31st Annual EIBA Conference, Oslo, Norway (2005).
  30. Yin, R.K.: Case Study Research: Design and Methods. 3rd edition, Thousand Oaks, CA: Sage. (2003).
Download


Paper Citation


in Harvard Style

Heikkilä J. and Smale A. (2009). Implementing English Language e-HRM Systems: Effects on User Acceptance and System Use in Foreign Subsidiaries . In Proceedings of the 3rd International Workshop on Human Resource Information Systems - Volume 1: HRIS, (ICEIS 2009) ISBN 978-989-8111-97-5, pages 18-27. DOI: 10.5220/0002172500180027


in Bibtex Style

@conference{hris09,
author={Jukka-Pekka Heikkilä and Adam Smale},
title={Implementing English Language e-HRM Systems: Effects on User Acceptance and System Use in Foreign Subsidiaries},
booktitle={Proceedings of the 3rd International Workshop on Human Resource Information Systems - Volume 1: HRIS, (ICEIS 2009)},
year={2009},
pages={18-27},
publisher={SciTePress},
organization={INSTICC},
doi={10.5220/0002172500180027},
isbn={978-989-8111-97-5},
}


in EndNote Style

TY - CONF
JO - Proceedings of the 3rd International Workshop on Human Resource Information Systems - Volume 1: HRIS, (ICEIS 2009)
TI - Implementing English Language e-HRM Systems: Effects on User Acceptance and System Use in Foreign Subsidiaries
SN - 978-989-8111-97-5
AU - Heikkilä J.
AU - Smale A.
PY - 2009
SP - 18
EP - 27
DO - 10.5220/0002172500180027