Digital transformation of hr - history, implementation approach and success factors - cumulative phd thesis

• Autores: Robert-Christian Ziebell
• Directores de la Tesis: José Albors Garrigós (dir. tes.), Klaus Peter Schoeneberg (dir. tes.), Rosario Perello Marín (dir. tes.)
• Lectura: En la Universitat Politècnica de València ( España ) en 2019
• Idioma: español
• Tribunal Calificador de la Tesis: Hermenegildo Gil Gómez (presid.), Francisco Puig Blanco (secret.), Cristopher Zerres (voc.)
• Programa de doctorado: Programa de Doctorado en Administración y Dirección de Empresas por la Universitat Politècnica de València
• Materias:
  • Ciencias tecnológicas
    • Tecnología de los ordenadores
    • Tecnología electrónica
  • Ciencias económicas
    • Organización y dirección de empresas
• Enlaces
  • Tesis en acceso abierto en: RiuNet
• Resumen

  • The digitisation of HR processes into cloud-based solutions is progressing continuously. This thesis examines such transformations, derives a concrete process model and identifies the critical success factors.

    The methodology used for the investigation is of a qualitative nature. As a basis and preparatory measure to address the research questions, an extensive literature study in the HR field was carried out, with a special focus on publications on electronic human resources management (hereinafter e-HRM). Based on this knowledge and the combination of extensive practical experience with HR transformation projects, a study was published which presents the historical development of e-HRM and derived an optimised process model taking into account the technical HR requirements as well as the limitations of the new cloud technology. Subsequently, several HR experts who had already gained first-hand experience with HR processes in a cloud environment were interviewed to find out which success factors were relevant for such an HR transformation.

    Main findings of this thesis are the derivation of a best-practice project procedure model for the transformation of HR processes into a cloud-based solution and the identification of potential obstacles in the implementation of such projects. In addition, the motives for such a transformation, the drivers within an organisation, the current degree of HR digitisation, the necessary operational and strategic parameters and ultimately the impact on working methods are worked out. As a further result, an assessment of the use of HR metrics is given and potential new key figures are derived.