Human resource strategy for the new ICT-driven business context
Jan A.P. Hoogervorst , Paul L. Koopman , Henk van der Flier
International Journal of Human Resource Management
Volume 13, Number 8/December 01, 2002
Pages:
1245 - 1265
Abstract:
The influence of technology developments on the content and arrangement
of work is a recurring theme in many publications. Advances in
information and communication technology (ICT) are reshaping internal
organizational design and necessitate new types of employee capabilities
and behaviour. As will be illustrated, ICT developments create a
heightened level of business and market dynamics. Arguably, these
dynamics affect the required capabilities and behaviour of employees
even more strongly. Similarly, the way businesses are operating, and
customer, supplier and business partner relationships are formed, is
also affected by the rapid ICT progress. Key drivers shaping the new
business context will be addressed. This paper argues that the trends
and developments illustrated necessitate revision of traditionally held
beliefs and paradigms. Said revision has important implications for the
strategy and management of human resources, whereby the focus on
employee behaviour is crucial. Two key aspects of a human resource
strategy will be discussed, identified as HR alignment and HR
enablement.
With the focus on employee behaviour, attention should be given to the
organizational context, since this context determines employee
behaviour. Said context is defined by organizational culture, management
practices and various organizational structures and systems. In view of
the necessary organizational change associated with the developments
illustrated, the importance of consistency and coherence between the
elements of the organizational context is stressed. Establishing change
under conditions of consistency and coherence is therefore identified as
a crucial organizational competence.