The Third Academic Workshop on electronic Human Resource Management (e-HRM) is organized by the Chair of Management Information Systems (MIS), Saarland University , Germany -

Evidence-Based e-HRM? On the way to rigorous and relevant research.

 Dear e-HRM experts and colleagues,

I would like to welcome you warmly to the “Third European Academic Workshop on electronic Human Resource Management (e-HRM)”.

I am pleased to see that our Workshop has been established and is attracting a committed group of e-HRM practitioners and academics.

In order to tackle an obviously wide-spread scientific problem we decided for “Evidence-Based e-HRM? On the way to rigorous and relevant research.” as the major workshop topic. We hereby face the challenges of the rigor vs. relevance debate and intend to bridge research and practice by elaborating on the idea of evidence-based management in e-HRM.

After a prolific review process by our program committee we could select 23 quality papers, some of which directly, some rather indirectly refer to this topic. In particular, we received papers in the realm of Strategic Perspectives, HRIS Personnel, eRecruitment, e-Learning and e-Competencies Management, Research Perspectives, Organizational Aspects, Cases and further miscellaneous issues and are looking forward to interesting presentations and discussions.

I am grateful to Theresa Welbourne (University of Southern California) and Uwe Simon (SAP) who agreed to be Key Note speakers to support and stimulus us. In an established manner, the Workshop also includes a Practitioner Track. Besides, as a final part of the Workshop, a Scientist-Practitioner-Forum is planned to foster relevant future research.

I thank all authors for sharing their findings, all reviewers for their active support and I hope that all participants will profit from interesting discussions. I also thank our two sponsors, SAP (http://www.sap.com/) and DFG (http://www.dfg.de/en/) for supporting the funding.

Enjoy the conference and your stay in Bamberg. Prof. Dr. Stefan Strohmeier

The 3rd European Academic Management is sponsored by

 Workshop on Electronic Human Resource About SAP

Headquartered in Walldorf, Germany, SAP is the world's largest business software company – with more than 47,804 employees at sales and development locations in more than 50 countries worldwide.

Our global development approach focuses on distributing development across the world in strategically important markets. A global network of SAP Labs spanning Bulgaria, Canada, China, Germany, Hungary, India, Israel, and the United States enables SAP to operate locally, yet organize globally.

As the global technology research unit of SAP, SAP Research significantly contributes to SAP's product portfolio and extends SAP's leading position by identifying and shaping emerging IT trends through applied research and corporate venturing. SAP

Research has highly skilled teams in 11 research centers worldwide.

About SAP ERP HCM SAP ERP Human Capital Management (SAP ERP HCM) is a comprehensive, integrated human resources management solution that delivers unmatched global capability. The solution helps executives, human resources professionals, and line-ofbusiness leaders to forecast, plan, and hire the best talent, as well as cultivate the skills of and train their workforce.

 About DFG

The DFG is the self-governing organisation for science and research in Germany. It serves all branches of science and the humanities. Its membership consists of German research universities, non-university research institutions, scientific associations and the Academies of Science and the Humanities. The DFG receives the large majority of its funds from the states and the Federal Government, which are represented in all Grants

Committees.

The 3rd European Academic Workshop on Electronic Human Management is supported by the members of the Program Committee:

 Imperatori, Barbara Università Cattolica del Sacro Cuore, Milan, Italy Bondarouk, Tanya Guiderdoni, Karine Lepak, Dave Marler, Janet Martin, Graeme Oiry, Ewan University of Twente, Enschede, The Netherlands Laboratoire d'Economie et de Sociologie du Travail, Aix en Provence, France Rutgers University, New Jersey, USA University at Albany, USA University of Glasgow, UK Laboratoire d'Economie et de Sociologie du Travail, Aix en Provence, France Olivas-Luján, Miguel Clarion U of Pennsylvania, USA and Tec de Monterrey, Mexico Pawlowski, Jan M. University of Jyväskylä, Finland Ruël, Huub Stone, Dianna Strohmeier, Stefan Tansley, Carole American University Beirut, Lebanon University of Texas, San Antonio, USA Saarland University, Saarbrücken, Germany Nottingham Trent University, UK Torres-Coronas, Teresa Universitat Rovira i Virgili, Tarragona, Spain Weitzel, Tim University of Bamberg, Germany

Academic Key Note ........................................................................................................ 1

Theresa M. Welbourne Miguel R. Olivas-Luján, Denise M. Rousseau SESSION A The Strategic Value of e-HRM: results from an exploratory study in a governmental organization .......................................................................................... 15 Tanya Bondarouk, Huub Ruël Janet H. Marler, Sandra L. Fisher SESSION B Hazel Williams Carole Tansley, Carley Foster SESSION C

The HRIS Specialist: Resourcing the ‘Right Kind’ of Human Capital................... 53 Talent management and the HRIS specialist: A narrative analysis ........................ 72 The Effect of E-recruitment On the Recruitment Process: Evidence from Case Studies of Three Danish MNCs ................................................................................... 91

Anna B. Holm

Online Gaming Platforms to Apply for Jobs – Proposing a Research Model to Investigate Job Seekers’ Behaviour .......................................................................... 112

 Sven Laumer, Andreas Eckhardt Matthias Baum, Rüdiger Kabst

Websites in the Recruitment Context: A Conceptual Model ................................. 128 SESSION D

 Pramila Rao Petra I. Thielen SESSION E Anke Diederichsen Jukka-Pekka Heikkilä

E-learning in India - The Role of National Culture and Practical Implications .. 146 Social Tagging Systems – Shall we use the collaborative and collective approach to gather competency related information? ................................................................. 186

 SESSION F Beyond people and tools, what is the place for the organization in the analysis of ICT uses?..................................................................................................................... 269 Ewan Oiry, Roxana Ologeanu-Taddei, Amandine Pascal, Robert Tchobanian

Global Integration versus Local Adaption of an e-HRM System in a US MNC .. 289

 Ralf Burbach, Tony Royle

Occasioning change through HR Sourcing .............................................................. 307

 Mitchell van Balen, Tanya Bondarouk SESSION G Transitioning from a Proprietary to Vanilla HRIS: The Resulting Implications for Talent ........................................................................................................................... 326 Sharna Wiblen, Kristine Dery, David Grant

Putting e-HR into practice: the case of the University of Alicante ........................ 342

 Susana de Juana Espinosa, Sergio Luján-Mora Johan Gregeby Rita Bissola, Barbara Imperatori

Group Support Systems: Tools for HR Decision Making ...................................... 400

 James Yao, John Wang, Ruben Xing, June Lu

HRIS impacts implementation in a SME: a contextualist longitudinal case study ...................................................................................................................................... 410

 Florence Laval, Véronique Guilloux Can the Evidence-Based Management Movement Help e-HRM Bridge the Research-Practice Gap?................................................................................................. 3 An Evidence-Based Review of E-HRM and Strategic Human Resource Management.................................................................................................................. 33 Arguments for practice-based studies in e-HRM Case study of HR transformation at Sandvik Corp.......................................................................................................... 360 Generation Y at Work: The Role of e-HRM in Building Positive Work Attitudes ...................................................................................................................................... 378