tailieunhanh - E-Human Resource Management 11

E-Human Resource Management 11. This book is presented in four sections — the first intended to be more general in nature, the following three devoted to specific aspects of the HRM field in the new information era. Section I, The Cutting-Edge in HRM, presents an overview of how ITCs are modifying general HRM processes and functions. This is the aim of the first three contributions. | 76 Bhattacharya Huntley tional skills. Therefore mapping ofthe social interaction requirements ofajob helps managers learn more about it and may provide critical information that constitutes the job description of a position either formal or informal. Data collection for such information may be periodical although temporal data is needed to get a stable pattern for the social aspect of the job. Job-related information provided by social network mapping can be ofseveral types. What is the level ofinteraction requirement ofthe job in relation to other jobs positions at the same or different organizational levels frequency of interaction Complex interaction patterns would reveal a higher requirement of people-related skills while sparse interaction may indicate either technical specialized skills or lower skill requirements. Structural holes that is the distance between the network contacts is also relevant for describing a position. Are the network contacts far apart or close together Far-flung networks may indicate cross-functional interaction requirements sometimes across hierarchical levels while tightly knit networks indicate homogeneous work groups. Centrality ofthe position is yet another critical dimension that indicates requirement for leadership abilities because the incumbent may need to exercise more decision-making capabilities if most of the contacts in the network are referring back to this position often. All this information provides critical input for recruitment and selection processes and helps in choosing the right candidate for a job. Job-related information provided by social network mapping can be used for training and development purposes as well to identify current and future training requirements for a job. For example central and critical jobs have greater requirement for interpersonal training. Effective succession planning an emerging critical HRM activity Burke 1997 can also benefit from network information on jobs. Jobs that are more .