Innovative Trends in Human Resources Management

Abstract

(ProQuest: ... denotes formulae omitted.)IntroductionManaging human resources activity has become quite difficult as information infrastructure must be continually updated, applied to a complex of changing activities linked to the environment according to industry-specific characteristics, and collectively respond to the needs of each company. During the preparation of this research, a comprehensive analysis of scientific literature was done, however for the sake of minimizing the length of this paper, only a part was presented. Existing e-government scientific achievements as well as other research approaches that are under development are of great importance when examining the public sector (Davison, 2005; Dawes, Cook, 2007; Millard, 2013; and others).Information technology and its application in public administration processes can cause social innovation, where innovation occurs both, as something entirely new or as a new combination of existing elements. Researchers from US, European and other universities around the world (Schuler, Jackson, 2007; Strohmeier, 2007; Joseph, Ezzedeen, 2008; Thom, Ritz, 2008; Walk et al., 2014) have developed research in information technologies and their implementation for human resources management.The organization must learn rationally to direct information resources for their development, to integrate internal and external information flows and to combine the unique features of a particular company and its values with information technologies. Scientists have pointed out that (Griggs et al., 2015) human resources (HR) education is very important for successful implementation of innovations. Different opinions on research of information technologies application in human resources management are prevailing in the world of science (Analoui, 2007; Kavanagh, Thite, 2009; Bondarouk, Furtmueller, 2012; Altmann, Engberg, 2015; Katou, 2015; and others).The purpose of this paper is to investigate application of information technologies in the process of innovative human resources management at the ministry level in the Republic of Lithuania.Our research objectives were to conduct an expert evaluation (of staff from the personnel departments of the Ministries of the Republic of Lithuania) in order to determine the internal and external environment and innovation factors based on information technology, to evaluate these factors and how they affect the initiation and application of information technologies for human resources management activities.Our research methodology includes a combination of theoretical and empirical methods. A case study helps towards achieving a comprehensive, exhaustive and detailed social component study. The expert evaluations used in a case study on the implementation of information technologies for human resources management at Ministries of the Republic of Lithuania. The collection of empirical data defines that with the help of experts, information technologies (IT) used to perform different functions for professionals including their attitudes or behavior towards it, the IT installation processes for human resources management (HRM) purposes, and the problematic issues and technology-related environmental factors involved. An expert-specialists' survey was conducted from July until September 2013. Then analysis of those results carried out within the context of efficiency.This article has several practical implications-conclusions and recommendations were prepared only for the improvement of information technologies application in personnel administration offices in Ministries of the Republic of Lithuania. This paper presents only a part of the survey results. The first part of the article presents an analysis of different aspects of IT application in HRM. The second part of article presents an analysis of the efficiency of innovative methods of HRM. The third part of article explains the research methodology. The fourth part of article presents the research results. …