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    The concept of e-HRM, its evolution and effects on organizational outcomes
    (CRC Press, 2016) Findikli, Mine Afacan; Rofcanin, Yasin
    Transition of today's work setting has placed human resource management (HRM) practices in the central position. Coupled with changes in technology and information system developments, the nature of HRM practices has also adapted to such developments. Building on these recent trends, the aim of this chapter is to elaborate the field of electronic HRM (e-HRM) in research. We systematically examine the definition of e-HRM and conceptualize its relationship with organizational outcomes. Increasing prevalence of e-HRM carries important theoretical and practical implications for managers as well as researchers. We end our chapter with future research avenues. © 2016 by Taylor & Francis Group, LLC. All rights reserved.
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    Examining Organizational Innovation and Knowledge Management Capacity: The Central Role of Strategic Human Resources Practices (SHRPs)
    (ELSEVIER SCIENCE BV, SARA BURGERHARTSTRAAT 25, PO BOX 211, 1000 AE AMSTERDAM, NETHERLANDS, 2013-11-14) Afacan Fındıklı, Mine; Yozgat, Uğur; Rofcanin, Yasin
    This study was an effort to test the effects of strategic human resources practices over organizational innovation (exploration and exploitation) and knowledge management capacity of firms (knowledge sharing and knowledge application). Data were gathered across industries operating in Turkey (N = 109). Results from regression analyses emphasized that only certain practices in strategic human resources had predictive power of organizational innovation. Moreover, a similar pattern was observed between the strategic human resources practices and knowledge management capacity of firms. Overall, our findings spoke to the importance of compensation, training and performance appraisal systems as predictors of our dependent variables. Discussions, further suggestions and limitations are provided at the end.