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E-Human Resource Management 16

E-Human Resource Management 16. 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. | Employee Self-Service HR Portal Case Study 121 Webster Buchanan. 2002 . HR self service - the practitioners view. Retrieved August 2002 from www.leadersinHR.org Wiscombe J. 2001 . Using technology to cut costs. Workforce September . Retrieved August 2002 from www.workforce.com archive fea-ture 22 29 82 index.php Workforce. 2001 . HR statistics. Workforce 79 10 54-61. Yin R. 1994 . Case study research - design methods 2nd ed. . Newbury Park CA Sage Publications. Copyright 2005 Idea Group Inc. Copying or distributing in print or electronic forms without written permission of Idea Group Inc. is prohibited. 122 Beugre ChapterVI Human Resource Portals and the Protean Career A Three-Factor Model Constant D. Beugre Delaware State University USA Abstract This chapter discusses the role of human resource portals in the management of the protean career. A protean career is a career that is frequently changing due to both changes in the person s interests abilities and values and changes in the work environment. The chapter develops a three-factor model which contends that three types of variables individual attributes characteristics of the human resource portals and organizational factors influence the effective use of Web-based human resource services. The model also argues that the effective use of Webbased human resource services plays an important role in the management of the protean career since employees act as free agents responsible for Copyright 2005 Idea Group Inc. Copying or distributing in print or electronic forms without written permission of Idea Group Inc. is prohibited. Human Resource Portals and the Protean Career 123 their own career advancement opportunities. The three-factor model has implications for research and practice for both employees and employers. Introduction Careers have been traditionally conceived as linear trajectories where employees advance hierarchically within a single organization over the course oftheir working lives Eby Butts .