The HRM research group, operating within the IGS research institute, focuses its research efforts on the interface between three domains: HRM, Information Technologies, and Innovation. In the last years, the group has demonstrated a strong growth and intensification of the research quality. In the period 2008-2014 the group published more than 120 articles in international refereed journal, 11 books, almost 50 book chapters. The group has 3 lines of research:

•HRM & Innovation Performance

•Innovating HRM function

•HRM & Technology


“HRM & Innovative Performance” focuses on the contribution of HRM to multi-level individual, team and organizational performance. Research goals are related to a) exploration of the way in which HR practices evolve over time; HRM implementations; b) examination of contributions of different organizational actors to HRM implementations; c) examination of HRM configurations needed to support Innovative Work Behavior, for different types and stages of innovations, for different organizational contexts; d) design research guidelines / principles for conducting multilevel HRM studies; e) testing the “multilevelity” of HRM effects on individual, team, organizational and cross-organizational performance.


“Innovating HRM Function” focuses on the effectiveness of various innovations in the HRM function and their value creation for organizations. Research goals are related to a) analyzing effectiveness of electronic HRM and its implementation; b) exploration of the antecedents and outcomes of the involvement of line managers and employees in implementing HR practices; c) examination of the value of HR Shared Services for end-users and organizations; d) examination of managing an e-change; e) exploration of employees attitudes towards technological changes; f) testing effectiveness of HR analytics.


“HRM & Technology” focuses on the role of Electronic HRM (e-HRM), exploring and analyzing effectiveness of e-HRM and its implementation. Research goals are related to exploring the contribution of e-HRM to HRM quality, the implementation of e-HRM, management of e-change, HRM’s contribution to IT projects, and the role of social media in HRM.