Vakgroep Human Resource Management


FROM Digital TO smart
human resource management

27-28 October 2016, Enschede, Netherlands


The goal of this conference is, as in previous years, to bring together international scholars and business leaders and consultants to facilitate the exchange between business and academics of the latest ideas concerning digital HRM (d-HRM), and to match cutting edge d-HRM research and practice with the focus on smart HRM.

Following the First Academic Workshop on Electronic Human Resource Management in the Netherlands, four more international e-HRM conferences have taken place in Marseille, Bamberg, Nottingham and New York City. Marking e-HRM conference’ tenth anniversary provides an excellent opportunity to revisit the concept of e-HRM and critically assess academic and business achievements in this field. In the past decade, several special issues of international journals have appeared and various volumes of contributed chapters have been published reporting on diverse empirical and conceptual considerations in developing our understanding of e-HRM and as contributions to optimizing the balancing act between information technologies and people management.

This sixth international conference will focus on the progression from e-HRM to digital (d-HRM) - towards smart HRM. Since Tapscott coined the term “digital economy” in 1995, it has been extending its scope of impact from automating work processes to monitoring and influencing consumer behaviours, from value creation in the production chain within a company to the whole value chain within and across businesses. The HRM field is entering smart businesses where the human, digital and high-tech dimensions seem to increasingly converge, and HRM needs to anticipate its own smart future. Technological developments and interconnectedness with and through the Internet (often called “Internet of Things”) set new challenges for the HRM function. Smartness enacted by HRM professionals, notions of “smart industries”, “smart things” and “smart services” all put new pressures on strategic HRM. What kind of digital and strategic HRM will this new breed of companies need? What kind of smart solution can and will HRM offer to meet the expectations of the latest business developments? Can HRM become smart and combine digitization, automation and a network approach? What will be an impact of new technologies on employment management? How do businesses futureproof their HRM in the smart era? What competences do employees need to ensure businesses flourish in smart industries? Moreover, how should research into HRM respond to these changes?

With rapid business and technological developments, and ever-greater automation and information available, the HRM function needs to focus on non-routine and complex, evidence-based and science-inspired, creative and value-added professionally demanding tasks.