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LEB603 Task 1aGalen Hsieh ID: 4074343
LEB603 Managing Human Resource in eBusiness Environments
Task 1a: Collection of References
T
opic 1: Work and Organisation in eBusiness
Alter S. 2002,
Information Systems: The Foundation of E-Business
,4
th
 /International Edition, Prentice Hall, New Jersey.
This book coverage of the e-Business work system framework, system-related principles, and the general topic of the following topics:
 
How to think about systems from a business viewpoint?
 
How business professionals can analyse systems for themselves?
 
How to build and maintain information systems?
 
The elements of a work system and business processes.
 
Information and database
 
C
ustomers and products
 
Human and ethical issues
 
E-Business technology
 
M
ajor types of information system such as S
CM
,
CRM
, EDI,
CA
D,
MRP
andEFT
M
oreover, each part is included three cases studies to use leading e-Businessenterprises to analyse situation and problem solving solutions.Textbooks related to information systems and e-business is often written from one of two viewpoints: either business issues or technology as the headline. However, this book reflects its emphasis on business even though the technology topics are covered.That is the majority reason to choice this book as reference.
Jarvenpaa, S., Tiller, E.H. and Kirsch, L.J. 2000, µ
The Global Network Organisationof the Future: The rise of bureaucracy and long-term contractual relationships
¶, in
Information Technology and the Future Enterprise: New Models for managers
,Dickson, G.W, and DeSanctis, G.,Prentice Hall, New Jersey, pp239-260.
This paper is written by three professors in states (University of Texas at
A
ustin andUniversity of 
P
ittsburgh). It started to describe the change of environment fromhierarchical structure to dynamic structure. The major changes of virtual managingsystem those are capable of quick action than traditional methods. These virtual teams permeated traditional boundaries and interfaces and provided a highly dynamicknowledge base. The authors believed that Internet presents more contracting hazards.In the reality world, the new economy is faceless potential partners who have noobvious commitment to a long-term business relationship.This article have many future work and organisation in e-business industry, thatcovered implications, organisational structures, e-business and the network model, thedynamic network model and globalisation.
 
LEB603 Task 1aGalen Hsieh ID: 4074343
TechRepublic, Inc. 2002, µ
D
ream
D
evelopment: Staff mentoring¶ 
, ZDNet Australia,URL: 
http://www.zdnet.com.au/newstech/hr/story/0,2000024989,20270338,00.htm E-business and IT both are fast growing industries, organisations¶ culture change allthe time due to technology upgrading. The author is an IT manager fromTech
R 
epublic (e-business firm in states) who create his own version of SWOT asTOWS to develop his staff and support both organisational and departmental values.The SWOT as Strengths, Weaknesses, Opportunities, and Threats comes from an oldterm in the strategic planning field. The author used TOWS to help employees in ITdepartment during culture change when moved from sole controllers to an expandedand shared role within the organisation. When organisation changed their businessculture, it may lose some clients as usual. The author used TOWS to treat employeesto keep key clients as win-win solution. It sounds who really create a dream team.
T
opic 2: People in eBusiness
Alboreca, J.Q. and Arboledas, J.R.P. 2001, µ
The Importance of People in E-business¶ 
URL:http://www.ebcenter.org/english/content/articulos/01_06_articulos_epeople_01.html 
The new economy is defining a new labour market where the relation between theemployers in the employee is being modified. One of the fundamental challenges inthis field is about e-H
RM
management; in other words, how is e-business going toinfluence the management of people? What competences will be necessary? How willwork be organised in e-business? The problems of how to manage people in e- business is defining at three different levels: values and missions, working andmanaging and human resource management systems.
 
A
t the first level, value creationsthat carry harmony and consistence to the organisation and how to satisfy employees¶needs.
A
t the H
RM
systems level, how a company handle recruitment, selection,training, development, compensation, appreciation of dedication, participationsystems and labour relations in e-business field. This paper provide general commonabout e-people in e-business.
Cohn, M. 2002, µ
D
riving Performance: Human Capital ±
D
emands Spur HRsolutions¶ 
, InternetWorld.com URL:http://www.internetworld.com/magazine.php?inc=090102/09.01.02human.html 
Driving the performance is reported the changing of human resource department isstates workplace. It was providing a new wave of human capital managementstrategies, solutions, and technologies that happened in industries right now. To solve problems that including how US employees expect better and faster answers to their work-related questions about benefits, and how to educate employees for new marketand skills through the Internet.It includes some case studies to explain how US enterprises use technology to supportthem. Those solution vendors such as
P
eopleSoft and S
AP
; how companies movefrom paper works to Web for human capital management. The eBenefits be promotedhere to go through those vendors¶ applications. This reference helped me tounderstand when an enterprise moves to virtual, how they organise their e-H
CM
.
 
LEB603 Task 1aGalen Hsieh ID: 4074343
Greengard, S. 2000, µ
Establishing Human E-Source¶ 
, BusinessFianceMag.com URL:http://www.businessfinancemag.com/archives/appfiles/Article.cfm?IssueID=327& ArticleID=13594&Print=Y&CurrChannel=8 
Enter electronic human resources management (e-H
RM
), in today¶s emerging digitaleconomy, the human resources department is quickly becoming a hub for variouscorporate systems, transactions and data. In the best of circumstances, emergingelectronic tools are revolutionising the way work gets done. It is covering thedifferences between traditional H
RM
and e-H
RM
. There are many enterprises found problems when they transfer from paper works to digitalise. This article addressedIB
M
when it moves to µe¶ world. In addition, use enterprise resource plan (E
RP
) tointegrate e-H
RM
via E
RP
applications and think about
R 
OI that could brought in thefuture. The culture change and training improvement are become another significantissues in e-Business world. That is how this reference meant for me to add in here.
T
opic 3:
Th
e Employment Contract in eBusiness
Bahls, S.C. and Bahls, J.E. 2001, µ
Stay-in Contract¶ 
, Entrepreneur magazine. URL:http://www.entrepreneur.com/Magazines/Copy_of_MA_SegArticle/0,4453,291120----1-,00.html 
A
s many online e-business issues are targeting US market. This article is illustratedhow employment contract important in high-tech companies. One of the authorsSteven
C
. Bahls who is the dean of 
C
apitol University Law School in
C
olumbus,Ohio, teaches entrepreneurship law. Who is trying to use this article to educateemployer and employee in how important to stay-in employment contract.
A
s weknow that contract is an agreement. The employment contract has more than anagreement, which also including responsibilities, compensation, bonuses, stock options, rights to any inventions and patents, expense accounts and more. I am gothrough this article to know that employment contract also useful when acquisition,merger, takeover and selling companies, it helped to attract key employees.
Silver, J. 2002, µContracts of Employment ± What they mean to you¶, SitePoint.comURL: http://www.ecommercebase.com/article.php?aid=785&pid=0 
The author is a virtual law practice lawyer in states; the goal of this article isdescribing the differences between employees and contractors to define the meaningof employment contract. It shows different responsibility between those two bodies,who policies (legal) and
A
cts (US law) to make samples. The major different isemployees as defined here do not have contracts; hence, employees dealing with policies with different duties.Even though, it forced on contractors more than employees, and providing advices of how to write agreement for contractors. Issues are including services, payment,relationship, Inappropriate
A
cts, Keeping Information
C
onfidential, Ownship of work  product (intellectual property), Non-Solicitation, Non-
C
ompete,
R 
epresentations andWarranties, Indemnification, Termination and Term.
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