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All information current as of 14:23:37 Pacific Time, Monday, 21 February 2005. Virtual Hr: Human Resources Management in the Information Age    by John W. Jones   Paperback:     Crisp Publications     01 April, 1998    US$16.95     Usually ships in 24 hours Click the button below to . . .      (which will add the book to your Amazon U.S.A. "Shopping Cart") . . . or use your browser's Back button to return to the search-list page.

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Editorial description(s):

Book Info
Examines the use of resources such as the Internet World Wide Web, company Intranets and other technologies now in use by human resource professionals. Paper.


Book Description
There is a shift throughout organizations and this book shows the driving forces of information technology, globalization, high speed management, process reengineering, networked organizations, and the knowledge workers of today's workforce.




Reader review(s):

Generalities and checklists for rank beginners, May 27, 2000
After having seen the glowing reviews for this book, I purchased this book hoping for something really eye-opening. Unfortunately, I was pretty disappointed when I saw the book since there really isn't that much in the way of content. Rather than a book with detailed examples or case studies, what is presented is something that looks more like an outline of a book

First, a bit of background. I am a professor, and I will be teaching a new class on the interaction between information technology and HRM, and I bought this book hoping that it would make a good textbook for my students. There are a number of good books on Human Resource Information Sytems, but they mostly focus on the IS aspects rather than the HR aspects, and none look at anything other than information systems.

What is lacking are good books on how information technology is directly changing HR, as well as how work is being changed by IT (and thus, indirectly leading to HR changes as well). That is what I was hoping to find from "Virtual HR."

Instead, what is presented are a bunch of generalities and other fairly obvious observations without a great deal of insight or analysis. An example of something I found particularly irritating was some reviews of internet sites related to HR. I don't know about most other readers, but I had found all these sites (and many, many more) using the popular search engines on the internet. I didn't need to purchase a book for this.

Other xxamples of generalities without insight were the sections on the "touch screen" kiosk model and computer scoring. The section on computer scoring (What! I can use a computer scanner to score tests? Amazing!) reminds me of the news several years back of former President Bush's visit to the supermarket when he was amazed by the checkout scanners -- obviously the President hadn't been shopping in a while.

Instead, I would have liked to see something of substance. For example, if you are going to do the touch screen kiosk model of employee access, just how should it be done? Obviously, it could require some substantial changes in the whole organizational culture, since this might lead to a culture where employees have much more responsibility for managing their own jobs and careers, rather than have HR play the police/nanny role.

How about a lot of detailed information on telecommuting and the virtual organization? What sort of people and jobs are best suited for this management model? How do we get line managers to change to this new way of thinking?

The one point of this book that I did like was the fact that specific software applications were not covered. Things are changing so rapidly that any such attempt would be outdated very rapidly.

In summary, what this book presents is a not particularly insightful overview that is too basic except for the most beginning level. The coverage of technology topics is perhaps suitable for people that rarely use computers or bank machines, while the coverage of HR topics is only suitable for people with very little experience in HR.

HR of the next millennium !!!, May 22, 1999
In the next millennium, information technology, process reengineering, high-speed management, networked organizations, knowledge workers and globalization must be addressed by HR departments that want to continuously increase their value while reducing costs.

In this context, J.W.Jones says " Virtual HR is typically defined as the use of computer systems, interactive electronic media, and telecommunication networks to carry out the functions of the human resources department. Virtual HR managers always strive to provide a seamless integration of all HR services with a common goal of employee satisfaction. This technology-assisted model of HR is often begun as an efficiency program, but it soon evolves into a major source of competitive advantage. In addition, while some HR departments utilize a few virtual HR applications, others strive to reengineer, automate, and integrate nearly all of their HR functions."

I highly recommend this invaluable study to all HR professionals.

See also "Work & Rewards in the Virtual Workplace/F.Crandall & M.Wallace", "Technology-Based Learning/M.Marquardt", "Virtual Teams/J.Lipnack & J.Stamps"

For HR professionals, not programmers, September 6, 2000
I was disappointed. I'm a programmer working on an HR information system and I was looking for a programmer's introduction to Human Resources. The book is more of an HR professional's introduction to information systems. It contains a "workbook" approach that I found annoying, but perhaps HR people (the folks who brought you "teambuilding") like that sort of thing. It contains case studies of companies that have implemented HR information systems to good effect. It would be a good book to get your boss to read to convince her that you can save money by putting your HR functions on computers. But it won't tell either of you how to do implement the system.

Well written, future-looking book about HR management., September 1, 1998
Review of Dr. John Jones' book: Virtual HR: Human Resource Management in the Information Age.

This is a well-written, future-looking book about the leading technology drivers that are revolutionizing human resource management programs in both government and private-sector organizations. The author does a good job by defining "Virtual HR," discussing key platforms and applications that are reshaping the human resource landscape. Human resource professionals, consultants and managers that want to be successful in the 21st Century should make sure they read the insightful thoughts contained in this book.

Importantly, a good amount of time is spent providing information on how to get the most out of every single employee. Examples of Internet-based training, self-development, and state-of-the-art assessment technology are provided to the reader. New human resource techniques such as "touch-screen" kiosks, web-based training and assessment, computer scoring and reporting of personal portfolios are discussed. The author provides new innovative information on other HR subjects such as: contemporary recruitment, pre-employment assessment technologies, leadership development, 21st Century management skills, continuous learning, enhancing project management skills, and competency-based assessment systems that can be implemented to improve organizational performance. In summary, "Virtual HR" by Dr. John Jones is a must read for HR managers and executives who want to improve their human resource management programs, competitiveness and long-term viability. Excellent book!

by Greg Farrell ([email protected]) Director, Washington Sales National Computer Systems Arlington, VA

Well-written, future-looking book about Human Resource Mgmt., August 22, 1998
Review of Dr. John Jones' book: Virtual HR: Human Resource Management in the Information Age. � Copyright, 1998.

This is a well-written, future-looking book about the leading technology drivers that are revolutionizing human resource management programs in both government and private-sector organizations. The author does a good job by defining "Virtual HR," discussing key platforms and applications that are reshaping the human resource landscape. Human resource professionals, consultants and managers that want to be successful in the 21st Century should make sure they read the insightful thoughts contained in this book.

Importantly, a good amount of time is spent providing information on how to get the most out of every single employee. Examples of Internet-based training, self-development, and state-of-the-art assessment technology are provided to the reader. New human resource techniques such as "touch-screen" kiosks, web-based training and assessment, computer scoring and reporting of personal portfolios are discussed. The author provides new innovative information on other HR subjects such as: contemporary recruitment, pre-employment assessment technologies, leadership development, 21st Century management skills, continuous learning, enhancing project management skills, and competency-based assessment systems that can be implemented to improve organizational performance. In summary, "Virtual HR" by Dr. John Jones is a must read for HR managers and executives who want to improve their human resource management programs, competitiveness and long-term viability. Excellent book!

by Greg Farrell ([email protected]) Director, Washington Sales National Computer Systems Arlington, VA

Workbook format is valuable for non-technical professionals, August 9, 2000
I found the checklists in Virtual HR to be valuable in assessing a traditional HR department preparing for transition. This assessment process serves as a key initial step in transforming itself from a brick and mortar business into an e-business capable of surviving today's market realities. This book is ideal for non-technical professionals who need to reinvent themselves and their companies for the internet age.

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