Track 30: Human Resource Information Systems (HRIS) and Electronic Human Resource Management (E-HRM)
The use of Human Resource Information Systems (HRIS) is common in today’s personnel management of most organizations. Especially, web-based approaches for electronic Human Resource Management (e-HRM) strongly contributed and induced significant changes in central HR processes (e.g. e-recruiting, e-compensation, e-performance management, e-learning). However, innovative e-HRM solutions could reach far beyond state-of-the-art concepts and methods in use today: research results on the structure of social networks (scale-free- / small-world phenomena) or the semantic web offer a vast potential to extend e-HRM concepts and systems. Likewise, many newer results of the artificial intelligence domain still await their application to the HR field. This track provides a platform to exchange innovative results from e-HRM and HRIS research. In addition to contributions on empirical findings, methods and technical solutions the track is open to all questions addressing the interface of personnel management and IT research.
Possible topics:
- Business Intelligence in e-HRM (use of OLAP and Data Mining in HRM)
- Business Process Management in HRM (Use of BPM-Systems for Personnel Planning and Evaluation)
- Data Mining/Web Mining/Text Mining in e-Recruiting (process automation in active recruiting)
- new algorithms for personnel planning (application of Fuzzy Control, Artificial Neural Networks, Relational Learning)
- Matching algorithms and recommender systems for recruiting, staffing and personnel development
- Semantic Web and e-HRM (ontologies / data models for Web 2.0-based E-HRM)
- Virtual Communities in e-HRM (Social Network Analysis; What can e-HRM learn from Xing, LinkedIn or „Facebook“? Which possibilities offer virtual worlds like Second Life?)
- Standards for HRIS und e-HRM (requirements for and development of international standards for e-HRM data structures and processes)
- Potential of RFID technology in HRM
- Trust and Virtual Work in e-HRM (use of IT-based collaboration tools)
- Peer-to-Peer-Systems (P2P) and e-HRM (e.g. P2P-based evaluation of personnel)
- Business Value of HRIS / e-HRM
Leading Committee: |
| Prof. Dr. Stefan Strohmeier, Universität des Saarlandes |
| Prof. Dr. Tim Weitzel, Otto-Friedrich-Universität Bamberg |
| Prof. Dr. Oliver Wendt, Technische Universität Kaiserslautern (Federführender) |
Program Committee: |
| Frank Färber, Mc Kinsey |
| Wolfgang Jäger, Fachhochschule Wiesbaden |
| Tobias Keim, Promerit |
| Wolfgang König, Johann Wolfgang Goethe-Universität Frankfurt am Main |
| Jochen Malinowski, Accenture |
| Wilhelm Mülder, Hochschule Niederrhein |
| Franca Piazza, Universität des Saarlandes |
| Michael Schwind, Technische Universität Kaiserslautern |
| Falk von Westarp, Monster Worldwide Switzerland AG |
Email: