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The research focus of the Chair of Management Information Systems lies at the intersection of Human Resources (HR) and Information Systems (IS). The chair serves as a "boundary spanner" between Human Resources and Information Technology, exploring the development of innovative information systems from a technical perspective and their application in Human Resource Management ("Digital HRM") from a managerial standpoint.
AHEAD
Algorithmic Decision Making (ADM) involves decisions based on computer-supported algorithms, ranging from human-assisted decision-making to fully automated decisions without human input. Recent advancements in artificial intelligence have significantly driven the development of ADM, offering potential efficiency and effectiveness in decision-making. One prominent application area is human resource management (HRM), where ADM is increasingly used, particularly in personnel selection. For instance, some software solutions analyze recorded applicant interviews to assess suitability, personality, or detect fraud.
The AHEAD! (Algorithmic Decision Making in HR – Exposition, Assessment and Design) research project focuses on the technical, functional, and ethical challenges posed by ADM in HR. It aims to investigate the capabilities and implications of current and potential algorithms, understand their efficiency and relevance in HR practices, and address ethical concerns such as discrimination and accountability. The project involves the systematic exploration, evaluation, and design of ADM applications in HR, ensuring their alignment with technical standards, practical needs, and ethical considerations.
Contact: Prof. Dr. Stefan Strohmeier, Mathias Becker, M.Sc.
Text Mining im Personalmanagement
2022, 298 p. - ISBN: 978-3658-396480
The growing volume of data holds immense informational potential, particularly for businesses. Much of this data exists in unstructured formats, especially as text. Text mining provides a method to analyze large datasets, identify patterns, and extract insights to support decision-making. However, despite its strategic value, text mining has received limited attention in research and practice within human resource management. This project explores how text mining can be effectively utilized and integrated across HR functions. It systematically analyzes potential applications, evaluates existing software solutions, and develops an innovative system to extend text mining's utility in HR, demonstrated through practical scenarios.
Author: Dr. Felix Groß
Antecedents and Consequences of Digital Human Resource Management
2021, 236 p. - ISBN: 978-3658351151
During the last decades, a considerable amount of research has been directed towards explaining the concept of Digital Human Resource Management (DHRM). Yet, a holistic assessment of DHRM antecedents and consequences with respect to possible contextual contingencies is still missing. To this end, this thesis introduces a research framework illuminating the multifaceted phenomenon of DHRM from various perspectives. An exploratory four-step meta-analytic structural equation modelling (E-MASEM) approach tailored to address the domain-specific challenges of DHRM is introduced and applied. Results identify 32 constructs associated with the DHRM usage phenomenon which are categorized into DHRM antecedents and DHRM consequences. Findings reveal that user perceptions, expectations, attitudes, and intentions are essential in predicting DHRM usage while HRM service quality and user satisfaction are found crucial in explaining other DHRM consequences. Further, practitioners are informed about therelative importance of factors for both facilitating DHRM adoption and measuring DHRM success. Lastly, this thesis also contributes to the MASEM methodology by outlining a new approach to summarize statistical inferences from multiple moderator tests.
Author: Dr. Christian Theres
Process oriented Human Resource Information Systems
Process oriented Human Resource Information Systems. Supporting a process orientation in Human
Resources through Information Systems
2016, 219 p.
This thesis proposes a design for an information system that combines the functionalities required by human resource (HR) activities and a framework that allows their execution based on augmented business process models, a process oriented human resource information system (proHRIS).
During the gain in popularity of business process management and its spread in the last decades, the fundamental ideas of process orientation have spread to many different areas.
From the development of information systems, to the management of organizational knowledge, more and more areas explicitly are based around the operational business processes of the organization. While the idea of process orientation has found resonance in specific parts of human resource management (HRM), no holistic process oriented HRM has emerged. To support the establishment of such an approach, this thesis proposes the design of an information system that allows a process oriented execution of typical HR activities. The design is kept on a relatively high abstraction level to discuss the components required for the process oriented execution of all of HRM core functions: staffing, appraisal, development, and compensation. To offer more concrete insight, exemplary, more detailed, use cases are developed.
The feasability of the proposed design of a process oriented human resource information system (proHRIS) is demonstrated and the design is evaluated through the construction of a prototype which is used in a specific use case and the assessment of the elicited requirements of the system.
Author: Dr. Friedrich Röhrs
Akzeptanzbetrachtung von Karriere-ePortfolios im Recruiting: Eine Analyse auf Basis des Technology Acceptance Models
2016, 175 p. - ISBN: 978-3-86223-179-9
The increasing informatization of human resource management has led to the availability of technological support for virtually all HR functions. A key driver of this transformation is the technical networking of stakeholders, which underpins numerous innovations and changes in HR practices. These developments are collectively referred to as electronic Human Resource Management (e-HRM). Reflecting its practical importance, e-HRM has emerged as an interdisciplinary research field at the intersection of information technology and management. This project focuses on both the technical development and the managerial application of IT in HR, catering to a broad interdisciplinary audience.
Author: Dr. Oliver Schottek
Akzeptanz und Nutzung mobiler Applikationen
Akzeptanz und Nutzung mobiler Applikationen
2015, 222 p. - ISBN: 978-3-658-08263-5
This research examines the critical factors driving both the initial acceptance and the sustained use of mobile applications. Focusing on mobile job portals as a case study, the project investigates how application characteristics, individual goals, and usage motivations influence users' long-term engagement. Despite the widespread popularity of mobile app downloads, many applications are used only once before being abandoned. Through an empirical study, the research provides a detailed causal analysis, identifying actionable insights for sustainable app development and marketing strategies. These findings aim to address the prevalent issue of one-time usage, offering practical solutions for improving user retention and engagement.
Author: Dr. Susanne Niklas
Design Characteristics of Virtual Learning Environments
Design Characteristics of Virtual Learning Environments
2013, 193 p. - ISBN: 978-3-658-00391-3
This research develops a multidimensional framework to systematically define and evaluate key design characteristics of Virtual Learning Environments (VLEs). The framework outlines critical aspects relevant to the elicitation and assessment of these characteristics, offering a detailed and operational approach. For the first time, the study presents a holistic set of VLE design attributes, systematically derived and well-defined. The project further evaluates how these characteristics influence essential behavioral determinants, such as users' intention to use and their actual usage of VLEs, providing valuable insights for enhancing VLE design and user engagement.
Author: Dr. Daniel Müller
Eine transaktionskostentheoretische Diskussion personalwirtschaftlich relevanter Virtual Communities
2011, 261 p. - ISBN: 978-3-86223-024-2
Virtual communities represent contemporary web-based and dialogue-oriented communication in various forms. They also exist in human resource management fields of application, particularly in recruitment, personnel development, personnel management and work organisation as well as in the context of industrial relations. This paper provides a systematic overview of the current state of research and discusses the transaction cost advantages and disadvantages of typical virtual communities relevant to human resources management. The work offers points of reference for targeted further (trend) research and for the successful design of virtual communities as a specific form of web-based personnel information systems.
Author: Dr. Anke Diederichsen
Empirische Untersuchung der Wettbewerbsrelevanz von Business Intelligence-Konfigurationen auf der Basis der Resource-based View
2011, 268 p. - ISBN 978-3-86223-053-2
This research explores the strategic significance of Business Intelligence Systems (BIS), which have become widely adopted as modern management information systems. Despite their prevalence, there has been little comprehensive evaluation of their effectiveness, particularly in addressing persistent issues such as underutilization, performance deficiencies, and information overload that plagued earlier system generations. The project investigates whether BIS can provide sustainable competitive advantages for businesses through a theoretically grounded and empirically driven evaluation. Its findings aim to contribute both to academic understanding and to practical decision-making regarding the adoption and implementation of BIS in organizations.
Author: Dr. Martin Burgard
Data Mining im Personalmanagement
Data Mining im Personalmanagement
2010, 206 p. - ISBN: 978-3-8349-8648-1
Data mining methods provide HR management with innovative analysis options that can provide decision-makers with new and interesting information. Based on decision theory, Franca Piazza systematically and comprehensively analyses the application potential of data mining in HR management. She shows which personnel management decisions can be supported, what the contribution to personnel management decision support is and how this is to be evaluated. Finally, it derives procedural models for the application of data mining in HR management.
Author: Dr. Franca Piazza