9th International Conference on Enterprise Information Systems
12-16, June 2007            Funchal, Madeira - Portugal
Full Paper Submission: deadline expired
Authors Notification: deadline expired
Final Paper Submission and Registration: deadline expired

Call For Papers
Doctoral Consortium
Program Committee
Keynote Lectures
Special Sessions



The 1st International Workshop on
Human Resource Information Systems
(HRIS 2007)
12-13 June, 2007 - Funchal, Madeira - Portugal

Workshop Program

PDF Version

In conjunction with the 9th International Conference on Enterprise Information Systems (ICEIS 2007)

Tanya Bondarouk
University of Twente
The Netherlands

Huub RuŽl

Kuwait-Maastricht Business School

Invited Keynote Speakers
Milan Zeleny, Professor of Management Systems, Fordham University, USA
Title: Human System Management and Organization as an Organism

Background and Goals
Beginning in the 1960s, personnel management was an early candidate for office automation in payroll, benefits administration, and employee records holding. Typically, this information was stored in flat databases being interrogated via simple key words searching. Growth in strategically focused HRM produced demands for information and communication developments in Human Resource Information Systems (HRIS). Early studies into HRIS demonstrated the “hesitant” use of HRIS by HR practitioners who perceived IT as workhorses of the personnel function.
Empirical reports since then have indicated that the use of HRIS has become more confident although still mainly for administrative purposes, and that HRIS projects mainly remain technology-driven events, with the focus on the growing sophistication of information technology (IT). In this context, studies focus on the qualities of IT necessary for its use by HR departments. More recent studies into the implementation of HRIS are shifting towards addressing the dynamic nature of the HRIS implementation and use such concepts like innovation implementation, learning, change management. The design of HRIS is considered as done but not fixed in the traditional development stage.
However, the HRIS field is still confronted with the so-called ‘go-live’ problems such as employees’ dissatisfaction with newly introduced HRIS, the mismatch of a new technology with the existing infrastructure in a company, an underestimation of the technological complexity for employees, inefficiency in the end-user support, and opposite perceptions about HRIS by the HR professionals, line managers and workforce – users of HRIS.
After many years of HRIS use in organisations, and despite (or, perhaps, because of) dramatic technological changes, these problems are still as relevant today as they were in the past. How can one ensure HRIS project completion within budget and on time? When rolling out a new HRIS system, why do users complain? Why do so many projects fail?
Meanwhile, we do not even have complete theoretical clarity on what are the roles of an “HR-” and “-IS” parts in HRIS, and how to implement them in organizations. In other words, should we develop special theoretical understanding for HRIS with inclusion of the characteristics of HR processes, or we should treat HRIS as ‘traditional’ EIS? In order to reduce this confusion, this Workshop focuses on the implementation and use of the HRIS, and aims to investigate the possibilities to integrate HR- and IT-based HRIS implementation research.

Topics of interest
We welcome papers, both theoretical and practical, from all areas related to those aspects, such as:

• Development methodologies for HRIS
• Prototypes: Innovative ideas and software
• Requirements elicitation and validation for HRIS
• "HR" contribution to the HRIS design and development
• HRIS project management
• HRIS: theoretical progress and new concepts
• Implementation of HRIS
• Human side of HRIS implementation
• Application areas of HRIS
• Country differences/cross-border comparisons of HRIS
• HRM database security and integrity
• Data protection and privacy in HRIS
• Assessment and evaluation of HRIS
• Organizational and individual consequences of HRIS

Categories of papers: Two main categories of submission will be considered: a/ regular papers; b/ work in progress by PhD students.

Submission of Papers
Prospective authors are invited to submit papers in any of the areas listed above. All papers must be written in English, and the length of the paper should not exceed 5,000 words or 10 pages (including figures and tables). Papers (in PDF format) should be submitted online through the online submission system. Instructions for preparing the manuscripts are available at the ICEIS web-site. In addition, an e-mail must be sent to both co-chairs of the Workshop indicating the title of the submitted paper and the area of interest.

The Workshop will consist of oral presentations of peer-reviewed papers and invited speeches.

Workshop Proceedings
All accepted papers will be published in a workshop proceedings book with an ISBN#, which will be issued by INSTICC Press. The proceedings will be available at the time of the workshop.

Important Dates
Paper Submission: March 5, 2007
Author Notification: April 3, 2007
Final Camera-Ready and Registration: April 16, 2007

Workshop Program Committee (will be updated soon)
Stefan Strohmeier, Germany
Ewan Oiry, France
Karine Guiderdoni, France
Veronique Guilloux, France
Teresa Torres-Coronas, Spain
Rodrigo Magalhaes, Kuwait
Janet Marler, USA
Michel Kalika, France

Workshop Location
The workshop will take place in conjunction with the 9th International Conference on Enterprise Information Systems (ICEIS 2007) in Funchal, Madeira - Portugal.

Registration Information
At least one author of an accepted paper must register for the workshop. If the registration fees are not received by April 16, 2007, the paper will not be published in the proceedings. For registering go to http://www.iceis.org

ICEIS 2007 Secretariat - The First International Workshop on Human Resource Information Systems (HRIS-2007)
E-mail: workshops@iceis.org
Web site: http://www.iceis.org

Page Updated on 18-05-2007

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