A Study on Developing the Role of Human Resource Information Systems for Good Leadership


The research is a human and context oriented study in the field of information systems (IS), human resource information systems (HRIS), leadership, human resource management (HRM) and tacit knowledge are focused in the study. HRIS and leadership are two main concepts of the research, whereas HRM provides an application area and managerial activities of leadership for HRIS. Tacit knowledge is used to describe and interpret actions that make leadership activities, sensitive and successful. The theoretical framework consists of when thinking and acting in the current way, what kind of information systems it produces, and when thinking and acting in another way, what kind of information systems it creates. The framework has its base on thinking and acting in a conventional, routine and stereotyped way, which hinders the process of observing, finding out, applying and using alternative thoughts and actions although they might provide useful and innovative solutions or activities for IS design. The main idea is to understand, interpret and to describe the phenomenon of the activities of good leadership and the phenomenon of the role of HRIS in the case organizations.

Share and Cite:

H. Methuku and H. Ramadan, "A Study on Developing the Role of Human Resource Information Systems for Good Leadership," American Journal of Industrial and Business Management, Vol. 3 No. 5, 2013, pp. 497-506. doi: 10.4236/ajibm.2013.35057.

Conflicts of Interest

The authors declare no conflicts of interest.


[1] G. Townley, “Reframing Human Resource Management: Power, Ethics and the Subject at Work,” Sage Publication Ltd., London, 1994.
[2] J. C. Hubbard, K. Forcht and D. S. Thomas, “Human Resource Information Systems: An Overview of Current Ethical and Legal Issues,” Journal of Business Ethics, Vol. 17, No. 12, 1998, pp. 1319-1323. doi:10.1023/A:1005735506589
[3] A. S. Targowski and S. P. Deshpande, “The Utility and Selection of an HRIS,” Advances in Competitiveness Research, Vol. 9, No. 1, 2001, pp. 42-56.
[4] A. J. Walker, “HRIS Development: A Project Team Guide to Building an Effective Personnel Information System,” Van Nostrand Reinhold, New York, 1982.
[5] M. J. Kavanagh, H. G. Gueutal and S. I. Tannenbaum, “Human Resource Information Systems: Development and Applications,” PWS-KENT Publishing Company, Boston, 1990.
[6] V. Y. Haines and A. Petit, “Conditions for Successful Human Resource Information Systems,” Human Resource Management, Vol. 36, No. 2, 1997, pp. 261-275. doi:10.1002/(SICI)1099-050X(199722)36:2<261::AID-HRM7>3.0.CO;2-V
[7] R. Broderick and J. W. Boudreau, “Human Resource Management, Information Technology, and the Competitive Edge,” Academy of Management Executive, Vol. 6, No. 2, 1992, pp. 7-17.
[8] K. A. Kovach and C. E. Cathcart Jr., “Human Resource Information Systems (HRIS): Providing Business with Rapid Data Access, Information Exchange and Strategic Advantage,” Public Personnel Management, Vol. 28, No. 2, 1999, pp. 275-282.
[9] A. J. Walker, “Handbook of Human Resource Information Systems: Reshaping the Human Resource Function with Technology,” McGraw-Hill Inc., New York, 1993.
[10] R. F. Broderick and J. W. Boudreau, “Human Resource Information Systems for Competitive Advantage: Interviews with Ten Leaders,” CAHRS Working Paper Series, Cornell University, Cornell, 1991.
[11] E. E. Kossek, W. Young, D. C. Gash and V. Nichol, “Waiting for Innovation in the Human Resources Department: Godot Implements a Human Resource Information System,” 1994.
[12] D. M. Atwater, “Workforce Forecasting, HR,” Human Resource Planning, Vol. 18, No. 4, 1995, pp. 50-53.
[13] G. M. Groe, W. Pyle and J. J. Jamrog, “Information Technology and HR,” Human Resource Planning, Vol. 19, No. 1, 1996, pp. 56-61.
[14] A. M. Townsend and A. R. Hendrickson, “Recasting HRIS as an Information Resource,” HR Magazine, Vol. 41, No. 2, 1996, pp. 91-94.
[15] H. Axel, “Human Resources and the Role of IT,” Human Resource Management International Digest, Vol. 6, No. 6, 1998, pp. 30-32.
[16] J. A. Rodger, P. C. Pendharkar, D. J. Paper and P. Molnar, “Reengineering the Human Resource Information System at Gamma,” Facilities, Vol. 16, No. 12-13, 1998, pp. 361-365. doi:10.1108/02632779810235681
[17] L. K. Stroh, S. Grasshoff, A. Rudé and N. Carter, “Intergraded HR Systems Help Develop Global Leaders,” HR Magazine, Vol. 43, No. 5, 1998, pp. 13-17.
[18] H. Ruel, T. Bondarouk and J. K. Looise, “E-HRM: Innovation or Irritation. An Explorative Empirical Study in Five Large Companies on Web-Based HRM,” Management Revue, Vol. 15, No. 3, 2004, pp. 364-380.
[19] K. A. Kovach, A. A. Hughes, P. Fagan and P. G. Maggitti, “Administrative and Strategic Advantage of HRIS,” Employment Relations Today, Vol. 29, No. 2, 2002, pp. 43-47. doi:10.1002/ert.10039
[20] M. Mayfield, J. Mayfield and S. Lunce, “Human Resource Information Systems: A Review and Model Development,” Advances in Competitiveness Research, Vol. 11, No. 1, 2003, pp. 139-151.
[21] P. G. Northouse, “Leadership Theory and Practice,” 3rd Edition, Sage Publications, Inc., Thousand Oaks, 2004.
[22] B. M. Bass, “Bass & Stogdill’s Handbook of Leadership: Theory, Research and Managerial Applications,” 3rd Edition, The Free Press, New York, 1990.
[23] W. Bennis and B. Nanus, “Leaders: The Strategies for Taking Charge,” Harper & Row, Publishers, New York, 1985.
[24] G. A. Yukl, “Leadership in Organizations,” 2nd Edition, Prentice Hall, Englewood Cliffs, 1989a.
[25] G. Yukl, “Managerial Leadership: A Review of Theory and Research,” Journal of Management, Vol. 15, No. 2, 1989, pp. 251-289. doi:10.1177/014920638901500207
[26] J. P. Kotter, “A Force for Change: How Leadership Differs From Management,” Free Press, New York, 1990.
[27] G. A. Yukl, “Leadership in Organizations,” 6th Edition, Prentice Hall, Englewood Cliffs, 2006.
[28] I. Nonaka and H. Takeuchi, “The Knowledge-Creating Company,” Oxford University Press, Oxford, 1995.
[29] D. Goleman, “Working with Emotional Intelligence,” Bantam Books, New York, 1998.
[30] J. D. Mayer and P. Salovey, “What Is Emotional Intelligence? In: P. Salovey and D. Sluyter, Eds., Emotional Development and Emotional Intelligence: Educational Implications, Basic Books, New York, 1997, pp. 3-31.
[31] J. D. Mayer, P. Salovey and D. Caruso, “Models of Emotional Intelligence,” In: R. Sternberg, Ed., Handbook of Intelligence, Cambridge University Press, Cambridge, 2000, pp. 396-420. doi:10.1017/CBO9780511807947.019
[32] J. D. Mayer, P. Salovey and D. R. Caruso, “Emotional Intelligence: Theory, Findings, and Implications,” Psychological Inquiry, Vol. 15, No. 3, 2004, pp. 197-215. doi:10.1207/s15327965pli1503_02
[33] M. Polanyi, “The Tacit Dimension,” Peter Smith, Gloucester, 1966.
[34] P. A. Busch and D. Richards, “Graphically Defining Articulable Tacit Knowledge,” In: P. Eades and J. Jin, Eds., Proceedings of Selected Papers from Pan-Sydney Area Workshop on Visual Information Processing (VIP2000) in CRPIT, Sydney, 2001, pp. 51-60.
[35] B. J. Avolio, S. Kahai and G. E. Dodge, “E-Leadership: Implications for Theory, Research, and Practice,” The Leadership Quarterly, Vol. 11, No. 4, 2000, pp. 615-668. doi:10.1016/S1048-9843(00)00062-X
[36] G. R. Goethals, G. J. Sorenson and J. M. Burns, “Encyclopedia of Leadership,” Vol. 1, Sage Publications, Thousand Oaks, 2004.
[37] J. K. Hazy, “Computer Models of Leadership: Foundations for a New Discipline or Meaningless Diversion? The Leadership Quarterly, Vol. 18, No. 4, 2007, pp. 391-410. doi:10.1016/j.leaqua.2007.04.007
[38] D. Avison and S. Elliot, “Scoping the Discipline of Information Systems,” In: J. King and K. Lyytinen, Eds., Information Systems: The State of the Field, John Wiley and Sons, Ltd, Chichester, 2006, pp. 3-18.
[39] G. DeSanctis, “Human Resource Information Systems: A Current Assessment,” MIS Quarterly, Vol. 10, No. 1, 1986, pp. 15-27. doi:10.2307/248875
[40] G. DeSanctis and M. S. Poole, “Capturing the Complexity in Advanced Technology Use: Adaptive Structuration Theory,” Organization Science, Vol. 5, No. 2, 1994, pp. 121-147. doi:10.1287/orsc.5.2.121

Copyright © 2024 by authors and Scientific Research Publishing Inc.

Creative Commons License

This work and the related PDF file are licensed under a Creative Commons Attribution 4.0 International License.