- Tutkijaliitto ry
- Oulun yliopisto
- Tampereen yliopisto / Yksiköt
- Lapin yliopisto / University of Lapland
- Lapland University Press / Lapin yliopistokustannus
- Itä-Suomen yliopisto
- Centria-ammattikorkeakoulu, Centria-kirjasto Kokkola
- Vaasan yliopisto
- Tampere University Press. TUP
- Viipurin Suomalainen Kirjallisuusseura
- Humanistinen ammattikorkeakoulu- Humak
- Tampereen teknillisen yliopiston julkaisut
DEVELOPING THE ROLE OF HUMAN RESOURCE INFORMATION SYSTEMS FOR THE ACTIVITIES OF GOOD LEADERSHIP, ACTA UNIVERSITATIS OULUENSIS A Sci e n t i a e Rerum Nat u r a l i u m 553The research of the thesis is a human- and context-oriented qualitative study in the field of\ninformation systems (IS) discipline. The thesis has five research concepts: human resource\ninformation systems (HRIS), leadership, human resource management (HRM), tacit knowledge\nand emotional intelligence (EI). HRIS and leadership are two main concepts of the research,\nwhereas HRM provides an application area and managerial activities of leadership for HRIS. Tacit\nknowledge and EI, for their part, are used to describe and interpret actions that make good\nleadership activities human, sensitive and successful.\nThe theoretical framework of the thesis consists of two ideas, 1) when thinking and acting in\nthe current way, what kind of information systems it produces, and 2) when thinking and acting in\nanother way, what kind of information systems it creates. The framework has its base on thinking\nand acting in a conventional, routine and stereotyped way, which hinders the process of observing,\nfinding out, applying and using alternative thoughts and actions although they might provide\nuseful and innovative solutions or activities for IS design. The research has been carried out and\naccomplished using hermeneutic phenomenography as a research method to understand, interpret\nand to describe the phenomenon of the activities of good leadership and the phenomenon of the\nrole of HRIS in the case organizations.\nAs a result of the interviews, the good leaders’ main activity is to learn to know their\nemployees. The essential finding is that the role of HRIS is partly unclear and even non-specific\nin organizations. The results indicate that the leaders do not use HRIS willingly. In their opinion\nHRIS do not serve or support their leadership activities. The use of HRIS is more a burden for them\nthan a useful system. The data of HRIS benefits the managerial activities partly but does not\nbenefit the human activities that the leaders have described and emphasized. Thus, a construct of\nhermeneutic phenomenography has been developed as a contribution to describe the research\nphenomena and to demonstrate how the role of HRIS could be developed for the activities of good\nleadership.
- 284 s.
- Poutanen Hilkka