An Integrated IT-Architecture for Talent Management and Recruitment

Christian Maier, Sven Laumer, Andreas Eckhardt



Already in 2001 Donahue [7] argued in her Harvard Business Review article that it is time to get serious about talent management and in 2005 Hustad and Munkvold [11] presented a case study of IT-supported competence management. Based on Lee’s suggested architecture for an holistic e-recruiting system [16] and the general research on e-HRM the aim of this paper is to suggest an integrated IT-Architecture for talent management and recruitment following the design science guidelines proposed by Alan Hevner [10] to support both the recruiting and the talent as well as competence management activities of a company.


  1. Bader, R., Entwicklung beruflicher Handlungskompetenz in der Berufsschule. 1990, Soest, Landesinstitut für Schule und Weiterbildung.
  2. Becker, M., Personalentwicklung. Bildung, Förderung und Organisationsentwicklung in Theorie und Praxis. Vol. 4. 2005, Stuttgart, Schaeffer-Poeschel.
  3. Bortz, J. and N. Döring, Forschungsmethoden und Evaluation. 1995, Berlin, Heidelberg, Springer.
  4. Cappelli, P., Talent Management for the Twenty-First Century. Harvard Business Review, 2008. 86(3), p. 74-81.
  5. Dineen, B.R., J. Ling, S.R. Ash, and D. DelVecchio, Aesthetic properties and message customization: Navigating the dark side of web recruitment. Journal of Applied Psychology, 2007. 92(2), p. 356-372.
  6. Dineen, B.R. and R.A. Noe, Effects of customization on application decisions and applicant pool characteristics in a web-based recruitment context. Journal of Applied Psychology, 2009. 94(1), p. 224-234.
  7. Donahue, K.B., Time to Get Serious About Talent Management. Harvard Business Review, 2001. 79(7), p. 6-7.
  8. Hendrickson, A.R., Human Resource Information Systems: Backbone Technology of Contemporary Human Resources. Journal of Labor Research, 2003. 24(3), p. 381-394.
  9. Hentze, J. and A. Kammel, Personalwirtschaftslehre. 7th ed. 2001, Stuttgart.
  10. Hevner, A.R., S.T. March, J. Park, and S. Ram, Design Science in Information Systems Research. MIS Quarterly, 2004. 28(1), p. 75-105.
  11. Hustad, E. and B.E. Munkvold, IT-Supported Competence Management: A Case Study at Ericsson. Information Systems Management, 2005. 22(2), p. 78-88.
  12. Kleine, J., Talentmanagement. Werben um die Manager von morgen., in Focus. 2007, Hamburg.
  13. Korman, A.K., Industrial and Organizational Psychology. 1971, Englewood Cliffs, New Jersey, Prentice Hall.
  14. Kunzmann, C. and A. Schmidt, Kompetenzorientierte Personalentwicklung. ERPManagement, 2007. 3(1), p. 38-41.
  15. Laumer, S. and A. Eckhardt, What makes the difference? Introducing an Integrated Information System Architecture for Employer Branding and Recruiting, in Handbook of Research on E-Transformation and Human Resources Management Technologies: Organizational Outcomes and Challenges, T. Bondarouk, et al., Editors. 2009, Information Science Reference.
  16. Lee, I., The Architecture for a Next-Generation Holistic E-Recruiting System. Communications of the ACM, 2007. 50(7), p. 81-85.
  17. Lindgren, R., D. Stenmark, and J. Ljungberg, Rethinking competence systems for knowledge-based organisations, in European Journal of Information Systems. 2003. p. 18-29.
  18. Lissitz, R.W. and S.B. Green, Effect of Number of Scale Points on Reliability: A Monte Carlo Approach. Journal of Applied Psychology, 1975. 60, p. 10-13.
  19. Luftman, J. and R. Kampaiah, Key Issues for IT Executitives 2007. MIS Quarterly Executive, 2008. 7(2), p. 99-112.
  20. McKinsey&Company, Deutschland 20|20. Zukunftsperspektive für die deutsche Wirtschaft. 2008, McKinsey & Company, Frankfurt.
  21. Pfeffer, J., Producing Sustainable Competitive Advantage Through the Effective Management of People. Academy of Management Executive, 2005. 19(4), p. 95-108.
  22. Scholz, C., Personalmanagement: Informationsorientierte und verhaltens-theoretische Grundlagen. 5th ed. 2000, München.
  23. Schweyer, A., Talent Management Systems - Best Practices in Technology Solutions for Recruitment, Retention and Workforce Planing. 2004, John Wiley & Sons.
  24. Strack, R., A. Dyer, J. Caye, A. Minto, M. Leicht, F. Francoeur, D. Ang, H. Böhm, and M. McDonnell, Creating People Advantage: How to Address HR Challenges Worldwide Through 2015, in BCG Publications. 2008.
  25. Strohmeier, S., Research in e-HRM: Review and implications. Human Resource Management Review, 2007. 17, p. 19-37.

Paper Citation

in Harvard Style

Maier C., Laumer S. and Eckhardt A. (2009). An Integrated IT-Architecture for Talent Management and Recruitment . In Proceedings of the 3rd International Workshop on Human Resource Information Systems - Volume 1: HRIS, (ICEIS 2009) ISBN 978-989-8111-97-5, pages 28-38. DOI: 10.5220/0002173700280038

in Bibtex Style

author={Christian Maier and Sven Laumer and Andreas Eckhardt},
title={An Integrated IT-Architecture for Talent Management and Recruitment},
booktitle={Proceedings of the 3rd International Workshop on Human Resource Information Systems - Volume 1: HRIS, (ICEIS 2009)},

in EndNote Style

JO - Proceedings of the 3rd International Workshop on Human Resource Information Systems - Volume 1: HRIS, (ICEIS 2009)
TI - An Integrated IT-Architecture for Talent Management and Recruitment
SN - 978-989-8111-97-5
AU - Maier C.
AU - Laumer S.
AU - Eckhardt A.
PY - 2009
SP - 28
EP - 38
DO - 10.5220/0002173700280038