Assessing the Effect of Human Resource Information Systems on the Human Resource Strategies of Commercial Banks

Bah, Mohamed Pateh; Duramany-Lakkoh, Ezekiel K.; Udeh, Ernest

doi:10.24018/ejbmr.2022.7.3.1460

Cited by 5 publications

(6 citation statements)

References 5 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…The study revealed that this is working well as ZESCO and that even customers have appreciated the system. The results agree with (Bah et al, 2022) whose study also revealed that automation of messages to employees and customers lessen to burden to both Human Resource Managers and customers. This allows for better tracking and management of these processes by staff which reduces follow up time with manual processes.…”

Section: Discussionsupporting

confidence: 90%

“…This facilitates performance management. The Human Resource Information System (HRIS) helps detect skill gaps, recognise top performers, and improve overall organisational performance by providing real-time feedback, facilitating goal alignment, and providing performance dashboards (Bah, Duramany-Lakkoh, & Kalvin, 2022). According to the findings of a study conducted by (Mosenq et al, 2015), businesses that utilise HRIS for performance management claim higher levels of employee engagement and productivity (Al-Tarawneh & Tarawneh, 2017).…”

Section: Literature Reviewmentioning

confidence: 99%

See 1 more Smart Citation

Assessing the Effects of the Human Resource Information System on Work Performance at Zesco Limited

Shabongo,

Phiri

2024

OJBM

View full text Add to dashboard Cite

The study was aimed at Assessing the Effects of the Human Resource Information System (HRIS) on Work Performance at ZESCO Limited. The study was guided by the following research objectives, to assess how the implementation of Human Resource Information System has affected personnel administration at ZESCO Limited; to determine the effects of Human Resource Information System on customer service provision at ZESCO Limited; to propose other effective ways of using Human Resource Information System for optimum work performance at ZESCO Limited. The mixed method approach using Convergent Parallel research design was used, with quantitative data being analyzed using Chi-Square generated through Statistical Package for Scientists (SPSS) version 25 while the qualitative data was analyzed thematically. The sample comprised of one hundred and two (102) respondents.The study comprised of one hundred and two (102) respondents from one hundred and thirty two (132) staff working under Human Resource department using a questionnaire. The respondents comprised of management and nonmanagement staff at ZESCO Limited head office and regional offices who work under the Human Resource Department (HRD) while 20 customers were randomly sampled with 2 from each region for interviews. Based on the findings of the Pearson chi-square test and the descriptive statistics, it has been determined that the HRIS has a positive and statistically significant effect on work performance at ZESCO Limited. These findings are consistent with the findings of the majority of studies that were reviewed for the empirical literature. Findings revealed that HRIS has a statistically significant effect on Personnel Administration, as measured by Performance Measurement, Performance Appraisal, Job Analysis, Recruitment Application, and Selection Application. Findings in line with the second objective which was to determine the effect of Human Resource Information System on customer service provi-

show abstract

Section: Discussionsupporting

confidence: 90%

Section: Literature Reviewmentioning

confidence: 99%

Assessing the Effects of the Human Resource Information System on Work Performance at Zesco Limited

Shabongo,

Phiri

2024

OJBM

View full text Add to dashboard Cite

show abstract

“…Based on the study findings, it has been noted that HRIS is effective in meeting strategic goals. This finding is aligned with the study findings by Bah et al (2022) and Alam and Kashem (2022).…”

Section: Effectiveness Of Hris In Meeting Strategic Goalssupporting

confidence: 92%

“…According to Bah et al (2022), HRIS has proven to provide timely, cost-effective information for strategic decision-making in human resource management, aligning with the strategic goals of organisations.…”

Section: Effectiveness Of Hris In Meeting Strategic Goalsmentioning

confidence: 99%

Effectiveness of HRIS Personnel Records Management on Performance of Higher Learning Institutions: A Case of Tengeru Institute of Community Development

R.,

2024

int.jour.sci.res.mana

View full text Add to dashboard Cite

Organisations recognise that human resource information systems improve HR efficiency and, hence, organisational effectiveness. This has increased the adaptability of these systems, but methods of quantifying their efficiency are challenging. Given the time and expense associated with HRIS deployment, organisations must justify this commitment. Therefore, this study sought to assess the effectiveness of HRIS personnel records management on the performance of higher learning institutions, in the case of the Tengeru Institute of Community Development. The researchers employed a descriptive research design in the course of conducting the research. The population of this research consisted of all employees of all departments of TICD. The researchers used simple random sampling to select respondents. Both primary data and secondary data were collected for the study. Data were analysed using descriptive and inferential statistics with SPSS version 26.0. Findings revealed a significant relationship between HRIS personnel records and TICD performance. The majority of respondents agreed that human information systems (HRIS) can track employee movement and improve information dissemination. HRIS is effective in meeting strategic goals and enabling employees to meet expectations. Implementation has reduced work duplication and improved employee performance. HRIS personnel records management is useful for keeping correspondence records and maintaining leave records. The composite mean of 3.5 indicates that HRIS personnel records management significantly affects the performance of TICD. The study recommends that the Tanzanian government should integrate Human Resource Information Systems (HRIS) into its all-HR management processes to enhance operational effectiveness, reduce work duplication, and improve personnel records management. Investing in employee training and change management strategies will maximise HRIS benefits and enhance organisational performance.

show abstract

“…Selection involves choosing the best candidates out of a number of applicants for a particular job or appointing qualified candidates based on a set of criteria. According to (Bah et. at.…”

Section: A Conceptual Backgroundmentioning

confidence: 99%

Cost and Administrative Effectiveness of Recruitment and Selection Practices on Public Service Delivery in Public Sector Institutions

Konateh

Duramany-Lakkoh²,

Udeh³

2023

EJBMR

View full text Add to dashboard Cite

The quality of human resources of every nation greatly determines its development. Therefore, a well-functioning recruitment and selection system can screen and identify candidates with the skills, qualifications and professional competence to effectively perform public and civil servant tasks. Given this context, this study examines the role of recruitment and selection practices in public service delivery focusing on the perspectives of the Public Service Commission (PSC). The following objectives were established; to examine the recruitment and selection practices and structures, to assess the effect of recruitment and selection on public service delivery, to investigate public recruitment and selection strategies and to assess the challenges affecting effective public recruitment practices at PSC. In order to assess the effectiveness of different recruitment and selection practices of civil and public servants, an exploratory case study design was used whereby qualitative data was collected using interviews and questionnaires to provide an insight and identify the extent to which the Public Service Commission applies recruitment and selection practices. The study used a simple random sampling technique and the sample size of this research was 40. The findings revealed that the more effectively MDAs recruit and select candidates, the more likely they are to hire and retain satisfied employees. Hence, investing in the development of a comprehensive and valid selection system is critical for better service delivery. The result showed that PSC has a structured recruitment and selection system to recruit and select personnel for public service. The better and clearer recruitment/selection processes, the more qualified staff are hired. The findings further revealed that quality human resource, credible and efficient recruitment process backed by better recruitment strategy are critical to improved public service delivery. By extension, the findings showed serious challenges in human resources in the public sector as recruitment and selection procedures tend to conflict with the requirement of ethic representativeness. In conclusion, the study has established that recruitment and selection is a key component of human resource management and thus a building block of national development and success.

show abstract

Assessing the Effect of Human Resource Information Systems on the Human Resource Strategies of Commercial Banks

Cited by 5 publications

References 5 publications

Assessing the Effects of the Human Resource Information System on Work Performance at Zesco Limited

Assessing the Effects of the Human Resource Information System on Work Performance at Zesco Limited

Effectiveness of HRIS Personnel Records Management on Performance of Higher Learning Institutions: A Case of Tengeru Institute of Community Development

Cost and Administrative Effectiveness of Recruitment and Selection Practices on Public Service Delivery in Public Sector Institutions

Contact Info

Product

Resources

About