Relationship between Recruitment Information System and Management of Human Capital: A case of James Finlay Limited, Kenya

Koech, Robert Kiplangat; Kirui, Joseph K.; Langat, Lydia

doi:10.37284/eajbe.5.1.523

Cited by 3 publications

(2 citation statements)

References 8 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Some respondents emphasised that audits are only conducted on the reports generated from HRIS, which is inappropriate. Malpractices might be evident in the HRIS technology, which might not be easily noticed in the reports generated (Marutha, 2011;Mong'eri, 2014;Fashoto et al, 2018;Koech, 2022). Such technological malpractices may only be identified in the long term which might be too late to act upon.…”

Section: Recommendationsmentioning

confidence: 99%

Impact of Human Resource Information System Performance for Sustainable Health Sector in South Africa

Udekwe,

Iwu,

Obadire

2024

EJKM

View full text Add to dashboard Cite

The search for significance in the constantly changing health sector environment has led many organisations/sectors to consider numerous strategies, such as the introduction of information systems in human resource management. Thus, the utilisation of human resource information systems (HRIS) for sustainable healthcare workforce performance to realise substantial study interest without proportionate consideration of how HRIS can impact the healthcare sector for sustainable development growth in South Africa (SA). A mixed-method research design was employed; four public hospitals were selected in the Western Cape Provincial Department of Health and Wellness (WCPDHW) of SA. A pragmatic paradigm with an abductive approach was initiated. Psychometric properties testing was carried out to assess the reliability and validity of the data instrument. The participants were selected purposively from the four hospitals. Forty-six questionnaires and forty-one interviews were collated for the study. It was realised that the lack of effective HRIS does not bode well for healthcare workforce performance management due to reasons such as insufficient computers and information systems, lack of teamwork and staff participation, lack of sophisticated systems, lack of confidentiality of information, continuous use of manual HR processes, lack of government support and commitment. These reasons do not support sectors such as healthcare that should add to the country’s growth and sustainable strategy. The respondents argue that the effectiveness of information systems is sustained if a suitable intervention of how it can be improved to achieve better healthcare performance in the sector is introduced. It was found that the lack of upgrades to the system in use does create negativity among healthcare workers regarding the impact of HRIS on their performance in the healthcare sector. The study recommends sustainable technological structures and the elimination of manual HR processes. It further recommends effective guidelines for effective HRIS utilisation to sustain workforce performance in SA’s health sector. Future research directions are signalled in the study.

show abstract

Section: Recommendationsmentioning

confidence: 99%

Impact of Human Resource Information System Performance for Sustainable Health Sector in South Africa

Udekwe,

Iwu,

Obadire

2024

EJKM

View full text Add to dashboard Cite

show abstract

“…In their investigation from 2022, Robert Kiplangat Koech et al 20 . assess the usefulness of recruiting information systems for human resource management.…”

Section: Recruitment and Selectionmentioning

confidence: 99%

Exploring human capital management practices: A comprehensive review

Anusuya M,

Soundarapandian M

2024

World J. Adv. Res. Rev.

View full text Add to dashboard Cite

This paper comprehensively reviews Human Capital Management (HCM) practices, focusing on key dimensions such as Training and Development, Performance Appraisal, Recruitment and Selection, and Career Management. The success and survival of an organization depend on the efficient management of human resources in today's fast-paced, cutthroat commercial world. Through an extensive analysis of existing literature and empirical studies, this review identifies the critical role of HCM practices in enhancing employee skills, performance, engagement, and retention. The examination of Training and Development initiatives reveals their significance in fostering employee growth, improving competencies, and ensuring adaptability to changing job requirements. Similarly, Performance Appraisal systems emerge as essential tools for providing feedback, aligning individual goals with organizational objectives, and driving continuous improvement. Recruitment and Selection processes are highlighted as crucial stages in acquiring and retaining top talent, emphasizing the importance of aligning recruitment strategies with organizational culture and goals. Moreover, Career Management practices are explored in depth, emphasizing their role in promoting employee satisfaction, retention, and professional growth through clear career pathways, mentoring, and skill enhancement opportunities. Overall, this review underscores the need for organizations to prioritize effective HCM practices as strategic imperatives. By investing in the development, engagement, and retention of human capital, organizations can adapt to market dynamics, foster innovation, and achieve sustainable growth. The findings of this review offer valuable insights for practitioners and scholars alike, informing future research directions and guiding the implementation of HCM strategies in diverse organizational contexts.

show abstract

The interplay among human resource information systems, organizational citizenship behavior, and organizational success in Jordanian banks

Alzghoul

Bakir

Alsheikh

2023

Problems and Perspectives in Management

View full text Add to dashboard Cite

The objective of this study is to investigate the impact of human resource information systems on organizational success and the moderating role of organizational citizenship behavior in the banking sector of Jordan. The study employed a quantitative-research method, using a stratified random sampling technique, to collect data from 141 employees working in the human resources departments of Jordanian banks. The simple regression results showed a significant positive impact of human resource information systems on organizational success, as indicated by a T-value of 4.195 at a significance level of 0.000, which was less than 0.05, an F-value of 17.569 at a significance level of 0.000. Additionally, the study found that organizational citizenship behavior played a significant moderating role in the relationship between human resource information systems and organizational success, as demonstrated by an increase in the R2 value from the first to the third models. These findings contribute to the existing literature by providing new evidence of the positive impact of human resource information systems on organizational success and the moderation effect of organizational citizenship behavior in the MENA region.

show abstract

Relationship between Recruitment Information System and Management of Human Capital: A case of James Finlay Limited, Kenya

Cited by 3 publications

References 8 publications

Impact of Human Resource Information System Performance for Sustainable Health Sector in South Africa

Impact of Human Resource Information System Performance for Sustainable Health Sector in South Africa

Exploring human capital management practices: A comprehensive review

The interplay among human resource information systems, organizational citizenship behavior, and organizational success in Jordanian banks

Contact Info

Product

Resources

About