The perceptions of employees on the use of human resource information systems in recruitment and selection functions at the School of Management, IT and Governance.
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Date
2020
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Abstract
There has always been a growing need for organizations to achieve organizational goals
and functionality in the work environment. Studies conducted over a long time show that traditional
ways of doing things in human resource management have been moved to strategic human
resource management using substantial involvement of Information Technology. This research
explores University of Kwazulu-Natal employees’ perceptions towards the use and functionality of
Human Resource Information Systems in recruitment and selection functions in the School of
Management, IT and Governance in Pietermaritzburg and Westville Campus. The main objectives were
to explore employees’ perceptions on the design and use of human resource information systems,
identify the advantages of using HRIS in selection and recruitment functions, and their overall
perceptions of its use on selection and recruitment functions. Descriptive research was conducted
to provide an accurate description of the subject matter. The quantitative research
method was conducted to provide a more comprehensive statistical and graphical understanding of the
information collected. The target population was 61, where 52 respondents were selected as the
sample for the study. Due to the COVD-19 pandemic, remote data collection was adopted. The
questionnaires were captured on the Google Form, and the link was subsequently sent to each of the
respondents via email. The responses were downloaded and re-coded in Excel, which was later
exported into the SPSS, version 26. Based on the data, only 42 of the respondents completed the
questionnaires online. This represents 86.77% active response rate. The measuring instrument
reliability was determined using Cronbach's alpha efficient, while the validity was
determined through exploratory factor analysis. The results showed a significant
relationship between the perceptions on the use and design of HRIS and benefits of HRIS (r =
0.236, p < 0.05). Furthermore, there was a significant positive correlation between the benefits of
HRIS and the perceptions on the use of HRIS in the recruitment process (r = 0.464, p < 0.05).
Lastly, there was a significant positive relationship between the perceptions of HRIS in the
recruitment and selection process (r = 0.550, p < 0.05). The study recommends that the University continue to integrate HRIS into its HR activities such as recruitment and selection, job analysis, human resource planning, training
and development, compensation, and succession planning.
Description
Masters Degree. University of KwaZulu-Natal, Pietermaritzburg.