Abstract:
This dissertation sought to find out the effect of adopting HRIS on recruitment process in
Barclays Bank of Kenya. Research has clearly shown that though there are many
emerging modern technologies, many banks in the developing countries are still reluctant
in the adoption of HRIS. Of concern is the fact that it’s not really clear on what is the
effect of adopting HRIS and hence no recommendations have been made for
improvement, change and continued adoption of HRIS to other banks in Kenya and in
Africa. The study set out to find out the effect of adopting HRIS on recruitment process
in Barclays Bank of Kenya. A structured literature review was conducted revealing the
four key processes involved in the recruitment process namely; job analysis, sourcing,
screening and selection. The theories utilized were the Social Constructionist theory and
the Technologies in Practice theory. It also revealed the concepts, elements and the
implementation of HRIS in the banks both locally and globally. The researcher did dwell
on this key recruitment processes to carry out this study. The study was conducted
through a descriptive survey. The study employed stratified random sampling in coming
up with the sample size of 214 respondents. The study generated quantitative data where
quantitative data was coded and entered into Statistical Packages for Social Scientists
(SPSS Version 21) and analyzed using descriptive statistics. The study utilized
questionnaires distributed through drop and picked -later method. The study found that
the variables in the recruitment process: job analysis, employee sourcing and employee
screening and selection affected HRIS uptake on the recruitment process in Barclays
Bank of Kenya. The study concluded that BBK has adopted HRIS in the recruitment
process: job analysis, sourcing, screening and selection. In addition, the study found that
there is no complete use of HRIS in the Bank. This has mainly been attributed to the poor
implementation processes and resistance to change by the old employees in the bank. The
study also concluded that the use of HRIS tools that were not user-friendly contributed to
the incomplete use of HRIS in the recruitment process in Barclays Bank of Kenya. The
study found out that HRIS in job profiling showed improvements on the quality of
candidate pool for recruitment and also on the duration of hiring by the bank. Similarly,
the adoption of HRIS enhanced the selection and recruitment of the best talent to the
bank with HRIS being useful in the screening and selection processes. The study found
out that there was a variation of 61.3% of the adoption of HRIS on the recruitment
processes at a confidence level of 95%. The study recommends that more attention needs
to be placed on use of HRIS in Barclays Bank and other local banks in Kenya to ensure
that there is complete use of it in the Bank because it’s evident that it saves on time and
cost in the recruitment process if well implemented and completely utilized. In the
modern era of technological changes, the bank needs to embrace such changes positively
too. This dissertation discussed the theoretical significance of HRIS and adds to the
literature on HRIS in the recruitment process in the banking sector in Kenya.