Effect Of Adopting Human Resource Information Systems On Recruitment Process In Barclays Bank Nairobi County

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.