ABSTRACT
The integration of
Information Technology (IT) into Human Resource Management (HRM) has
significantly transformed administrative functions in modern organizations.
This study explores the impact of IT on HRM in Nigeria’s public sector, with a
specific focus on the Administrative Staff College of Nigeria (ASCON). The
primary objective is to examine the relationship between IT and HRM, identify
ways to bridge the gap between HRM systems and IT, and determine effective
strategies to enhance ASCON’s efficiency and productivity through IT
implementation. A survey research design was adopted for this study,
supplemented by extensive library research. Data collection methods included
structured questionnaires and interviews, ensuring comprehensive insights from
management, senior staff, junior staff, and contract workers within ASCON. The
research sample consisted of 350 randomly selected employees from a total
workforce of 678. Data was analyzed using frequency tables and percentage
methods to interpret responses effectively. The findings highlight that HRM is
central to the development and management of personnel, who are invaluable
assets for organizational growth. IT enhances HRM functions by improving
communication, streamlining HR processes, and facilitating better
decision-making. It also increases efficiency in recruitment, training,
performance evaluation, and overall administrative tasks. However,
organizations must continuously upgrade IT skills and infrastructure to
maximize these benefits. The study underscores that technology alone is
insufficient without the right workforce to implement and optimize IT systems
effectively. Based on these findings, several recommendations are proposed to
enhance IT adoption in HRM within Nigerian public sector organizations.
Firstly, the government should provide financial support or subsidies to
encourage IT integration in HR systems. Secondly, organizations must invest in
continuous training programs to ensure employees remain adept at evolving IT
trends. Thirdly, employees should take personal initiative in upgrading their
IT competencies to improve overall organizational performance. Additionally,
adequate IT facilities must be provided to staff to ensure hands-on experience
and skill development. Lastly, government policies should be revised to allow
public organizations access to high-quality IT products, rather than being
restricted to substandard local brands. In conclusion, the role of IT in HRM is
indispensable in today’s digital era. Effective IT utilization fosters seamless
HR operations, enhances workforce productivity, and promotes strategic
decision-making. Organizations that prioritize IT-driven HR systems are better
positioned for success in an increasingly competitive and technology-oriented
world. This study affirms that integrating IT into HRM is not only a necessity
but also a crucial strategy for achieving organizational excellence in
Nigeria’s public sector.
TABLE OF CONTENTS
CHAPTER
ONE: INTRODUCTION
1.1 Background
of the Study
1.2 Statement
of the Problem
1.3 Objectives
of the Study
1.4 Hypotheses
1.5 Significance
of the Study
1.6 Scope
and Limitation of the Study
1.7 Operationalization
of Concepts
CHAPTER
TWO
LITERATURE
REVIEW AND RESEARCH METHOD
2.1 Literature
Review
2.2 Theoretical
Framework
2.3 Literature
Gap
CHAPTER
THREE
THE
STUDY AREA/GENERAL INFORMATION
3.1 Historical
Background Of Administrative Staff College Of Nigeria (Ascon)
3.2 Organizational
Structure Of Administrative Staff College Of Nigeria (Ascon)
3.3 Research Design
3.4 Data
Gathering Instruments
3.5 Population
of study
3.6 Sample
of Study
3.7 Method
of Data Collection
3.8 Method
of Data Analysis
CHAPTER
FOUR
DATA
PRESENTATION AND ANALYSIS
4.1 Data
Presentation
4.2 Interpretation
of Findings
CHAPTER
FIVE
SUMMARY,
RECOMMENDATION AND CONCLUSION
5.1 Summary
5.2 Recommendation
5.3 Conclusion
Bibliography
Appendix I: Interview Guide
Appendix Ii: Questionnaire
LIST
OF FIGURES
Figure
1.1 Human Resource Management (HRM) activities.
Figure
1.2: The Human Resource cycle (adapted from Fombrun et al, 1984)
CHAPTER ONE
INTRODUCTION
1.1 Background
of the Study
Although human resource management is a
phrase which has been in use for over forty-years, it did not come to the fore
as a distinctive approach of managing people until the mid 1980s, when it
became known as Human Resource Management (HRM). Human Resource Management is
about process. It is the ways in which organizations get things done through
people. In other words, it is culture in action. It is just a bundle of
personnel techniques.
Writers on business strategy such as, Peter
(1985) and Prahalad and Hamel (1990) emphasize that competitive advantage is
achieved through people. The key differentiation between good or poor
performers is the quality of staff they employ and the extent to which those
staff are motivated and committed to making an effective contribution to
organization success.
The overall human resource needs of the
organization include, information, people, finance and technology. All these
needs are very imperative to the enhancement of human resource management
activities in any organization. However, the main thrust of this research is
concerned with the recent and most sensitive aspect of human resource
management which is Information Technology (IT).
Within the last decade, there has been a
great leap in the application of new technology to office work (ICT)
Information Communication Technology has been a vital application used in
managing organizational settings. It is employed for process control, machine
control and for monitoring. It also functions as centres of information
processing, storage and distribution. Most human resource functions use their
human resource management system to change pay rate, alter employee records, monitor
absence figures, download forms for manual completion, planning, tracking
skills of individual etc.
Any organization without a well-equipped and
updated information technology is more or less dead and passive. Information
Technology is the blood that flows in the veins of any modern organization
without it, the people can not be properly managed, objectives cannot be
absolutely achieved, communication is abated and effectiveness and efficiency
is a mereillusion in human resource management system.
The function of Human Resource departments
is generally administrative and common to all organizations. Organizations may
have formalized selection, evaluation and payroll processes. Efficient and
effective management of “Human Capital” has progressed to an increasingly
imperative and complex process. The Human resource function consists of
tracking existing employee data which traditionally include personal histories,
skills, capabilities accomplishment and salary. To reduce the manual workload
of these administrative activities, organizations began to electronically
automate many of these processes by introducing specialized Human Resource
Management Systems. Human resource executives rely on internal or external IT
professionals to develop and maintain an integrated Human Resource Management
System (HRMS). Before the “client-server” architecture evolved in the late
1980s, many human resource automation processes were relegated to mainframe
computers that could handle large amounts of data transactions.
The ‘Training Module’ provides a system for
organizations to administer and track employee training and development
efforts. The system, normally called a learning management system if a stand
alone product, allows human resource to track education qualifications and
skills of the employees as well as outlining what training courses, books, CDS,
web-based learning or materials that are available to develop which skills.
Courses can then be offered in date specific sessions with delegates and
training resources being mapped and managed within the same system.
Sophisticated Learning Management System (LMS) allows managers to approve
training budgets and calendars along side performance management and appraisal
matrix.
Many organizations have gone beyond the traditional
functions, and developed human resource management information systems which
support recruitment, selection, hiring, job placement, performance appraisals,
employee benefit analysis, health safety and security, while others integrate
an outsourced Applicant Tracking System (ATS) that encompasses a subset of the
above. Examples of popular Human Resource Management System (HRMS) are people
soft, HRMS, SAP HR Oracle HRMS, HRA etc.
1.2 Statement
of the Problem
Since the latter half of the 1970s, there
has been an increased emphasis on the need for computer-based Human Resource
Management systems which will enable the personnel and also the management in
every organization to become more effective and efficient.
In past, those responsible for the development
of a corporate data processing strategy tried to ignore or failed to appreciate
the need for such a system. This was due to the fact that human resource
management was slow to appreciate the benefits which such a system could yield.
Very often, the only contacts between management services/ data processing
staff and the personnel functions are related to such matters as:
-
The establishment of clerical
procedures to interface with the computer-based payroll system
-
The clarification of conditions
of employment as far as they are related to the calculation of pay by the
computer.
-
Production of adhoc reports
from the payroll system.
-
Negotiations on the
introduction of computers and communication technology in other departments.
The appreciation for the need of research on
the relevance of Information Technology (IT) in Human Resource Management (HRM)
in Nigeria has been an issue of concern to this paper. In light of the above,
the basic problem in this study is to investigate the following research
questions;
i)
What is the relationship
between information technology and human resource management in ASCON
ii)
How can we bridge the gap
between Human Resource Management System and Information Technology in ASCON.
iii)
What ways can we improve the
efficiency, effectiveness and productivity rate of ASCON through an effective
Information Technology (IT) system.
1.3 Objectives
of the Study
The general objective of this study is to
ascertain the role of information technology on human resource management in
ASCON. Also, this work is specifically concerned with the following objectives:
i)
To determine the relationship
between information technology and human resource management in ASCON
ii)
To ascertain how to bridge the
gap between Human Resource Management System and Information Technology in
ASCON
iii)
To find out viable ways to
improve the efficiency, effectiveness and productivity rate of ASCON through an
effective Information Technology (IT) system.
1.4 Hypotheses
The following hypotheses were posited for
this study:
i)
There is a significant
relationship between information technology and human resource management in
ASCON
ii)
Computer literate staff and
adequate staff training can help to bridge the gap between Human Resource
Management System and Information Technology in ASCON
1.5 Significance
of the Study
The future global economy will be greatly
dependent on technology, particularly information communication technology.
There is an urgent need therefore, to raise an army of technology professionals
to sustain and even surpass present efforts to take Nigeria to the information
age. This army lies in proper utilization of the available personnels in
organizations.
For Nigeria to meet up or realize the vision
2020, the empowerment via ICT remains the key to the realization of the vision,
as most economies across the globe are fast becoming technologically driven.
Therefore, the significance of this
research/study is aimed at challenging Nigeria organizations to acquire and
utilize appropriate and adequate ICT facilities and re-orientate them to
reawaken the e-spirit to produce ICT proficient personnels, across broad as
well as knowledgeable technopreneurs.
The study is deeply concerned about the
improvement in management and personnel functions in Nigeria through ICT. ICT
practice requires expertise and proficiency with management acumen for
execution and sustained quality service delivery.
It will also help in strengthening the
relationship within the employees and the management through the use of
Electronic HR (meaning the application of conventional, web and voice
technologies to improve HR administration transactions and process performance)
1.6 Scope
and Limitation of the Study
Scope
The research is carried out in one of the
renowned HRM institutions in Nigeria- Administrative Staff College of Nigeria
(ASCON). This is due to the fact that the institute has made remarkable impact
in training and manpower development of major personnels, particularly skilled
personnels in Nigeria.
1.7 Operationalization of Concepts
Information Technology: It is a general term
that describes any technology that helps to produce, manipulate, store,
communicate, and/or disseminate information. Presumably, when speaking of
Information Technology (IT) as a whole, it is noted that the use of computers
and information are associated.
Technology: It is the current state of
humanity’s knowledge of how to combine resources to produce desired products,
to solve problems, fulfill needs, or satisfy wants; it includes technical
methods, skills; processes techniques, tools and raw materials.
Human Resource Management: It is referred to
as a strategic and coherent approach to the management of an organization’s
most valued assets the people working there who individually and collectively
contribute to the achievement of its objectives.
Human Resource Management System (HRMS): It
is basically human resource activities and processes with information
technology field.
Human Resource Practices: It is the pattern
of planned human resource deployment and activities that help organizations
attract, evaluate, motivate and develop people with appropriate behaviors and
competencies to meet current and future needs.
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