ROLE OF INFORMATION TECHNOLOGY IN HUMAN RESOURCE MANAGEMENT IN NIGERIA PUBLIC SECTOR ORGANISATIONS. A STUDY OF ADMINISTRATIVE STAFF COLLEGE OF NIGERIA (ASCON)

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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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