Influence of Integration of ICT on Human Resource Management in Kenyan Public Universities
International Journal of Sustainability Management and Information Technologies
Volume 3, Issue 6, December 2017, Pages: 73-78
Received: Nov. 16, 2017;
Accepted: Dec. 8, 2017;
Published: Jan. 11, 2018
Views 919 Downloads 39
Daniel Karanja, Department of Curriculum, Instruction & Educational Management, Egerton University, Njoro, Kenya
Anthony Kiplang’at Sang, Department of Curriculum, Instruction & Educational Management, Egerton University, Njoro, Kenya
Mwangi Ndirangu, Department of Curriculum, Instruction & Educational Management, Egerton University, Njoro, Kenya
ICT is currently permeating every aspect of human life. In higher education, ICT is being seen as a crucial tool that facilitates acquisition, use and management of information that is critical in decision-making. Despite the many efforts and initiatives that have been put into place by the Kenya government, the private sector and the institutions themselves to leverage the use of ICT in public universities, little is known on how this integration has enhanced the provision of effective and efficient institutional management services. The purpose of this study was to investigate the influence of integration of ICT on human resource management in public universities in Kenya. The study adopted a descriptive survey research design. The target population comprised of all the lecturers and senior administrators in public universities in Kenya. The three oldest public universities in the country namely: University of Nairobi, Moi and Kenyatta Universities were purposively sampled to participate in the study. All the registrars’ administration took part in the study. The determination of sample size for the lecturers was done using the Cochran’s (1977) formula. Proportionate random sampling was used to obtain samples as follows: 167 lecturers from the University of Nairobi; 77 from Moi and 100 from Kenyatta. Data were analyzed using the Statistical Package for Social Sciences (SPSS) version 22 computer programme. The study established that though ICT integration was perceived by lecturers to have a positive influence on HRM, the influence was markedly on HR administrative functions such as employee’s record management and payroll administration. It was however minimal on the more strategic applications such as staff recruitment and selection, training and development as well as performance management.
Anthony Kiplang’at Sang,
Influence of Integration of ICT on Human Resource Management in Kenyan Public Universities, International Journal of Sustainability Management and Information Technologies.
Vol. 3, No. 6,
2017, pp. 73-78.
Copyright © 2017 Authors retain the copyright of this article.
This article is an open access article distributed under the Creative Commons Attribution License (http://creativecommons.org/licenses/by/4.0/
) which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.
Acosta, F. R. (2004). Information Technology Strategic Plan of Olivarez College. Unpublished Doctoral Dissertation, University of Baguio, Philippines.
Rawat, M. (2008). Application of Human Resource Information System (HRIS) In Higher Education-Holistic Approach. Trusting Islam, Knowledge and Professionalism in ECER Development Conference, 15-17.
Ngai, E. W. & Wat, F. K. (2006). Human Resource Information Systems. A Review and Empirical Analysis, 297-314.
Beckers, A. M. & Bsat, M. Z. (2002). A DSS Classification Model for Research in Human Resource Management Information Systems, Journal of Information Systems Management, Vol. 19 No. 3, pp. 41-50.
Republic of Kenya (2006). National ICT policy. Ministry of Information and Communication. Nairobi: Government printer
Republic of Kenya (2005). Kenya education sector support programme. Nairobi: Government printer.
Ndirangu, M. & Kabira, J. G. (2012). The Role of ICT in Kenya’s Higher Education. Techno LEARN: 2 (2): 221-238.
Cochran, W. G. (1977). Sampling techniques (3rd ed.). New York: Wiley.
Krejcie, R. V. & Morgan, D. W. (1970). Determining sample size for research activities. Educational & Psychological Measurement, 30, 607-610.
Martinsons, M. (1994). Benchmarking Human Resource Information System in Canada and Hong Kong. Information and Management, 26 (6), 305-316.
Young, N. (2009). Understanding the Research Process and Methods: An Introduction to Research Methods. Las Vegas: Acts Press.
Ball, K. S. (2011). The use of Human Resource Information Systems: A survey. Personnel Review, 30 (5/6), 677-693.
Gürol, Y., Wolff, A., & Ertemsir, E. (2010). E-HRM in Turkey: A case study. Encyclopedia of E-Business Development and Management in the Global Economy.
Midiwo, J (2015). Influence of human resource information systems on performance of Kenyan public universities. Unpublished Thesis.
Marler, J. H. (2009). Making Human Resources Strategic by Going to the Net: Reality or Myth. The International Journal of Human Resource Management, 20 (3), 515-527.
Ngila, D. (2016). Audit shows Shs. 1 billion lost at Moi varsity. Sunday Nation, October 2, 2016.
De Alwis, A. C. (2010). The Impact of Electronic Human Resource Management on the Role of Human Resource Managers. E + M Ekonomie A Management, 4, 47-60. http://www.ekonomie-management.cz/download/1331826738_3ec7/04_alwis.pdf (June 10, 2012).
Saharan, T., & Jafri, S. (2012). Valuation of HRIS Status an Insight of Indian Companies’ Perspectives. in Kundu, S. C., Punia, B. K., Narwal, K. P. and Singh, D. (Eds), Business Management: Key Research Issues, Excel Books, New Delhi, pp. 113-127.
Teo, T. S. H., Soon, L. G.., & Fedric, S. A. (2001). Adoption and Impact of Human Resource Information Systems (HRIS). Research and Practice in Human Resource Management, 9 (1), 101-117.
Teachers Service Commission (TSC) (2016). Teachers Performance Appraisal and Development Tool. Nairobi: Government printer.