IMPACT OF MANAGEMENT INFORMATION SYSTEM ON HUMAN RESOURCE MANAGEMENT

ABSTRACT

This study investigated impact of management information system  on human resource management, using University  of Uyo as a case study, Uyo, Akwa Ibom State. The study involved a stratified random sample of all the 50 administrative staff of the Personnel Departments. A questionnaire was designed, properly validated and used for data collection and the data was analyzed using chi square. The result shows that tertiary institutions are utilizing MIS for HRM to a moderate level and such utilization is impacting moderately on effective HRM. The use of MIS for HRM is significantly more applied in state institutions, even though the use of MIS is more constrained and has significantly greater impact on effective HRM in institutions than in state institutions. The need to upgrade infrastructural facilities, budget and technical skills of staff to enhance effective use of MIS in institutional administration were recommended.

CHAPTER ONE

INTRODUTION

1.1BACKGROUND OF THE STUDY

Organizations should increase spending on research and development in order to increase the organizational effectiveness (Osama Isaac, Abdullah, Ramayah, Mutahar, & Alrajawy, 2018; Isaac, Abdullah, Ramayah, & Mutahar, 2017b). The recent years the world witnessed information revolution which received great attention from researchers and specialists in the field of management of information of what the impact of a large role in all areas of public and private organizations, being a major supplier of the organization’s resources and a source of its success, Which made of the impact of management information systems in different organizations a Necessity, to the role played by these systems in increasing the efficiency of the administrative process and its various functions.

The management information systems and human resources management systems, each of which affects the other where it was found that the failure to adopt good information technologies caused a humanitarian factors as it is to facilitate and evaluate the functions of resource management Human in efficiency without owning Organization for effective information management system provides adequate and effective flow of her information. (bukhmkhm et., 2005; Ibrahim et al., 2015; Ramadan & Habtoor N, 2015; Mohamed et al., 2016; Al-Awlaqi et al., 2018; Salama et al., 2019; Salama et al., 2020)

In fact, the role of information in society increasingly taking more of the previous in way never seen by the human before, leading some to label this era the era of information revolution, and call it the third wave after the wave of the agricultural revolution and the industrial revolution wave (Mokhtar et al., 2017; Habtoor et al., 2016; Tabouli et al., 2016;).

As well as the human resources occupies a fundamental place in the attention on the level of the modern world, as the most important factor of the development, and combines the countries of the world both through the World Summits on the Information Society in the concentration of efforts to develop a comprehensive and ambitious programs of human development based on studied scientific basis. For that there is increasing interest in contemporary human resource management to work to innovate and develop the best ways and mechanisms to invest its energies, and employ its creative and intellectual abilities in creating and developing competitive advantages of the institution in the form of goods and services and new technology (Ramadan et al., 2016; Habtoor, 2016; Saleh et al., 2018; Al-Ali et al., 2019).

If the information systems had an important role in the life of the average person, they are no less important in the life of small businesses or large, as most of our problems today are not in the realm of things, but in the world of people, and that the biggest failure of man was, and still is the inability to deal with others and understanding it. In most contemporary organizations, the use of technology not only relies on information and communication technologies to fill out some forms and records but is also a tool that performs the process of identifying, accumulating, analyzing, measuring, preparing, preparing, interpreting and communicating information that management uses for planning. It is used for evaluation and control within the organization and to ensure appropriate use and accountability for its resources (Ameen et al., 2020, 2019c, 2019a, 2019b, 2018; Ameen and Ahmad, 2013, 2012, 2011). The importance of this study is the fact that the role of information systems in all the administrative processes of the organization, planning, supervision, coordination and decision-making, no wonder that most of the problems in the institutions to be a misunderstanding of the application of management information between management and personnel systems (Mokhtar et al., 2015; Ramadan et al., 2015; Tabouli et al., 2016; Habtoor, & Alharbi 2020). If the management information systems were not with the effectiveness, this leads to take some wrong decisions, so this study was to clarify the effect of management information systems for the human resources management (Salah et al., 2017; Ismail et al., 2019; Salama et al., 2019).

STATEMENT OF THE PROBLEM

Management Information System (MIS) helps management effective planning, organizing and controlling its workforce to achieve desired results. It, therefore, means that MIS is important in the effective running of any organization.

The problem associated with the management information system is represented in staff capacity as they most likely do not have the requisite qualified staff to handle such a position. Another problem is the availability of the requisite equipment in adding the human resource department to keep a tab of the staff of the university to avoid situations like an impersonation of lecturers and ghost workers, etc. Incorporated also is the politicization, bureaucracy, corruption, ineptitude of high ranking personnel’s in the allocation of funds to the MIS unit for its upgrading because of the incoherent checks system and disciplinary body.

Furthermore, the MIS is more or less not felt by workers as it ought to be to make them visible to the outside world as well as updating the outside world with latest information and improvement in the system, MIS can also act as a motivating factor for the employees to enable them to perform better. Management has failed to see the benefit of MIS on the lives of the staff

OBJECTIVE OF THE STUDY

The main objective of the study is to investigate the impact of management information system on human resource management. The specific objectives are;

1. To determine the impact of management information system on compensation and benefits process
2. To determine the impact of management information system (MIS) on performance and evaluation process
3. To determine the impact of management (MIS) on recruitment and hiring

RESEARCH QUESTION

The following research questions are formulated to guide the study;

1. Does management information system impact compensation and benefits process?
2. Does management information system impact performance and evaluation?
3. Does management information system (MIS) impact recruitment and hiring?

RESEARCH HYPOTHESES

The following research hypotheses are formulated to guide the study;

H0: There is no significant impact of management information system on compensation and benefit process

H1: There is significant impact of management information system on compensation and benefit process

H0: There is no significant impact of management information system on performance and evaluation process

H2: There is significant impact of management information system on performance and evaluation process

H0: There is no significant impact of management informat4ion system on recruitment and hiring

H3: There is significant impact of management information system on recruitment and hiring

SIGNICIANCE OF THE STUDY

The study will be very beneficial to students, organizations and policy makers. The study has both theoretical and practical significance; theoretically, the study tries to contribute to the understanding of the impact of Management Information System and its application towards the attainment of a high level performance in University of Uyo.
Secondly, considering the enormous challenges in the present age, this study will create an insight about the relevance of management information system to human resource in University of Uyo and the need to encourage University to put it in use.

However, the study will of great importance to both the policy makers, University and the staff in general to the extent that it will motivate the workers and help the policy makers in organizational planning and operation and also seek practical ways of making sure that every staff participate in this training which will consequently be translated into higher level performance.

Finally, the work will be of colossal help to the general public, since this is the age of information system in the globe.

SCOPE OF THE STUDY

The scope of the study covers impact of management information system on human resource management. The study will be limited to University of Uyo

DEFINITION OF TERMS

MANAGEMENT INFORMATION SYSTEM: A management information system is an information system used for decision-making, and for the coordination, control, analysis, and visualization of information in an organization. The study of the management information systems involves people, processes and technology in an organizational context.

HUMAN RESOURCE MANAGEMENT: Human resource management is the strategic and coherent approach to the effective and efficient management of people in a company or organization such that they help their business gain a competitive advantage. It is designed to maximize employee performance in service of an employer’s strategic objectives

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