Business Studies

Business Studies

EFFECTS OF E-RECRUITMENT AND E-TRAINING ON HUMAN RESOURCE PERFORMANCE: A CASE STUDY OF TELKOM KENYA

Pages: 14  ,  Volume: 35  ,  Issue: 2 , August   2019
Received: 20 Aug 2019  ,  Published: 24 August 2019
Views: 166  ,  Download: 75

Authors

# Author Name
1 Joseph Mwangi
2 James Mwikya Reuben

Abstract

The role of Human Resource information system (HRIS) in business environment has evolved over time to become an integral part of its business operations in Kenya. This study aimed to establish the effects of e-recruitment and e-training on human resource performance: a case study of Telkom Kenya. The study objectives were; E-recruitment on human resources performance, e-training on human resources performance. The study used descriptive research design targeting employees of Telkom Kenya comprising of managers, supervisors and general staff being 210 in total. The target population was sampled randomly from stratus and 50% of the population was sampled making 105 respondents that were obtained and used in the study. The study instruments that were used for data collection were questionnaires for easy administering and answering by the respondents. Data collected was content analyzed using SPSS and results presented on the tables, figures and charts for interpretation. It was clear from the study results that the company website enhances e-recruitment for the desired staff according to 71% while 29% did not agree to this and that use of e-recruitment ensure better applicant tracking during hiring process to employ the suitable person for the duties outlined according to 72% who agreed while the remaining 28% of the respondents did not agree. The study established that 64% of the respondents agreed that e-training provides reliable mentoring and couching necessary for acquisition of necessary skills while 36% did not agree to this. It was also found out that 42% agreed to e-training providing extra training to the employees than other platforms of training in the organization while 58% did not agree to this. the study conclusions were that company website enhances e-recruitment for the desired staff, also the conclusion noted that use of e-recruitment ensure better applicant tracking during hiring process to employ the suitable person for the duties outlined and that e-recruitment enhances hiring decisions by human resource management for effectiveness to a great extent. The study concluded that e-training provides reliable mentoring and couching necessary for acquisition of necessary skills and that that e-training does not necessarily provide extra training to the employees than other platforms of training in the organization. The conclusion also determined that determined that effective reference ensures e-communication being reliable than other forms of communication. The recommendations of the study were that organizations planning to recruit personnel should use the company website so as to get the desired staff for the work needed. Organizations should use e-recruitment in the process to track and hire suitable individuals for work prescribed by the organization.

Keywords

  • recommandation engine
  • References

    Ambira Cleophas  and Kemoni Henry, (2014), Records management and risk management at Kenya Commercial Bank Limited, Nairobi : original research. South African Journal of Information Management

    Armstrong, M. (2012). A Handbook of Human Resource Management Practice. 11th edition, London.

    Aronson, K.R., Laurenceau, J.P., Sieveking, N., & Bellet, W. (2015). Job satisfaction as a function of job level. Administration and Policy in Mental Health Services Research, 32(3), 345-91.

    Barron, M., Chhabra, D., Hanscome, R., & Henson, R. 2004. Exclusive Panel Discussion: Tips and Trends in HRIS. HR Focus, 81(5): 6-7.

    Beardwell Ian, Holden Len, (1997), Human Resource Management: A contemporary perspective, pitman publishing, Cambridge.

    Bhattacharyya, D. K. (2014). Talent Development Process of CPSEs: A Reflection on Practices and Requirements. Journal of Institute Of Public Enterprise, 37(3/4), 91-99

    Brien, O. (2008). Introduction to information systems, (12 the ed.). Tata McGraw-Hill, 242-243.

    Buechler, G. (2010). How employers are using LinkedIn for recruiting. Human resources about.com.

    Chumo Mercy Chelangat, (2014) relationship between human resource information systems and staff development among international non-governmental organizations in Nairobi, Kenya

    Cole, G. A. (2002). Personnel and Human Resource Management (5th Ed.). ContinuumLondon: NewYork Publishers.

    Collings, D. G., & Wood, G. (2009). Human resource management: A critical approach. In D. G. Collings& G. Wood (Eds.), Human resource management: A critical approach (pp. 1-16).

    Cooper and Schindler, C. R. (2011). Research methodology: Methods and techniques. (3rd ed.)       New Delhi: New Age International

    Ellis, R. A., Jarkey, N., Mahony , M. J., Peat , M., & Stephen, S. (2014). Managing quality improvement of eLearning in a large, campus-based university. Quality Assurance in Education.

    Fayyazi Marjan  Zahra Afshar (2015) Investigating the barriers of the green human resource management implementation in oil industry. International Journal of Industrial Engineering Computations 5(1):101-108

    Galanaki, E., (2012). The decision to recruit online: Descriptive Study. CAREER Development International, Vol.7 No.4, pp 243- 251.

    Girard and Fallery  (2009), E-recruitment: new practices, new issues. An exploratory study, ResearchGate

    Gueutal, H.G., & Stone, D. L. (2015). The Brave New World of eHR: Human Resources Management in the Digital Age. Jossey-Bass, San Francisco, CA.

    Harrison, R. & Kessels J.W.M. (2014). Human Resource Development in a knowledge economy. An organizational view. Hampshire – New York: Palgrave Macmillan. (301 p.) (ISBN: 0- 333-99015-3)

    Harcourt, M. & Gibb, J. (2013). Online social networks: an emergent recruiter tool for Attracting and screening. Emerald group publishing limited. Vol.42 No.3, pp 248-265.

    Johnason, P. (2009). HRM in changing organizational contexts. In D. G. Collings& G. Wood (Eds.), Human resource management: A critical approach (pp. 19-37). London: Routledge.

    Kanini, R. (2008). Implementing strategic information systems in commercial banks in Kenya, University of Nairobi.

    Kavanagh, M. J., Gueutal, H. G., & Tannenbaum, S. I. (1990). Human resource information systems: Development and application.Boston, Massachusetts: PWS-KENT Publishing Company.

    Kothari, C.R. (2009).Research Methodology: Methods and Techniques. New Age International

    Kotler, P. and Keller, K. (2006) Marketing Management. 12th Edition, Prentice Hall, Upper Saddle River.

    Ludwig Von Bertalanffy  (1967) General theory of systems : Application to psychology, Foundations, Development, Applications Revised Edition

    McCrindle, M. (2009). New Generations at Work: Attracting, Recruiting, Retraining & Training Generation Y. McCrindle Research, Sydney

    Mugenda, O.M and Mugenda, A.G (2003). Research Methods, Quantitative & Qualitative,Approaches, Acts Press, Nairobi.

    Neuman, W.L. (2007) Basics of Social Research Methods: Qualitative and Quantitative Approaches. 2nd Edition, Allyn and Bacon, Boston

    Nishad N. (2012). Time & cost savings advantages with usage of human resource information system in select software companies in Bangalore City. Indian Journal of Applied Research, 1(12), 161-163.

    Nishad N. (2014). Human resource information system as a tool for effective decision making in select software companies in Bangalore, Karnataka, India. International Journal of Business and Management Review, 2(1), 90-107.

    Nyakoe Nyang’au Enock (2014) impact of information and communication technology on kengen’s performance

    Pfieffelmann, Wagner & Libkuman, (2010) Recruiting on Corporate Web Sites: Perceptions of Fit and Attraction, Article in International Journal of Selection and Assessment 18(1)

    Sahaya, P. (2014).Design thinking in talent acquisition: a practitioner’s perspective. Strategic HR Review, 13(4/5), 170 – 180.

    Sadri J, & Chatterjee, V. (2013). International Journal of Human Resources Development and Management: Inderscience Publisher

    Steve L. Adams,Steve L. Adams (2015). Employee Channel SAN FRANCISCO. Human Resources Management in Perspective journal.

    Troshani, I., Jerram, C., & Hill, S.R. (2011). Exploring the public sector adoption of HRIS. Industrial Management & Data Systems, 111(3), 470-488.

    Vick, B., & Walsh, D., (2010). Happy about LinkedIn for Recruiting. www.happyabout .info/linkedin4recruitng.php.