Abstract:
Technological advancement in the 21st century has unlocked possibilities in all spheres of
existence. Lately with the advent of the Covid-19 pandemic, the workplace has been
transformed and businesses are operating in unchartered waters. Human resource
management information system is believed to guarantee more efficient and effective
way of managing human capital in organizations. However, many organizations are still
stuck with the traditional way of managing human capital despite its usefulness. It is on
this basis that this study sought to assess the relationship between human resource
information system and management of human capital. Specifically, the study sought to
assess the relationship between training information system, recruitment information
system, performance management information system, self-service information system,
human resource planning information system and management of human capital at James
Finlay (Kenya) limited. The study was anchored on human capital theory, the resource
based theory and organizational fit theory. The study used cross sectional research design
with a target population of 458 employees. Yamane’s formula was also used to obtain a
sample size of 213 respondents. The study adopted primary data collection method where
structured questionnaires were administered to the respondents. Content and construct
validity of the research instrument was ensured through extensive literature review and
consultation with the subject experts and the supervisor. On the other hand, instrument
reliability was determined through Cronbach’s Alpha coefficient where a value 0.8945
was established and considered ideal for the study. Data for checking reliability of the
instrument were obtained from a pilot study using 10% of the sample size from Unilever
limited. To uphold research ethics, the researcher obtained all the necessary approvals
such as a research permit from NACOSTI and the ministry of education before
commencement of data collection exercise. The obtained data was analyzed by the use of
descriptive, correlation and regression analysis. The study established that there was a
positive significant relationship between training information system (β=0. 0.409;
p<0.05), recruitment information system (β=0.511; p<0.05), performance management
information system (β=0.446; p<0.05), self-service information system (β =0.512;
p<0.05) and human resource planning information system (β =0.514; p<0.05). The study
concluded that training information systems, recruitment information systems,
performance management information systems, self-service information systems and
human resource planning had a positive influence on management of human capital. The
study recommended that James Finlay (Kenya) Limited develops a strategy of ensuring
that the HRIS at the company are customized to the company processes to increase their
effectiveness. The study findings are expected to contribute directly to the field of
information systems and their application in human resource management, build on the
existing body of Human Resource knowledge, provide practical data to support Human
Resource and information system theories and as well provide a guide to James Finlay in
effectively implementing Human Resource Information System policies.
