Perceived link between adoption of technology and efficiency in human resource management: a survey of the civil service in Kenya
The modern business environment is characterized by turbulence spurred by globalization, technological change, more demanding customers and higher levels of uncertainty which have made management of organizations more challenging than before (Black et. al, 2000). To meet the increasing demand, there is increasing pressure on human resource management to support strategic objectives and focus on value-adding activities. Shrivastava et al., (2003) and Stone et al, (2006) note that one of such changes is the wide contemporary use of Information Technology (IT) in supporting various human resource activities. The objective of the study was find out the extent to which employees believe that adoption of technology has enhanced efficiency in human resource management. The study envisaged perceived link between adoption of technology and efficiency in human resource management as crucial to the success or failure of technological investment. The study design was descriptive survey of perceived link between technology and efficiency in human resource management in the Civil Service in Kenya. The study findings recorded positive results in all the variables related to efficiency in human resource management which included improved communication, sharing information, cost saving, facilitation of culture of transparency, improvement of quality of customer service, enhancement of increased consistency, improved productivity, reduction in lead time taken in recruitment and selection, reduction of operational costs and personalized feedback. On the application of human resource information system in human resource functions, the findings revealed that HRIS was largely adopted in availing online payslips to employees, management of payroll, creating human resource database for human resource planning, posting job vacancies on the website, managing of personal numbers and use of online payment and salary processing. However, the study reflects key aspects of academic findings and practitioner opinions that the use of human resource information system was being adopted more on administrative ends rather than any sort of analytical or decision support ends. The study findings showed a negative perception on use of HRIS in human resource functions that support decision making including training and development, online job evaluation and administration of performance appraisal systems. The study illuminate a path from which the question of adoption of technology in human resource function can be more completely accessed by future researchers. The limiting factors were that the study findings were not applicable at all times since it was a one-time response and the environment keeps on changing. Again, employees from the districts may have held different views considering that many offices had not been provided with internet and necessary infrastructure.