A Comparative Assessment of the Utilisation of Electronic Human Resource Management Systems as a Decision-Making Tool by Selected South African and Nigerian Universities

Abstract

The utilization of electronic human resource management (E-HRM) systems is increasing in universities and has helped to support their human resource functions. The term E-HRM covers all possible integration mechanisms and contents between HRM and information technologies, which aim to create value within and across organizations for targeted employees and management. E-HRM is also said to include the planning, implementation and application of information technology for both networking and supporting at least two individuals or collective actors in their shared performance of human resource activities. The main aim of this study is to assess the utilization of electronic human resource management (E-HRM) systems as a decision-making tool by selected South African and Nigerian universities in order to determine the extent of using electronic human resource management (E-HRM) systems at selected universities in South Africa and Nigeria. It is a comparative study that is set to: enable the researcher to make better comparison across different countries and cultures; assist the researcher to identify the commonalities and exclusions of E-HRM which might perform important functions from the two countries used for the research; and investigate the value-adding benefits of E-HRM systems to the human resource functions of the selected universities. The study is also aimed at assessing the effectiveness and efficiency of information and decision-making for HR practitioners at the selected universities; and finally, proposing a comprehensive model for proper implementation and utilization of E-HRM systems as a decision-making tool for human resource management functions in universities. In this study, the triangulation research method approach was adopted - including the qualitative and quantitative research methods. This approach enabled the researcher to solicit information from some members of staff of the universities used for the study. Semi-structured interview questions were used to obtain information from human resource directors and managers, while close-ended questionnaires were used to obtain information from other staff of the universities. This study found that a statistically significant difference exists in the utilization of E-HRM systems in the area of E-recruitment and selection, E-performance management, and E-training. Essentially, this study has confirmed that the utilization of E-HRM systems is not fully implemented and utilized in both South African and Nigerian universities. This is because of poor Internet access, poor supply of electricity, lack of software, and several other factors. Therefore, providing these facilities and software will improve the utilization of E-HRM systems in these universities. It is also clear from the study that there is a need for improvement in the utilization of E-HRM software and other facilities; hence, the researcher proposes recommendations, which will help the managements of these universities enhance the utilization of E-HRM in their institutions. One of the recommendations is a model, which is proposed to help articulate proper implementation and utilization of E-HRM systems as a decision-making tool for human resource management functions in the universities. It is hoped that the model will help the universities’ HR departments enhance their functions, outputs and performance. A major limitation of this study is the poor response rate of the target population, which warrants care in the generalization of the results. Future studies may want to examine only HR staff in universities.