CHAPTER 1

INTRODUCTION
1.1 BACKGROUND OF THE STUDY
1.2 PROBLEM STATEMENT
1.3.1 GENERAL OBJECTIVE
1.3.2 SPECIFIC OBJECTIVES
1.4 RESEARCH QUESTIONS
1.5 SIGNIFICANCE OF THE STUDY
1.6 SCOPE OF THE STUDY
1.7 OVERVIEW OF RESEARCH METHODOLOGY
1.8 ORGANIZATION OF THE STUDY

1.1 BACKGROUND OF STUDY

Human Resource Information System (HRIS) is a technological tool that has

revolutionized various human resource activities and management practices in
organizations. HRIS is an integrated software application that facilitates the
efficient management of human resources, including recruitment, employee
payroll, performance management, talent management, and employee
development. Since Human Resource activities are very broad, we would like
to focus on how HRIS has an impact on the aspect of Recruitment and Selection
(E-Recruitment).The use of HRIS technology has become increasingly popular
over the years as many organizations strive to streamline their HR processes and
reduce administrative costs.
With the rapid evolution of digital technology, HRIS (Human Resource
Information Systems) have become an integral part of managing HR processes in
organizations. HRIS includes a range of software applications that facilitate HR
activities such as recruitment, selection, training, performance management,
payroll, and benefits.
The recruitment and selection process is a critical component of any organization's
HR function. It involves identifying job vacancies, attracting potential candidates,
evaluating their qualifications, and selecting the best fit for the position. HRIS can
greatly enhance the efficiency and effectiveness of this process by automating
many of the tasks involved in recruitment and selection, such as job posting,
resume screening, background checks, and candidate tracking.
However, the adoption of HRIS in recruitment and selection is not without its
challenges. There are concerns around the privacy and security of candidate data,
the need for technical expertise and training to effectively use HRIS, and the
potential for algorithmic biases in decision-making. These issues need to be
addressed to ensure that the use of HRIS in recruitment and selection is ethical,
fair, and effective.

The study on the impact HRIS has on recruitment and selection is grounded in the
need to understand how technology is transforming HR processes, and the
implications of this transformation for organizations, HR professionals, and job
seekers. It aims to provide insights into the benefits and challenges of using HRIS
in recruitment and selection, and to offer recommendations for best practices in
this area.

This research should also explore the potential risks associated with implementing

HRIS, such as data privacy concerns, system security issues, and the need for
additional training and support for HR professionals.

The direction of study for this thesis topic should focus on analyzing the impact of
HRIS on HR activities and management comprehensively, examining both the
opportunities and risks associated with HRIS adoption. The goal should be to
provide guidance for organizations seeking to implement HRIS technology and
contribute to the development of a better understanding of the role of HRIS in HR
management.

We intend to delve into the various aspects of HRIS implementation and its impact
on Recruitment and Selection. Our research will involve a comprehensive literature
review to identify the key benefits and challenges associated with the adoption of
HRIS technology in organizations.

We will also conduct empirical research through surveys and interviews with HR
professionals to gather first-hand insights into their experiences with HRIS
implementation on Recruitment and Selection. Our research will focus on
understanding how HRIS has transformed Recruitment and Selection.

Furthermore, we will examine the role of effective change management strategies

in ensuring successful HRIS implementation and adoption. We will explore the
best practices for implementing HRIS, including pre-implementation planning,
governance, data quality management, and support and maintenance.

The study of the impact of HRIS on recruitment and selection between NIB Bank
and Fidelity Bank is an important area of research in the field of human resource
management. The use of HRIS (Human Resource Information Systems) has
become increasingly popular in recent years, as organizations have found them to
be a valuable tool for managing their workforce more effectively.

The background of this topic can be traced back to the growing importance of
technology in recruiting and selecting employees. In today's fast-paced business
environment, it is essential for companies to identify and hire the best talent
quickly and efficiently. This is where the use of HRIS can make a significant
difference, by providing HR managers with real-time access to the data they need
to make informed decisions about recruitment and selection.

By studying the impact of HRIS on the recruitment and selection processes at these
two banks, the thesis aims to provide insights into how HRIS can be used to
improve these processes, as well as to identify any challenges or limitations that
may arise when using this technology. Ultimately, the goal is to help other
organizations improve their own recruitment and selection processes through the
use of HRIS.

1.2 PROBLEM STATEMENT

The key people answerable for essential HRIS plan, a few public laws may make
intricacy in detailing HR arrangements, the danger of losing individual information
that HRIS incorporates, and hard to gauge the profit from speculation (ROI) of
HRIS because of its elusiveness of ROI of HRIS. In this research, an endeavor is
made to investigate the areas of HRIS application in recruitment and selection as
human resource activities.

The HR department representing ‘recruiters’ or “gate-keepers” have to make

important decisions, including whom to target, what message to convey and how to
staff recruitment efforts. If not done correctly, an organization’s recruitment efforts
can produce job applicants who are unqualified, who lack diversity or who may
decline job offers. These same applicants may be prone to turnover if hired. A
poorly designed recruitment process can miss attractive job candidates—including
those who work for competitors—because they never find out that a position is
open.

In this study, it appears that not all Ghanaian banks are leveraging IT introduction
in HR functions. Specifically, cost seems to be a major bottleneck with
spearheading IT innovation in Fidelity Bank and NIB. Cost relates to the
availability of infrastructure (hardwares, softwares and databases), technical
expertise, training and time. Furthermore, upon investigation in the study areas, it
came to light that errors are sometimes prone to technologies deployed in
recruitment function. For instance, incompetent training personnel in the HR
department may feed the database with wrong information which consequently
makes the results (output) to be flawed. If correctly implemented, the results
remain key levers to enhance overall HR service levels and reduce costs of Fidelity
Bank and NIB. This means can help redefining the HR role and assist HR in
becoming a real strategic partner to top level management.

Also,The notion of management gains a new dimension in the cybereconosphere of

this fourth digital revolution period in which we began to experience information
age with an attention to electronic commerce, e-Government, Internet of Things
(IoT), Big Data and Cloud Computing, and one of the success criteria of
organizations in materializing their competitive strategies appears to be having
well-equipped and qualified human resources of the internet and information age,
and using these resources effectively and efficiently.
 
In the scope of the study, theoretical information is provided on
the  Human Resources Information System database, and the study mainly
attempts to identify the degree of relationship between HR operation via
recruitment  functions of Fidelity Bank and NIB. These selected banks appear to
have dissimilar recruitment strategies and practices in the banking industry, since
they are public and privately owned.

Parry (2011) argued that the development of technology has allowed firms to
provide services directly to employees and managers through the use of self-
service systems. Over recent years, Florowski and Olivas - Lujan (2006)
underscored that there has been a shift in the delivery of transactional HRM from
an approach which is “labour intensive” to one which is “technology- intensive”
whereby a large proportion of transactional activities are now delivered using a
wide variety of software rather than by HR administrators. This study will attempt
to put forth the impact of IT on HR functions in the banking industry by comparing
the public and private banks. The public and private banks are represented by
National Investment Bank (NIB) and Fidelity Bank respectively.

1.3.1 GENERAL OBJECTIVES

This study will attempt to put forth the impact of HRIS on Recruitment and
Selection in the banking industry by comparing the public and private banks. The
public and private banks are represented by National Investment Bank (NIB) and
Fidelity Bank respectively.

This Research seeks to explore the various ways that HRIS impacts recruitment
and selection in the banking sector of Ghana. It will consider the potential benefits
and drawbacks of using HRIS, examine how HRIS integrates with Recruitment
and Selection, investigate employee perceptions of HRIS, and explore ethical and
legal implications.

The findings of this research will contribute to the knowledge base on HRIS usage
in recruitment and selection and provide recommendations for HR professionals.

1.3.2 SPECIFIC OBJECTIVES

i. To find out the changes that HRIS tools specifically E-recruitment are
bringing about in recruiting strategies and practices.
ii. To identify the opportunities for public and private banks and job seekers
using E-recruitment.
iii. To find out the risks for public and private banks and job seekers using
HRIS (E-recruitment) in Fidelity Bank and NIB.
iv. To suggest ways of improving on the current HRIS tools specifically E-
recruitment in Fidelity Bank and National Investment Bank.

1.4 RESEARCH QUESTIONS

i. What are the changes that e-recruitment tools specifically E-recruitment are
bringing about in recruiting strategies and practices ?
ii. What are the opportunities for public and private banks using HRIS tools
such as E-recruitment ?
iii. What are the risks for public and private banks using e-recruitment in
Fidelity Bank and National Investment Bank(NIB) ?
iv. What are the ways of improving the current tools specifically E-recruitment
in Fidelity Bank and National Investment Bank(NIB) ?

1.5 SIGNIFICANCE OF STUDY

i. This research unfolds the lapses in recruitment strategies in public and

private banks, namely National Investment Bank(NIB) and Fidelity Bank
respectively. By identifying these lapses the management of Fidelity Bank
and NIB is to consider the suggested recommendations to improve on their
current recruitment practices. Despite the spheres competition in the banking
industry in Ghana, Fidelity Bank and NIB will adopt the findings to have
competitive advantage over other banking competitors. The HR of Fidelity
Bank and NIB is key for the success in the coming years.
ii. Ultimately, our research aims to provide valuable insights into the impact of
HRIS on Recruitment and Selection, and to identify the critical success
factors that organizations must consider when adopting HRIS technology.
Our findings will be beneficial for HR professionals, organizational leaders,
and researchers interested in the field of HRIS and digital transformation.

iii. Moreover, the research is of significance to the human resource profession.

To the profession, the findings and recommendations could be used as tool
for enhancing other similar and future researches and also serves as a
secondary source of information.

iv. Finally, this research is justified by its ability to fill the existing gap in
human resource literature in Ghana and the final analysis helping add to the
existing literature in terms of evolving nature of technologies and helps
broaden academic knowledge in efficient recruitment practices.

1.6 SCOPE OF STUDY

The scope of the study is quite broad and covers a range of areas related to HRIS,
recruitment and selection. The aim of the study is to evaluate the influence of
HRIS on the recruitment process and assess how it helps in improving the
efficiency and effectiveness of the overall recruitment and selection process.
The study will cover the various features and functions of HRIS that are
specifically designed for recruitment and selection processes(E-recruitment).

The study will analyze the benefits of using HRIS in recruitment and selection
processes such as streamlining the recruitment process, reducing the time and
cost involved in hiring, improving the quality of new hires, and enhancing the
overall candidate experience. Moreover, the study will examine the potential
drawbacks of using HRIS in recruitment and selection processes, including data
privacy and security concerns, the need for technical expertise and training, and
the possibility of biases in algorithmic decision-making.

To explore this topic, we would examine the current state of HRIS implementation

across various industries, analyze the benefits and drawbacks of different HRIS
systems, and identify the limitations of HRIS in Recruitment and Selection.
Furthermore, we would investigate how organizations can leverage technology to
optimize their HR functions, such as improving communication between HR
departments and employees, increasing employee engagement, and reducing the
workload of HR staff. 

We would examine the impact of HRIS on, and how it affects an organization's

overall performance.This research should also explore the potential risks
associated with implementing HRIS, such as data privacy concerns, system
security issues, and the need for additional training and support for HR
professionals.

Overall, the scope of this study is broad and multidimensional, covering various
aspects related to HRIS, recruitment and selection processes, and their impact on
organizations.

1.7 OVERVIEW OF RESEARCH METHODOLOGY

This would typically involve a systematic and structured approach to examining

the research question. This could be achieved through a combination of
quantitative and qualitative research methods.
Quantitative research methods would typically involve collecting data through
surveys or questionnaires from NIB and Fidelity Bank, which will allow us to
gather large amounts of data quickly and efficiently. The data collected can then be
analyzed statistically to identify patterns, correlations, and trends that may exist
between the variables being studied.

Qualitative research methods, on the other hand, will be used to gain a deeper

understanding of the phenomena being studied. This would involve conducting
interviews with HR managers and employees of NIB and Fidelity Bank to gain
insight into their experiences using HRIS specifically E-recruitment, observing
how the system is used in practice, and analyzing documentation such as policy
documents and training materials.

In addition to these research methods, a literature review would also be conducted

to identify existing research on the topic, as well as any frameworks or models that
may be useful in analyzing the data collected.

Substantially, the methodology for this thesis topic would involve a comprehensive
and rigorous approach to examining the impact of HRIS has on Recruitment and
Selection.

1.8 ORGANIZATION OF STUDY

This study will be organized into five chapters. Chapter one will give an
introduction to the study, including the background, problem statement, research
objectives, research questions, significance of the study, scope, and overview of
research methodology. Chapter two will review relevant literature on HRIS within
the Recruitment and Selection sector. Chapter three will describe the exploration
design and methodology. Chapter four will present the results of the study, and
chapter five will give a summary of the study's findings,
conclusions, recommendations and references for unborn research.