Impact of Management Information Systems on Human Resource Management
Chapter One
OBJECTIVE OF THE STUDY
The main objective of the study is to investigate the impact of management information system on human resource management. The specific objectives are;
- To determine the impact of management information system on compensation and benefits process
- To determine the impact of management information system (MIS) on performance and evaluation process
- To determine the impact of management (MIS) on recruitment and hiring
CHAPTER TWO
REVIEW OF RELATED LITERATURE
Conceptual Framework
Management Information System
Management information systems (MIS) are not new; only computerization is. Prior to computers, MIS techniques existed to provide managers with the information they needed to plan and control business operations. A management information system is an abbreviation for three words: management, information, and system. Management information system (MIS) is one of the major computer-based information systems that aims to meet the general information needs of all managers in the firm or in some organizational subunit of the firm. In Shah (2014), Santos (1991) defined MIS as a planned system of collecting, processing, storing, and disseminating data in the form of information required to carry out management functions. It can also be a documented report of the activities that were planned and carried out. MIS can be defined as a tool that assists management in providing a competitive advantage that must support the organization’s goals (Laudon & Laudon 2015). A management information system is an integrated manual computer system that provides information to support a company’s management operations and decision-making functions. MIS is an organizational method for providing historical, current, and projected information about internal operations and external intelligence (Asemi, Safari &Zavareh 2011). It is also an integrated set of components or entities that work together to accomplish a specific function, objective, or goal (Okoye, Egbunike&Onyali 2013). As a result, it is a computer-based system that provides information for decision-making on planning, organizing, and controlling the operation of the firm’s subsystem and, in the process, provides a synergistic organization.
A Management Information System (MIS) is a collection of computer hardware and software that collects, organizes, summarizes, and reports data for use by managers, customers, and other users. The broad definition of management information systems, which includes the use of information systems to provide value to external customers, is consistent with the essence of management, which is decision making (Sonawane, 2016). MIS is a management system that aims to continuously increase the value of customers by designing and improving organizational processes and systems. Thus, the design and operation of MIS as a key system that can provide value to customers should be integrated into the organization’s Total Quality Management (TQM) (Alzoubi, Alnazer&Alzoubi 2016).
In most organizations, the management information system involves at least three systems which are likely to be the following: (i) Personal system: It traces flow of employees in the firm that is, those entering and leaving the firm, their pay, and even seniority location; (ii) Commercial system: This traces the flow of material, sub-material e.t.c. into and out of the firms, (iii) Financial system: This traces flow of money or fund into, through or out of the firm
The broad definition of management information systems, which includes the use of information systems to provide value to external customers, is consistent with the essence of management, which is decision making (Sonawane, 2016). MIS is a management system that aims to continuously increase the value of customers by designing and improving organizational processes and systems. Thus, the design and operation of MIS as a key system that can provide value to customers should be integrated into the organization’s Total Quality Management (TQM) (Alzoubi, Alnazer&Alzoubi 2016). Today’s most exciting management information system users are those who provide additional value to external customers. Managers who use the firm management information system to provide additional value to their external customers will gain market share.
The primary goals of a MIS are to assist executives in making decisions that advance the organization’s strategy and to implement the organizational structure and dynamics of the enterprise for the purpose of better managing the organization for a competitive advantage (Yusuf, Sanni&Kazeem 2014). The following are the objectives of MIS.
Data Capturing: MIS collects data or operational information from various internal and external sources of the organization to aid in decision making. Data collection can be done manually or through computer terminals (Obasan&Soyebo 2012).
Data Processing: One of the primary goals of MIS is to make it easier to collect and process data for use within the company. MIS can not only automatically collect data from internal sources such as sales transactions and inventory orders, but they can also work with external sources such as industry databases and market research (Al habri&Sonawane 2015). The captured data is processed to create the necessary information for strategic, tactical, and operational planning, organizing, coordinating, directing, and controlling functions. Processing of data is done by such activities as calculating, sorting, classifying, and summarizing.
Information Storage: MIS stores processed or unprocessed data for future use. If information is not required immediately, it is saved as an organization record for later use.
Information Retrieval: MIS retrieves information from its stores as and when it is required by various users.
Information Dissemination: Information, which is a finished product of MIS, is disseminated to the organization’s users. It is done on a regular basis or online via a computer terminal.
CHAPTER THREE
RESEARCH METHODOLOGY
Introduction
Research methodology according to Holding (2015) is a systematic process of collecting, presenting, analyzing and interpreting data for the purpose of arriving at dependable Solutions to human problems. This chapter gives the methodology employed in this study, involving a discussion of data collection analysis techniques. This chapter presents the research design, methods of data collection and techniques analysis of data to be used in the study. Effort is made to describe different tools or techniques employed while analyzing the work. The research focuses on the impact of Management Information System on human resource management in University of Uyo
Study Area
The University of Uyo is located in Uyo, capital of Akwa Ibom State, Nigeria.
The university was formerly known as the University of Cross River State. On 1 October 1991 the Federal government of Nigeria established it as a Federal University and the name was changed to the University of Uyo. The university inherited students, staff, academic programmes and the entire facilities of the erstwhile University of Cross River State established by Cross River State in 1983. It must be placed on record that what is today University of Uyo passed through several metamorphoses. It grew from a Teacher’s College (TC) to Advanced Teacher’s College (ATC), College of Education (COE), which became an affiliate of University of Port Harcourt to run degree programmes to a State University (UNICROSS), and then to its present status in 1991.
Research Design
The study used a survey to evaluate the impact of management information system on human resource management. The design was adopted because of its appropriateness in describing the current situation of phenomenon (Kothari, 1990) the population of the study are the administrative staff of University of Uyo. Nwankwo (1999) stated that the population of any research work is the universe of such group; of people or object which a researcher is interested. The primary sources of data collection were through the use of questionnaire, personal observation and interview.
Source of Data
Basically two types of data are used in research. One is primary data and second is secondary data. Here our concern is with primary data. So we use only primary data for this research. Primary data was collected through a survey research questionnaire. The questionnaire was carefully constructed and properly setup. The questionnaire was based on points with responses included as, strongly agree, agree, neutral, disagree and strongly disagree. Descriptive statistics was used to analyze the data.
Study population and sample size determination
Data was collected through a special designed questionnaire which will contain multi choice, also open ended question which will ask verbally to get concept insight and answer’s depth. Respondents will be administrative staff of University of Uyo. Target audience includes almost 100 respondents. The target population for this study is the University of Uyo, the University of Uyo was chosen as a case study, and 50 questionnaires were distributed.
CHAPTER FOUR
DATA ANALYSIS, FINDINGS, AND DISCUSSION
Introduction
This chapter is connected with the analysis and presentation of the data collected during the field survey through the use of questionnaires. Fifty (50) questionnaires were distributed to the respondents that made up the sample size. The researcher was able to collect all of the fifty (50) questionnaires back, which represents 100% rate of return.
This chapter will at least present the data collected in form of table to facilitate easy understanding analysis and discussion of the respondents view in relation to issues raised in the questionnaires. These enables the researcher to form opinion based on the analyzed data. Relevant question from section B of the questionnaires are gathered and analyzed for the purposes of decision making either in acceptance or rejection of relevant hypothesis of the study.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATIONS
Introduction
This chapter attempts to give a summary of the research, it summarizes the work of the five chapters. Also, it deals with the summary, conclusion and necessary recommendations.
Summary
The objective of this study is To determine the impact of management information system on compensation and benefits process, to determine the impact of management information system (MIS) on performance and evaluation process and to determine the impact of management (MIS) on recruitment and hiring, it was discovered that; the use of Management Information system in an organization has improved the performance of the University of Uyo to be precisely and other organizations but does not specify the actual performance measure.
Conclusion
Based on the result of this study as presented and discussed, it is concluded that tertiary institutions have not adequately adopted MIS in HRM to be able to have maximum impact on their HRM process due to some constraints. However, without addressing these constraints, the management of human resources will not be able to tap the full benefits of MIS adoption.
RECOMMENDATIONS
Based on the result of this study, the researcher recommends that tertiary institutions should provide adequate budget for MIS adoption in institutional management. This will provide funds for improving on the available MIS infrastructure and facilities, provide alternative power support, develop staff on MIS skills and motivate them to embrace modern management techniques that will improve their overall performance.
References
- Adams, R. J. (2002). Strategic Information System and Libraries Library Management, Vol. 16 issue: 1, pp 11 – 17.
- Agabi, O. G. (1999) Introducing Educational Planning. Educational Planning Series I. Port Harcourt: ICES Press.
- Amadi; E. C. (2003). Constraint in Resource Management. The African Journal of Interdisciplinary Studies. 5(1) 79 – 86.
- Asodike, J. A. & Adieme F. G. (2014). Theories and Models of Human Resource Management in F. N. Obasi, & J. D. Asodike. Educational Resources Management, Port Harcourt :Pearl Publications.
- Bratton, J & Gold, J. (2012). Human Resources Management: Theory and Practice (5th Edition) Basingstoke: Palgrave.
- Ebong, J. M. & Agabi, O. G. (2014). Nature and Scope of Educational Management in P.O, M, Nnabuo, N. C. Okorie, & O.G. Agabi. Introduction to School Management, Port Harcourt: Eagle Lithograph Koko, M. N. (2005). Human Management: A Practical Approach. Port Harcourt: Harley Publications.
- Kpee, G. G. (2014). Theories and Theoretical Frameworks: The Researchers Handbook. Owerri: Uzopietro Publishers.
- Okoroma, N. S. (2014). Perspectives or Educational management, Planning and Policy Analysis. Port Harcourt: Minson Publishers.
- Wagner, H. T. (2006). How Social Capital Among Information Technology and Business Units Drives Operational Alignment are IT Business Value, Journal of Management Information System Vol. 31, issue I.
- Yusuf, M, Isyaka, M.S. & Kazeem, A. O. (2014). The Impact of MIS on the Performance of Business Organization in Nigeria. International Journal of Humanities Social Science and Education. Volume 1, pp 76 – 86.ISN 2349 – 0373
- Clifford. Z, James O.O and Grace O. (2017) Impact of Recruitment and Selection Strategyon Employees’ Performance: A Study of ThreeSelected Manufacturing Companies in NigeriaInternational Journal of Innovation and Economic Development2 v
