Evaluating the effectiveness of Human Resource Information System(s) (HRIS) used in recruitment and selection processes at Centenary Bank Uganda
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The intention of this study was to evaluate the effectiveness of human resource information system(s) in recruitment and selection process at Centenary Bank (U) Ltd. The study was motivated by the fact that HRIS support the recruitment and selection process of the bank. HR management enhances bank performance as supported with Resource Based Theory. The study was guided by three research objectives: to examine the recruitment and selection processes supported by HRIS in Centenary Bank, to identify the challenges in recruitment and selection processes using HRIS at Centenary Bank and to suggest strategies of strengthening recruitment and selection processes using HRIS to improve performance at Centenary Bank, Uganda. The study used a case study design with the qualitative approach. The unit of analysis was Centenary Bank, Uganda. Primary data was collected from 20 participants, using the interview guide. Results revealed that recruitment and selection process using HRIS start with the identification of vacant position(s), evaluation of the budget to secure funds for proposed new recruits, advertise on online and in the media, application tracking, notification of successful applicants for interview, conducting interviews (aptitude tests and psychometric tests), screening of successful applicants, review the applicants’ resume, shortlisting and communication to the successful applicants. HRIS facilitate comprehensive employee record management, calculation of compensation and benefits scheme to select, recruit and retention of talents. The challenges were network failure, lack of sufficient training to bank employees to work with HRIS, lack of sufficient infrastructure, lack of sufficient resources, failure to link the HRIS with other systems, occupation fraud, information insecurity, lack of management support, illiteracy level of the external users and lack of preparation before implementation. The strategies to improve recruitment and selection process using HRIS were; regular training of staff, advancement in technology, top management support, interlinking HRIS with other systems, designing user-friendly interfaces and sensitization of the bank officers and the public. The study recommends that managers should increase funding towards advanced technology in order to improve data security and network, train staff and sensitize the public on HRIS. Also interlinking the HRIS with other systems on the internet will improve staff productivity and bank performance.