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UTILISATION OF INFORMATION AND COMMUNICATION TECHNOLOGY FOR STAFF RECRUITMENT, SELECTION AND PLACEMENT AMONG HUMAN RESOURCE MANAGEMENT PRACTITIONERS IN SOUTH-WEST NIGERIA
Published 2014-05Subjects: “…Human Resource Practitioners…”
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- Innovations in Information and Communication Technology (ICT) have created a digital revolution that has changed the way Human Resource Management (HRM) functions are conducted. Previous studies on ICT utilisation in organizations focused largely on functions such as finance, marketing and production, with little attention on HRM functions. This study, therefore, investigated the utilisation of ICT for staff recruitment, selection and placement among HRM practitioners in South-West Nigeria. World system, Business innovations and Rogers’ Diffusion of innovation were used as the theoretical framework. Research design was a descriptive survey and the study was conducted on the 1,052 registered members of the Chartered Institute of Personnel Management of Nigeria. A structured questionnaire was used to elicit information on socio-demographic characteristics, level of ICT utilisation for staff recruitment, influence of ICT utilisation for staff recruitment on the quality of staff recruited, benefits derivable from ICT utilisation; challenges associated with ICT utilisation; and perceived factors affecting utilisation of ICT for staff recruitment, selection and placement. The level of ICT utilisation was measured using Barber and Reilly’s 19-item, 2-point scale categorized as low (< 19), moderate (20-29) and high (≥30). Twenty In-Depth Interviews were conducted with HRM practitioners purposively selected to complement the questionnaire. Quantitative data were analysed using descriptive statistics, Chi-square tests and Spearman Rank correlation at P<0.05 while qualitative data were content analysed. The respondents’ mean age was 46.3±1.0 years, 61.4% were males, and 72.4% were in the private sector. Majority of the respondents (47%) reported low ICT utilisation for staff recruitment functions, while 41.5% reported moderate and 11.5% reported high levels of ICT utilisation for staff recruitment functions. Majority of the respondents reported that ICT utilisation leads to recruitment of staff with good computer knowledge (56.9%), staff with wider exposure and experience (54.9%), and staff with multi-functional capacities (54.3%). Majority of the respondents also revealed that benefits derivable from ICT utilisation for staff recruitment included speed (98.0%), cost savings (98.0%), effective communication with applicants (96.2%), and obtaining wider range of applicants (98.0%). Challenges associated with ICT utilisation for staff recruitment included low internet penetration (86.0%), and high costs of acquisition and upgrading of software and ICT tools (87.4%). Technology dependence (84.8%), frequency of recruitment in organizations (73.4%), financial capability (85.1%), size of organizations (67.4%), and location of organizations (77.4%) were perceived factors affecting utilisation of ICT for staff recruitment functions. There was a positive and significant relationship between respondents’ business sector and ICT utilisation (X2 = 39.10) r=0.08). The IDI revealed that utilisation of ICT enhanced staff recruitment functions by bridging recruitment cycle and building data bases for future recruitments. However, poor power supply and network failure were identified as challenges. Utilisation of ICT for staff recruitment, selection and placement offers a number of benefits to Human Resource Management practitioners in South-West Nigeria. Human Resource Management practitioners should, therefore, invest more, in acquisition and utilisation of internet facilities and computer software for their recruitment exercises 1 results 1
- Utilisation 1 results 1
- e-recruitment 1 results 1