Professional Documents
Culture Documents
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information database for the use in different organizations. The
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Information technology (IT) is recognized as a critical
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A common thrust among these studies points to the importance
This trend however did not exclude the banking industry both in
operate in the country, they now address the need for strategic
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Application Processing (SAP). The module integrates all the
must change with it. They must adjust and adapt to new
difficult tasks that test the ability of the human resources manager.
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i) Firstly, a major problem identified is the issue of the high
industry.
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iii) This study will also determine if information technology has
v) Lastly, the study will also find out if the bank has the ability
effectively.
audits.
compensation.
resource personnel.
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5) Lastly, the study will allow the reader understand how
iv) How has information technology help to increase the skills and
practice.
Personnel.
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Hi: Information technology has a direct effect on the
Personnel.
The scope of this study will determine those factors that are
that arise.
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business functions such as managing cash flow, making
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CHAPTER TWO
REVIEW OF LITERATURE
2.1 INTRODUCTION
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organization and the use of appropriate human resource
include:
manpower.
enterprises.
development of manpower.
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performed. Thus, the following are the identified reasons for
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reason has been attributed to declining motivation to
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help reduce work alienation, employee’s frustration and
the basic human goals. Schein (1970) and Mathis and Johnson
resources management.
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money is the most important motivator of all people Mathis
of the details, and that the solution they select will stand the
test of time?
technology.
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transmission schedule and delivery method can help to
elements.
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Who is responsible for implementing, or building, the
topic can provide insight into subtle areas that might initially
Who will own the data? The answer to this question should
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Will employees be able to enroll in benefits plans and make
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data before it is transmitted to carriers, and should also
employee data.
messages.
carrier billings to make sure they agree with the data in the
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Interchange) department to interact with the carrier’s own,
more than pay for the difference with features that enable
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CHAPTER THREE
RESEARCH METHODOLOGY
3.3 POPULATION
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management functions in the banking industry using Zenith
Bank as a case study. The organization has about 3,536 staff
strength.
However, it will often be a futile effort to attempt to work
with the entire population. As a result, it is necessary to
choose a sample to represent the entire population and this
will be given in the subsequent segment.
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sampling will be implored in order to give every member of
the population equal chance of being selected.
3.5 INSTRUMENT FOR DATA COLLECTION
The researcher is going to use interview and questionnaire
methods. Both methods will be designed in such a way that
it will obtain the needed information from the respondents.
The questions in the questionnaire will be carefully framed
by making sure that the questions are not biased and make
sure that it will be tested through the pilot test.
The researcher will make sure that the respondent does not
misunderstand the questions. However, secondary source of
information such as textbook journals magazine notebook
and other relevant publications on the subject matter will be
use.
3.6 VALIDATION OF INSTRUMENT
X2 = Σ (O-E)2
E
Where
X2 = Chi-square
Σ = Summation
O = Observed frequency
E = Expected frequency
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CHAPTER FOUR
4.1 INTRODUCTION
square (x2) statistical method. The test was carried out at 0.05
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Plc.
Total 100 91
Source: Field Survey, February, 2011.
SECTION A
Personal Information of Respondents
This section aims at understanding the socio-economic
characteristic of the respondents which is broken down into
various categories.
Table 1: Respondents’ Classification According to Gender
GENDER FREQUENCY PERCENTAGE
(%)
Male 49 53.8
Female 42 46.1
TOTAL 91 100
Source: Field Survey, February, 2011.
The table above shows that male respondents consisting of 53.8
percent are majority, while 46.1 percent are females. Therefore,
inference drawn was that male respondents are more than their
female counterparts.
Table 2: Respondents’ Classification According to Age
AGE FREQUENCY PERCENTAGE
(%)
Below 20 years - -
20-30 years 59 69.0
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31-40 years 28 25.4
41- 50 years 4 5.6
51 years and above - -
Total 91 100
Total 91 100
Source: Field Survey, February, 2011.
Based on the information above, respondents who are below 10
years in service are 56.1 percent, 10-20 years; 14.3 percent,
while those who are above twenty-one years in service comprises
29.6 percent. The inference drawn here is that all respondents
had experience and fit to respond to questions with experience
gathered.
Table 6: Respondents’ Classification According to Martial
Status
MARTIAL STATUS FREQUENCY PERCENTAGE
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(%)
Married 59 64.8
Single 26 28.6
Widowed - -
Divorced - -
Separated 6 6.6
Total 91 100
Source: Field Survey, February, 2011
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Again, on the issue whether the bank is able to obtain the necessary
manpower to operate the equipment purchase. It was observed that all the
responses from the respondent strongly agreed to the opinion on table seven
(7) columns 3.
On the issue whether information technology help to increase the skills and
Furthermore, it has observed that column 5, table seven (7) shows that
of the respondent that strongly agree agreed and undecided with 56 (61.5%)
It was also find out that, column 8 looked at whether there is impact of
bank, thus, 91 (100%) which show that all the responses from the
The table (7) column (9) reveal that 88 (96.7%) strongly agree, 3(3.2%)
are undecided.
In the same vein, we observed that most of the respondents are not sure
with the opinion table (7) column 11 with (49.4.7%). While the remaining
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Table seven (7) column 12 also ex-tray that 22 (36.70%) strongly agreed, 28
strongly disagreed.
Table seven (7) column 13 depict that almost all the respondent strongly
undecided, respectively.
Table (7) column 14, it was observed that most of all the respondents
strongly agreed with 91(100%) that there is high rate of poor and adequate
Table seven (7) column 15 also ex-tray that 44 (48.4%) strongly agreed, 24
Lastly, the findings showed that 49.4% strongly agreed and 42.8%, 6 (6.5%)
the issue of the high cost of purchasing new technology for adequate human
resource management practice.
chapter one, thereby putting to test the implication of findings such that if
a given statement through relevant data collection from the field work.
Hypothesis One
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Using (x2) chi-square ∑(O – E)2
E
Where O = Observed Frequency
E = Expected Frequency
X2 = Chi-Square
∑ = Summation
X2 = 249.85
than (x2) chi-square calculated therefore the null hypothesis will be rejected
management practice.
Discussion
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The need for Human Resource information technology systems is increasing.
With Human Resource staff finding a vast array of options in Human Resource
the department and company’s needs. These questions will lead you to the
Hypothesis Two
H0: Information technology does not have direct effect on the competencies
and skills of the human resource Personnel.
Hi: Information technology has a direct effect on the competencies and skills
E = Expected Frequency
X2 = Chi-Square
∑ = Summation
X2 = 182.2
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Level of significance = 0.05
According to the tested hypothesis Two (x2) chi-square tabulated is less than
(x2) chi-square calculated. Hence the null hypothesis will be rejected while
has a direct effect on the competencies and skills of the human resource
Personnel.
Discussion
Social and human relations view: this assumption about human nature is that
productive worker”.
The social view about human nature about the human relations approach
emotions. The authors added that managers were told that to be effective,
process (as long as they could not hurt anything) was supposed to lead to a
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CHAPTER FIVE
5.1 INTRODUCTION
5.2 SUMMARY
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and returned. Two hypothesis were formulated in orders to give
This aspect portrays what really transpired from the findings of the
management.
profitability.
resource personnel.
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• That the study allow the reader understand how information
5.4 CONCLUSION
arrived at:
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• There is Changes in the economic, social political, religious,
management.
profitability.
5.5 IMPLICATIONS
the work place is managed, and it will point out the changes and
The information technology can save everyone time and expense once
goals to enhance efficiency and reduce cost, but most importantly, they
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are being implemented in the organizations that allow Human Resource
without requiring the user to actually maintain the data. The new
5.6 RECOMMENDATIONS
Banking sector.
management department.
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Effects of strategic human resource management and Organizational
Banking industry.
REFERENCES
Baldwin, Gray and Johnson, (1995). Technology Use, Training and Plant-Specific
Knowledge in Manufacturing Establishments", Research Paper, No 86, Ottawa:
Statistics Canada.
Banjoko, S.A (2005) Management: An Expository Approach Republished Edition.
Damodar and Golhar, (1994). "HRM Practices in Large and Small Manufacturing
49
Emery G, (1997) Management Information System for the Critical Strategic
Gatewood R and Field S, (1987) "A Personnel Selection Programme for Small
Gilbert and Jones, (2000) "Managing Human Resources in New Zealand Small
Henry C.L (2000) Information Technology for Management, London: MacGraw Hill.
Murray, R.S (2000) Theory and Problems of Statistics, London: Machrove Hill.
Schein (1970), Organization Psychology 2nd Ed. (Englewood Cliffs, N.J.: Prentice-
Schemerhom, J.R (2001) Management for Productivity, New York: John Wiley and
Son.
Tunde, Obadina (2010). The Myth of Neo-Colonialism. Nigeria. Retrieve May 10th
2010 from http: /www.africaeconomicanalysis.org/article
Walter, R(1999): How Europe Underdeveloped Africa (Rv. ed). Abuja, Nigeria:
University Press.
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APPENDIX
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QUESTIONNAIRE
LAWAL I.O
APRIL, 2009
SECTION A
PERSONAL DATA
Instruction: Please tick (√) as appropriate:
1. Gender
(a) Male [ ]
(b) Female [ ]
2. Age
(a) Below 20 years [ ]
(b) 20 – 30 years [ ]
(c) 31 – 40 years [ ]
(d) 40 and above [ ]
3. Educational Qualification
(a) Primary Education [ ]
(b) Secondary Education [ ]
(c) Post Secondary Education [ ]
(d) Others please specify [ ]
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4. Length of Service
(a) Below 5 years [ ]
(b) 5 – 10 years [ ]
(c) 11 – 15 years [ ]
(d) 16 and above [ ]
5. Occupational Status
(a) Top Management [ ]
(b) Middle Management [ ]
(c) Lower Management [ ]
6. Marital Status
(a) Single [ ]
(b) Married [ ]
(c) Separate [ ]
(d) Divorced [ ]
SECTION B
RESPONDENT’S PERCEPTION ON THE “INFORMATION TECHNOLOGY
ON HUMAN RESOURCE MANAGEMENT PRACTICE IN ANY
ORGANIZATION”
7. Information technology has a direct effect on the competencies and skills of
the human resource Personnel.
(a) Agree [ ]
(b)Uncertain [ ]
(c) Disagree [ ]
8. There is a significant relationship between information technology and human
resource management practice.
(a) Agree [ ]
(b)Uncertain [ ]
(c) Disagree [ ]
9. The bank is able to obtain the necessary manpower to operate the equipment
purchased.
(a) Agree [ ]
(b)Uncertain [ ]
(c) Disagree [ ]
10. How has information technology help to increase the skills and competencies
of the human resource personnel?
(a) Agree [ ]
(b) Uncertain [ ]
(c) Disagree [ ]
11. To what extent has information technology help to minimize or eradicate
human error or manipulations in some areas of human resource management?
(a) Agree [ ]
(b)Uncertain [ ]
(c) Disagree [ ]
12. To what extent has the information technology helped the bank to have a
competitive advantage, increase market share and increase profitability?
(a) Agree [ ]
(b)Uncertain [ ]
(c) Disagree [ ]
13. What is the impact of information technology on human resource
management practice in the bank?
(a) Agree [ ]
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(b)Uncertain [ ]
(c) Disagree [ ]
14. The study will allow the reader understand how information technology will
helped the Human Resource Managers in problem solving and analyzing
competencies.
(a) Agree [ ]
(b)Uncertain [ ]
(c) Disagree [ ]
15. The study will also show how information technology will increase the
development of competencies of the human resource personnel.
(a) Agree [ ]
(b)Uncertain [ ]
(c) Disagree [ ]
16. The ability of the bank to reduced fraud and increase transparency and
accountability in the area of staff compensation.
(a) Agree [ ]
(b)Uncertain [ ]
(c) Disagree [ ]
17. Do you agree that your organization lack adequate and updated information
technology to evaluate employee performance which often time may lead to low
organizational performance?
(a) Agree [ ]
(b)Uncertain [ ]
(c) Disagree [ ]
18. Do you agree that there is high rate of poor and adequate training facilities in
most Nigerian organization even though there is a dynamics technological
innovation in the Banking industry?
(a) Agree [ ]
(b)Uncertain [ ]
(c) Disagree [ ]
19. There is Changes in the economic, social political, religious, educational,
Scientific and especially in the area of information technology in the organizations?
(a) Agree [ ]
(b)Uncertain [ ]
(c) Disagree [ ]
20. Do you agree that the issue of the high cost of purchasing new technology for
adequate human resource management practice?
(a) Agree [ ]
(b)Uncertain [ ]
(c) Disagree [ ]
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