INTRODUCTION
BACKGROUND OF THE STUDY
In a sprouting Nigerian banking industry, strategies are being
adopted by the major players so as to accomplish their long haul hierarchical
objectives productivity and survival.
Since the early 1980s there has been a shift towards more
information technology(IT) focused business processes. First bankof Nigeria
seek to mechanizetheir practices and processes with the use of IT while looking
for cost savingsand to improve efficiency by streamlining processes and
practices. Certainly, inrecent years advanced IT systems have become
fundamentals for First Bank most especially Lagos branch and theyare spending
ever more in them accordingly. Nevertheless,in reality the business world does not
seem to be more streamlined and simple; itseems to be becoming more difficult
and complex; or perhaps we are being forcedto recognize its complexity (Lane et
al. 2004).Serious factors in Implementing Strategic Human Resource Management
in OrganizationalSuccess” have gone through the influence of implementing
Electronic human resource management on theorganizational success and how
implementing such strategies may have the influence to set the organization to
ahigher level of success bearing in mind the process of bringing the vision and
mission of the organization toreality.
Conversely, the ongoing development that have reigned the world
during the last few decades specificallytechnology wise managed to throw its
influence on every aspect of life majorly taking into account theimportance of
the human element in managing and administrating these developments in a way
that guaranteesthe best and most efficient operating of modern technologies.
First Bankis well thought-out to be one of the first and most importance
bankingestablishment in the Nigeria.
The Bank First Bank of Nigeria Plc was instituted by Sir Alfred
Jones, a distribution magnate, in 1894. First Bank of NigeriaPlc has provided
exceptional banking services and therefore, contributed to the economic
encroachment and development ofNigeria for over 113 years. Consolidated as a
restricted risk organization with its head office initially in Liverpool,
FirstBank initiated business on a humble scale in the premises of Elder
Dempster and Company Limited in Lagos underthe name Bank of British West Africa
(BBWA) with paid-up capital of £12,000.00 (Twelve Thousand Pounds). This was in
the wake of retaining its antecedent, the African Banking Corporation, which
was established in 1892, the Bank additionally obtained its first rival, the
Bank of Nigeria (previously called Anglo-African Bank) which was founded in
1899 by the RoyalNiger Company.
Comparatively, both strategic human resource management and
electronic human resource management (e-HRM) are somewhat new research streams.
Strategic HRM writing surfaced about 30 years ago and early e-HRM studies begin
appearing around 1995. Fascinatingly, both research streams bring into play
potentially transformational outcomes for the role of human resource management
within organizations. In the strategic HRM literature, scholars center on
strategic outcomes such as organizational performance, strategic alignment, and
ready for action advantage. In the e-HRM literature, researchers look forward
to internet-based technological innovations to aid in realizing the outcomes
predicted in the strategic HRM literature. Organizational goals for e-HRM
investments consist of cost reduction through streamlining HRM
operationsimproved efficacy through providing better delivery of HRM services
and transformation of the HRM function to a strategic business cohort.
The most important concept that underlies the practice of human
resources managementis that human beings are the most important and crucial
resource and asset for anorganization’s enlargement and development. Also,
organisations must be able to decide the keyrole of human resources (HR) and
bring in or strengthen the suitable HR skillsand capabilities in order to make
HR convincing and a real business partner.
Electronic human resource management practices as a factor of
organizational performance has gain currency in the last two decades in the
banking industryespecially the rapid growth of the First Bank, Nigeria. On the
other hand, the outcomes from the researchers are either inconclusive or
controversial (Qureshi et al., 2007).
The knowledge-intensifying process of the economy and the
correlated rise of organizational networks, withtheir more noteworthy reliance
on qualified and submitted representatives, recognize the requirement for a
type of HRM that takes care of the requests and needs of the administration and
the workers. As a result in today’s IT based economy the need forEHRMsystem has
become imperative to meet the HR challenges of 21stcentury (Zafar, 2010).For
this reason,First bank, Lagos branch have increasingly been introducing
web-based applications for HRM purposes, and these arefrequently labeled as
E-HRM system (Swaroop, 2012).The express development of the Internet during the
lastdecade has also boosted the implementation and application of electronic
Human Resource Management. Surveysof HR consultants notice that both the number
of organizations adopting E-HRM and the depth of applicationswithin the
organizations are continually increasing.
In addition, today the world is becoming moremultifaceted, dynamic
and increasingly uncertain. Globalization archetype, a procedure cultivated and
impelled by quick changes in the information and communication technology, is
making the world economy more interdependent.
Globalization pattern is an important factor that influences
organizations that compete for customers with highexpectations in performance,
quality, & low cost (Friedman, 2007).
Consequently one of the originalcharacteristics of the
globalization paradigm is implementing and promoting the E-HRM system. In other
words,E-HRM can be well thought-out as the main element in capacitating the
globalization paradigm. Developing andmanaging E-HRM system globally, leads to
the development of the office workers who are able to think, beguided and
operate globally. Those who possess such universal skills may have a global
mentality in the context ofweb networks (Hamidi&Sarfarazi, 2010). Hence in
order to implement and develop the E-HRM system globally,particularly in
developing countries like Nigeria, first there is a need for expert, interested
and professional managers in thefield of web and meanwhile significant
ideological changes concerning the role of the E-HRM system shouldhappen to
know how to apply this system’s tools regionally, nationally and
internationally to take basic steps incapacitating globalization paradigm.
Technology develops quickly and keeping pace with the developments
and demandsfor organizational structures is challenging. Being a winner in the
new,more complex economy requires First bank to deploy the right mix of
information,people, and IT capabilities.
This kind of mix is concerned withusing information and knowledge
effectively, and necessitates an appropriate enablingof IT services and
infrastructure. Understanding how people use informationand knowledge is
essential for First bank and key to their strategy development.
Observable, First bank requires its managers to establishan
‘information orientated’ view of the industry in which First bank is
competing,based on how their employees use information and IT to achieve
business results.This is a key strategic priority. Besides, achieving the right
balance betweenbusiness flexibility and standardization cannot be achieved
without a correspondingtransformation of how IT, and especially that part
addressing HRM, is deployedacross the bank. However, first bank had
successfully implemented and utilizesE-HRM approach as the web-based
technologies to provide HRM services within the sector. First E-HRM embraces
e-recruitment and e-learning, the first fields of human resource management to
make extensive use of web-based technology. From this base e-HRM has expanded
to embrace the delivery of virtually all HR policies. Within a system of e-HRM,
it is possible for first bank managers to use desktop computers to arrange and
conduct appraisals, plan training and development, evaluate labour costs, and
examine indicators for turnover and absenteeism. Employees can also use a
system of e-HRM to plan their personal development, apply for promotion and new
jobs, and access a range of information on HR policy. Systems of e-HRM are
increasingly supported by dedicated software produced by private suppliers.
First bank has successfully adopt E-HRM method since itis the (planning,
implementation and) application of information technology for both networking
and supporting at least two individual or collective actors in their shared
performing of HR activities(Strohmeier 2007: 20).
Furthermore, E-HRM is in essence the decentralization of HR
functions to management and employees. They access these functions typically
via intranet or other web-technology channels. The empowerment of managers and
employees to perform certain chosen HR functions relieves the HR department of
these tasks, allowing HR staff to focus less on the operational and more on the
strategic elements of HR, and allowing organisations to lower HR department
staffing levels as the administrative burden is lightened.
It is expected that, as E-HRM develops and becomes more entrenched
in business culture, these changes will become more apparent, but they have yet
to be manifested to a significant degree. A 2007 CIPD survey states that “The
initial research indicates that much-commented-on development such as shared
services; outsourcing and e-HR have had relatively little impact on costs or
staff numbers”.
The greater than ever use of technology is a result of HR
departments in First bank facinggreater efficiency and cost-effectiveness
pressures than ever before. In response tothese pressures, the main motivation
to adopt e-HRM systems is based on the‘transformation of HR’, which means that
e-HRM may improve efficiency, cutcosts and ultimately facilitate a shift in the
HR role to a more strategic level (Parry& Tyson 2011). In other words,
e-HRM, in theory, enables the HR departmentsof first bank to analyze and store
data to increase the flow of workforce informationas well as enabling the
devolution of many routine administrative and compliancefunctions traditionally
performed by corporate HR departments (Bondarouk et al.
2009; Tansley 2001). Therefore, e-HRM systems in general have the
potential toenhance the contribution HR makes to the company’s strategic aims
(Kavanagh etal. 2012).Though, IT issues in HRM research are not well-structured
(Hoobler&Johnson 2004), and the e-HRM research field is still in its
infancy and is supportedby only limited empirical evidence.
Statement of the problem
At the point when administration collaboration are not
legitimately controlled and took care of, or not even handled at all, the
outcome is poor perception or service quality and customer dissatisfaction,
Hence the need for properly managed E-HRM frame.
The banking sector improvement in Nigeria, particularly the
recapitalization policy initiative has absolutely posed someproblems and
challenges to both the banking system and economy. One major of the issues
arising from the reform thatrequire attention is the human resources management
in the consolidated banks. This research considers the factors that geared
towards the adoption of Electronic human resources management (E-HRM) framework
and provides empirical evidence from Nigeria. There is the need for study on
the E-HRM impact on banks performance in the post consolidationera in Nigeria.
The study tries to identify whether certain innovative E-HRM practices have
stronger significant effect thanothers and the significance of the identified
Electronic human resources practices implemented in First bank of Nigeria
Objectives of the Study
By depiction from the various scientific disciplines such as HRM,
IS and FutureStudies, the aim of this study is to contribute to the
existinge-HRM literature in an international context. In synopsis, this study
extends the theoretical foundations from the fields of HRM and IS to the
e-HRMfield, and the study concludes by merging these theories with a
discussionof what constitutes truly global e-HRM.
The specific objectives of the study are to:
To determine the importance of E-HRM in Lagos State First bank.
To examine the impact of human resources management on employee
through the use of ICT.
To study the role play by human resource management in the
implementation of E-HRM.
To investigate the impact of E-HRM on Staff in first bank of
Nigeria.
To make suggestion on Human resources management patterns with the
view of improving employee’s performance.
Significance of the Study
The saying that people are the most significant asset has been a
recurringtheme in many firms and organisations, which is also true to First
bank.A First bank’s effectiveness seriously depends on its trustworthiness.
Trustworthinessrefers to a first bank’s capacity to keep track of, and
carefully analyse, themany factors that affect its core business, namely to
maintain price and financialstability. It also necessitates the ability to
respond with sound and well-thought outpolicies as and when the need arises.
This, in turn, principally depends on the qualityof the staff, such as
essential skills, expertise, and, experience and sound judgment.
Thus, managing human resources effectively is a critical element
in maintainingan effective and credible first bank.To the participating first
banks, this study would enable them to reviewtheir current E-HRM practices and
policies based on the best HRM practices andpolicies of other banks and
organisations; and reinforce their commitmentto manage their human resources
effectively as a critical element in maintainingan effective and credible first
bank.
In general there are four necessary requirements to be considered
in the E-HRM; first the
units of human resources are asked to focus on the strategic
questions; second these units need to be flexible in policy making and
practical actions. And third the units of human resources should work
effectively and be aware of the costs. Four, the units of human resources
should be at the service of managers and workers. In short, these units must
focus on the strategy, flexibility and be efficient and customer-oriented
simultaneously (Kaur, 2013).
Research question
In order to tackle existing research gaps and meet its own
objectives, this studyaims to answer the following research questions:
1) What factors influence the acceptance and use of e-HRM in First
bank subsidiaries?
2) How do these factors influence e-HRM’s strategic potential and
other outcomes?
3) What are the likely future trends in ICT and what implications
will thesetrends have for HRM and e-HRM?
STATEMENT OF HYPOTHESIS
Is there a relationship between EHRM and efficient service
delivery in the bank?
Is there a significant relationship between ICT and Human Resource
Management resulting to EHRM?
Is there any positive relationship between successful
implementation of EHRM and effective performance in Lagos state First bank of
Nigeria?
Limitations
The limitations for this study are as follows:
Limited time available on the part of the researcher to carry out
an extensive investigation and high cost of acquiring needed material
The results are restricted by the instrument used.
The results are self-reported in nature and some variables are
based on respondent opinions.
The respondents may not have had enough knowledge to respond
accurately.
The results are limited to the population of first banks in Lagos
State of Nigeria. The results cannot be generalized to other first banks
outside the specified state and nations.
Scope of the study
The critical success factors employ in implementing EHRM practices
in first bank on the performance of the firm as a study of selected first banks
in Lagos State was the influence of this study with a major focus only on first
bank. Other areas focus by the study were critical examination of the
successful factors used in influencing positive implementation of EHRM
practices as a strategy to facilitate first bank growth and workers performance
in the banking sector
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