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The perceptions of employees on the use of human resource information systems in recruitment and selection functions at the School of Management, IT and Governance.

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There has always been a growing need for organizations to achieve organizational goals and functionality in the work environment. Studies conducted over a long time show that traditional ways of doing things in human resource management have been moved to strategic human resource management using substantial involvement of Information Technology. This research explores University of Kwazulu-Natal employees’ perceptions towards the use and functionality of Human Resource Information Systems in recruitment and selection functions in the School of Management, IT and Governance in Pietermaritzburg and Westville Campus. The main objectives were to explore employees’ perceptions on the design and use of human resource information systems, identify the advantages of using HRIS in selection and recruitment functions, and their overall perceptions of its use on selection and recruitment functions. Descriptive research was conducted to provide an accurate description of the subject matter. The quantitative research method was conducted to provide a more comprehensive statistical and graphical understanding of the information collected. The target population was 61, where 52 respondents were selected as the sample for the study. Due to the COVD-19 pandemic, remote data collection was adopted. The questionnaires were captured on the Google Form, and the link was subsequently sent to each of the respondents via email. The responses were downloaded and re-coded in Excel, which was later exported into the SPSS, version 26. Based on the data, only 42 of the respondents completed the questionnaires online. This represents 86.77% active response rate. The measuring instrument reliability was determined using Cronbach's alpha efficient, while the validity was determined through exploratory factor analysis. The results showed a significant relationship between the perceptions on the use and design of HRIS and benefits of HRIS (r = 0.236, p < 0.05). Furthermore, there was a significant positive correlation between the benefits of HRIS and the perceptions on the use of HRIS in the recruitment process (r = 0.464, p < 0.05). Lastly, there was a significant positive relationship between the perceptions of HRIS in the recruitment and selection process (r = 0.550, p < 0.05). The study recommends that the University continue to integrate HRIS into its HR activities such as recruitment and selection, job analysis, human resource planning, training and development, compensation, and succession planning.


Masters Degree. University of KwaZulu-Natal, Pietermaritzburg.