HUMAN RESOURCE INFORMATION SYSTEM AND HUMAN RESOURCE MANAGEMENT PRACTICES IN DEPOSIT MONEY BANKS IN RIVERS STATE, NIGERIA

Abstract

This study investigated the relationship between Human Resource Information System (HRIS) and two key measures of human resource management practices: E-Performance Appraisal (E-PA) and E-Career Advancement (E-CA) in deposit money banks in Rivers State, Nigeria. The study adopted an explanatory survey research design underpinned by positivist philosophy. A structured questionnaire validated for face and content validity and confirmed reliable via Cronbach alpha (coefficients between 0.761 and 0.794) was administered to 150 managerial staff across Access Bank Plc, Guaranty Trust Bank Plc, and United Bank for Africa Plc; 123 copies were retrieved and analyzed. Spearman's rank-order correlation coefficient was employed for hypothesis testing using SPSS Version 22.0. Results revealed significant positive relationships between HRIS and E-Performance Appraisal (r = 0.528, p < 0.05) and between HRIS and E-Career Advancement (r = 0.453, p < 0.05). The study concluded that HRIS significantly enhances performance appraisal effectiveness and career advancement processes in Nigerian deposit money banks. Banks are recommended to invest in comprehensive HRIS platforms with integrated appraisal and career management modules, and to build HR professionals' capacity to harness HRIS data for evidence-based appraisal and career development decisions.