CHAPTER ONE

INTRODUCTION

1.1   Background of the Study

        Information plays an important role in the transfer of mankind from ancient times to the resent, where this age is describe as information era because of the importance of information in conducting of people life especially economically. So attention has increased toward information systems and investment in it to reach an accurate output, able to meet the user’s needs, through the development, activation and increase the efficiency of its components.

        The design of the human resources information systems assists in measuring the value of the human resources in a fiscal way and contributes to plan these resources on the economic unit, as well as the national one through the contribution in drawing the labor and employment policies and the other linked polices as migration, payments, promotions, and motives in a scientific way. The importance of human resources spurs out in the industrial and service projects through affecting the market valve of these economic units in the bank and commercial projects, as to their contribution to the economic processes used by these units and what these resources could form and occupy of the tangible and intangible that could affect in a way or another on the performance continuation of these corporations, as a result, it is necessary to concern all the data related to human resources to be possible to get their benefit in all domains that need more improvement in performance.

        The increasing pressure to support strategic objectives and the greater focus on shareholder value have led to changes in both job content and expectations of HR professionals (Ball, 2000). Similarly, Schuler et al., (2001) and Mayfield et al., (2003) noted that one such major changes included contemporary use of Information Systems (IS) in support of the HRM process. More so, acareful analysis indicated that increased human resource information systems (HRIS) usage enabled improved professional performance and thus facilitated involvement in internal consultancy activities.

        Management attention has increased in the importance of the human element within the Organization, seek to empower employees, provide opportunities for continuous learning and foster the spirit of partnership and cooperation to achieve the desired objectives of the business. Human recourses information systems is one of the most important systems used in the facility, Because the effective use of these systems is useful in achieving the Organization’s objectives, and performance development through proper application. These systems help to improve the performance of the human resources function by providing managers with information necessary to support resolutions on human resources management. The industrial sector, Like other sectors need these systems, especially in light of the fierce competition, where the need to increase the efficiency and effectiveness of human resources to exploit most of the limited resources available for more output and adequate quality, particularly through control and reduce costs.

1.2   Statement of the Problem

        Human resources have become one of the main effective competitive factors in the institution which gave it a strategic dimension in its management, making the human resources turns from function framework to its strategic role because the traditional role of human resource is no longer enough to achieve competitive discrimination in the organization. Therefore there is need to investigate the effect of management information systems to human resources development in University of Uyo, Nigeria.

1.3   Objectives of the Study

        The main objective of this study is to examine the effect of management information system to human resource development. The specific objectives include the following:

1.     To determine relationship between human resource system and      training needs in University of Uyo, Nigeria.

2.     To determine the relationship existing between the employee and employer as regard to management information system in        University of Uyo, Nigeria.

3.     To determine the process of selection/recruitment of human   resources and organizational achievement in University of Uyo,     Nigeria.

4.     To make useful recommendations based on research findings of     this study.

1.4   Research Questions

        The following research questions were stated to guide this study:

1.     Is there any relationship between human resource system and       training needs in University of Uyo, Nigeria?

2.     Is there any relationship existing between the employee and   employer as regard to management information system in   University of Uyo, Nigeria?

3.     Is there any significant relationship between the    selection/recruitment of human resources and organizational        achievement in University of Uyo,         Nigeria?

1.5   Research Hypotheses

        The following research hypotheses were formulated to guide this study:

Hypothesis 1

H0:    There is no significant relationship between human resource   system and training needs in University of Uyo, Nigeria.

H1:    There is no significant relationship between human resource   system and training needs in University of Uyo, Nigeria.

Hypothesis 2

H0:    There is no significant relationship existing between the employee and employer as regard to management information   system in University of Uyo, Nigeria.

H1:    There is no significant relationship existing between the employee and employer as regard to management information   system in University of Uyo, Nigeria.

1.6   Significance of the Study

        In this study, the researcher set out to examine the effect of management information system to human resource development with the aid of highlighting the inherent problem encountered in the most organizations for lack of effective management information system. It is expected that this work will be of interest to the owners of business enterprises, the government, students and the general public.