Thesis:

Effect of hris on organizational performance International Business machines corporation (ibm) Kenya

This study aimed to assess the impact of the HRIS on the performance of IBM Kenya. It was guided by several specific objectives: to investigate the influence of electronic training management, electronic performance appraisal, electronic payroll processing, and electronic recruitment systems on organizational performance at IBM Kenya. The research framework was grounded in three theoretical models: the TAM, the Theory of Reasoned Action, and the Theory of Planned Behavior. A descriptive research design was employed, which enabled the transformation of collected data into a structured and manageable format. This approach was deemed suitable for identifying characteristics, patterns, and relationships among various variables. The study focused on a population of 205 employees at IBM Kenya. A sample of 136 participants was selected using stratified random sampling, calculated through Taro Yamane’s formula. To ensure objectivity, the stratified sampling method was complemented with simple random sampling techniques. To ensure the credibility of the research tools, expert reviewers and the academic supervisor provided feedback on the questionnaire. The reliability of the instrument was verified using Cronbach’s alpha, with a threshold of 0.7 considered acceptable for internal consistency. Quantitative analysis formed the core of the data evaluation process. This included descriptive statistics such as Ms, SDs, and percentages. A regression analysis was carried out to determine the strength and nature of the relationship between HRIS components and organizational performance. Data were visualized using frequency tables and statistical summaries. The analysis was conducted using SPSS software version 26. Primary data was collected through structured questionnaires using a Likert scale format, while secondary data was sourced from IBM’s official financial records and website. Inferential statistics, including correlation and linear regression analyses, were used to test the hypotheses. The results revealed statistically significant positive relationships between e training (β = 0.414; p < 0.05), e-appraisal (β = 0.518; p < 0.05), e-payroll (β = 0.487; p < 0.05), and e-recruitment (β = 0.589; p < 0.05) systems and overall organizational performance. Based on these findings, the study concluded that all four HRIS components had a favorable impact on performance at IBM Kenya. Key recommendations included enhancing the e-appraisal system’s online ranking features, improving accessibility to detailed and timely payroll information, and optimizing the applicant tracking system and digital resume management functions.