Abstract:
Globally, information systems have been adopted in various sectors of the economy. The trend is more
entrenched in developed countries. Developing countries have adopted information systems in a lukewarm
manner. Almost every task can be computerized, thereby making it very easy to accomplish various jobs. Human
resource information systems are used to make the various human resource management practices easy to
accomplish and consequently saving on time and costs. The systems can be used in recruitment and selection,
training and development, HR planning, reward management and in performance management to mention but a
few. This study sought to establish whether there is a link between the use of information systems in human
resource practices and ultimately firm performance. Specifically, this paper looks at the influence of HRIS on
training and development. The performance of a firm was looked at in its entirety in the sense that a balanced
score card was employed to view all manifestations of performance of a firm. Kaplan and Norton in designing
the balanced score card posited that performance of a firm can be determined by; financial measure, learning and
growth of employees, customer satisfaction and internal business processes. All these aspects were used to find
out whether there is a relationship between HRIS and the performance of a firm.The study was quantitative as
well as qualitative in nature. Both primary and secondary data were used in this research. Secondary data was
collected from the Capital Markets Authority. The data was in form of financial statements of listed companies
from the year 2001 to 2011. Primary data was collected by the use of questionnaires and through interviews.
Statistical Package for the Social Sciences (SPSS) software, descriptive and inferential statistics was used to
analyze the data in this research.
