adopción y aplicación de las tic en la gestión de recursos humanos

7/21/2019 Adopcin y Aplicacin de Las TIC en La Gestin de Recursos Humanos

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The Journal of Commerce, Vol. 4, No. 2,ISSN: 2218-8118, 2220-6043Hailey College of Commerce, University of the Punjab, PAKISTAN

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ADOPTION AND APPLICATION OF INFORMATION ANDCOMMUNICATION TECHNOLOGY IN HUMAN RESOURCESMANAGEMENT: THE UNIVERSITY OF NIGERIA EXPERIENCE

AGALAMANYI, CHRISTOPHER*

EME, OKECHUKWU INNOCENT

EMEH, IKECHUKWU EKE JEFFRY

AbstractExcellent organizational arrangement single-handedly does not guarantee enhanced

performance and increased productivity butwith well-managed personnel. Human resourceis therefore, a critical factor in the attainment oforganizational goals. This is because all theorganizational activities are initiated anddetermined by the persons who make up thatinstitution; as plants, offices, computers,automated equipments and all else that amodern firm uses are unproductive except forhuman effort and direction. The special abilities,skill and knowledge needed to turn thing aroundin any organization for good are embedded inhuman beings and to get things done well in theorganization, those latent skills, talents,knowledge, skills abilities and capabilities areharnessed through a process called humanresources management. The use of tools andtechnology has been argued to have helped theharnessing of the potentials of the persons in an

organization. However, these abilities andcapabilities of these persons to contributesignificantly to the attainment oforganizational goals have contemporarily, beenhindered and hampered by some issues that aresolvable by information communicationtechnology (ICT). ICT has been said to have asignificant relationship with human resourcesmanagement. It is on this note that this paperseeks to x-ray the adoption and application of

*[email protected],[email protected],[email protected] of public administration and localgovernment studies, University of Nigeria,Nsukka

ICT in human resources development, using theUniversity of Nigeria as a study area.

Keywords: human resource, management,information technology, organizational goals,ICT.

INTRODUCTIONAlthough Information and communicationTechnology (ICT) provides enormousopportunities such as storing, processing,retrieving, disseminating and sharing ofinformation in organization, its use within theUniversity in the developing countries is still

plagued with many problems that hindereffective and efficient management, even thoughits adoption has been shown to improveUniversities performances since ICT is knownas a tool that improves organizationscompetitiveness (Sheppard & Hooton, 2006;Alam et al, 2007 and Apulu &Latham, 2009).Universities world over, are highly reputed forand regarded as centres for training andproduction of high caliber manpower that everycountry requires for its development. This,however, is based on the level of information

they poses, how they communicate it and whattechnology available to them. In Nigeria, one ofsuch institutions is the University of Nigeriafounded in 1960. The university has, at itsdisposal, personnel with enormous humanresources, for the attainment of its aims andobjectives in teaching and research which mustas a matter of strategy and policy, be managedand administered well to ensure effective andefficient results. It is this quest for efficiency thatnecessitated the pursuit for better managementof the staffs of the University necessitated also

by the changes which modern organizationsheralds and which call for changes in the modusoperandi of the University of Nigeria hencethese changes brought about by newtechnologies have had significant impact on theway the University staffs live and work.However, these changes-turned-challengesemanated from the pervasiveness of information


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Adoption and Application of Information and Communicational Technology

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and communication technology (ICT) in allsectors of human activity. Information andcommunication technology which refers to anytechnology that facilitates communication andassists in capturing, processing and transmittinginformation electronically, offers tremendouslyoverwhelming opportunities and capabilities

such as storing, processing, retrieving,disseminating and sharing of information inorganization such as the University of Nigeria.Its adoption was to help the University achievecompetitive advantage. Howbeit, its usage hasbeen problematic as the majority of theUniversity staffs are not computer literate or ICTcompliant. Resultantly, some of them hate theidea and therefore oppose the changes thataccompanied its adoption, leading to poorapplication of the ICT related tools andmachines, and that makes this research work a

necessity especially now that all aspect of workis digitalized. This is so because for a giveninstitution, whatever the degree of its economicviability, the attainment of its objectives as wellas the well being of its staff is proportional to thelevel of skills, knowledge and qualifications ofits staffs as highly skilled workers have thetendency to increase the organizationalcompetitive advantage and also increase theirown job/professional competences. This isbecause well qualified workers are betteradjusted to possible changes in job profiles; less

vulnerable to possible loss of employment; ableto update and upgrade their skills andcompetencies.Suffice it therefore to say that the University ofNigeria has kept pace with technological trendssince inception; trends that have brought aboutchanges in the job profiles. In recent times, ICThas been avidly evolved as evidenced in thelaunching of the University of Nigeria Portal forall students and staffs profile management; theUniversity of Nigeria Nsukka website fordissemination of information; the M.I.S forinformation and data management; Internetfacility for free browsing; the University ofNigeria, Nsukka cybercaf and a digitalizedLibrary. These developments were to help theUniversity in the Management of her HumanResources especially in the area of staffrecruitment vis--vis online recruitmentadvertisement, staff remuneration and general

staff profile management, as data managementhas become one of the critical issues in modernorganizational management. Yet, ICT have notthrived in the University because of poorapplication and other related factors such asinadequate ICT related skilled manpower(Woherem, 1993; Kunda & Brooks, 2000).

Prior to the adoption of information andcommunication technology (ICT) in Nigeria,organizations have been functional and efficient.However, the complexity of modernorganization which characterizes todaysorganization, the University of Nigeriainclusive, has warranted the adoption of ICT.This is in respect of the gains associated with theapplication of ICT in the organizations of thewestern world. Such expected gains have eludedus in this side of the world. Many scholars haveaverred that the reason is because ICT have not

been fully incorporated into the operations ofthe African organizations (Okot-Uma, 1992;Kuteyi, 2009) such as the University of Nigeria,mainly because of lack of skilled manpower inthe area of ICT and this explains why the muchdesired gains have not be obtainable in oursociety. In the University of Nigeria for instance,the expected gains of ICT have not been obviousbecause of poor application and other relatedfactors, some of which are deeply rooted in theculture, history and administrative behavioursof the people so much so that measures put in

place to enable efficient application of ICT inNigerian Universities have not yielded muchdesired result.On the basis of the above, the paper is guided bythe three hypotheses below:1. The efficient and effective management

of human resources in NigerianUniversities is significantly correlated tothe efficient and effective application ofInformation CommunicationTechnology (ICT) in the management ofthe Universities.

2. Poor application of informationcommunication technology (ICT) inNigerian Universities significantlycorrelates with the structural,operational, economic and socio-cultural issues in the management of theUniversities.


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3. That the expected gains of effective andproper application of informationcommunication technology (ICT) in theNigerian Universities have eluded theUniversity of Nigeria relatessignificantly the poor application of ICTin the University.

CONCEPTUAL DISCOURSEInformation and communicationtechnologyInformation has always played a very importantrole in human life, but in the mid-20th century,it increased immeasurably as a result of socialprogress and the vigorous development inscience and technology (Ogunsola & Aboyade,2005). Such increased role suffices the assertionthat rapid expansion of a mass of diversifiedinformation is occurring, which has received thename information explosion. As a result theneed has arisen for a scientific approach toinformation and for elucidation of its mostcharacteristic properties which has led to twoprincipal changes in interpretation of theconcept of information. First, it was broadenedto include information exchange not onlybetween man and man but also betweenmachine and machine. The pace of changebrought by new technologies has had asignificant effect on the way people live, work,and play worldwide (Trostnikov, 1970).

Information and Communications Technologyor information and communication technology,usually abbreviated as ICT, is often used as anextended synonym for information technology(IT), but is usually a more general term thatstresses the role of unified communications andthe integration of telecommunications(telephone lines and wireless signals),computers, middleware as well as necessarysoftware, storage- and audio-visual systems,which enable users to create, access, store,transmit, and manipulate information. In other

words, Information and CommunicationsTechnology (ICT) consists of InformationTechnology (IT) as well as telecommunication,broadcast media, all types of audio and videoprocessing and transmission and network basedcontrol and monitoring functions. Theexpression was first used in 1997 in a report byDennis Stevenson to the UK government and

promoted by the new National Curriculumdocuments for the UK in 2000.The term Information and CommunicationsTechnology (ICT) is now also used to refer to themerging (convergence) of audio-visual andtelephone networks with computer networksthrough a single cabling or link system

(Wikipedia, 2010). There are large economicincentives (huge cost savings due to eliminationof the telephone network) to merge the audio-visual, building management and telephonenetwork with the computer network systemusing a single unified system of cabling, signaldistribution and management. This in turn hasspurred the growth of organizations with theterm ICT in their names to indicate theirspecialization in the process of merging thedifferent network systems.The Parliamentary Office of Science and

Technology, (2006) defined Information andCommunication Technology (ICT) as anytechnology that facilitates communication andassists in capturing, processing and transmittinginformation electronically, hence somecommonly used ICT in many developingcountries include Radio, television and printmedia. Accordingly, it averred that modern ICTsuch as software, mobile phones and associatedapplications such as VOIP (transmittingtelephone calls over the internet) have becomeavailable to many countries worldwide in recent

years. However, the most rapid growth is inmobile phone usage. Again, Trostnikov (1970)opined that rapid communication, plusincreased access to IT in the home, at work, andin educational establishments, could mean thatlearning becomes a truly lifelong activity- anactivity in which the pace of technologicalchange forces constant evaluation of thelearning process itself. Communication can bedescribed as the process of transmitting andreceiving ideas, information, and messages. Inkeeping with their complex nature and multipleapplications, Information and CommunicationTechnologies (ICTs) may be viewed in differentways. The World Bank defines ICTs as the setof activities which facilitate by electronic meansthe processing, transmission and display ofinformation (Rodriguez and Wilson, 2000). ICTsrefers to technologies people use to share,distribute, gather information and to


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communicate through computers and computernetworks (ESCAP, 2000). ICTs can be describedas a complex varied set of goods, applicationsand services used for producing, distributing,processing, transforming information-(including) telecoms, TV and radiobroadcasting, hardware and software, computer

services and electronic media (Marcelle, 2000).ICTs represent a cluster of associatedtechnologies defined by their functional usage ininformation access and communication, ofwhich one embodiment is the Internet. Hargittai(1999) defines the Internet technically andfunctionally as follows: the Internet is aworldwide network of computers, butsociologically it is also important to consider itas a network of people using computers thatmake vast amounts of information available.Given the two basic services of the system

communication and information retrieval- themultitude of services allowed..isunprecedented. ICT, represented by theInternet, deliver at once a worldwidebroadcasting capacity, a mechanism forinformation dissemination, a medium forinteraction between individuals and amarketplace for goods and services (Kiiski andPohjole, 2000). As pointed out by Capron (2000),mails, telephone, TV and radio, booksnewspapers and periodicals are the traditionalways users send and receive information.

However, data communications system-computer system that transmits data overcommunications lines such as telephone lines orcables have been evolving since the mid-1960s.One of the most dramatic advances incommunication potential- data communications-is found in the field of computer technology.Since the first development of the modernelectronic digital computers in the 1940s,computerization has infiltrated almost everyarea of society in nations with advancedtechnology. Computers are available in manyformats for use in industries, businesses,hospitals, schools, universities, transportnetworks and individual homes. Small or large,a computer network exists to provide computerusers with the means of communicating andtransferring information electronically. The useof Internet has revolutionized access toinformation for the business world, libraries,

education and individuals. A few of the mostpopular include E-mail (electronic mail), WorldWide Web, FTP (File Transfer Protocol), Usenet,and Telnet. The Internet and its technologycontinues to have a profound effect inpromoting the sharing of information especiallyin academic world, making possible rapid

transactions among businesses, and supportingglobal collaboration among individuals andorganizations. Learning resource centres nowoften contain learning materials published onCD-ROM and most colleges are connected to theInternet. These technologies have the potentialto develop virtual campuses and thus increasestudent access and participation. Informationtechnology provides access to mainstreammaterials and enables students to express theirthoughts in words, designs and activities despitetheir disabilities. World Wide Web can be

described as a library of resources available tocomputer users through the global Internet. Itenables users to view a wide variety ofinformation, including magazine, archives,public and college library resources, and currentworld and business news. CAFRAD (2010) saysthat ICT stands for Information &Communications Technology; a phrase used todescribe a range of technologies for gathering,storing, retrieving, processing, analyzing, andtransmitting information.

Human Resource ManagementHuman Resources Management as a concept hastwo key words- management and humanresources. Management is the act of handling orcontrolling something successfully. It could bethe skillful handling or use of something such asresources. Management in simple terms meansthe act of getting people together to accomplishdesired goals. It comprises planning,organizing, resourcing, leading or directing, andcontrolling an organization (a group of two ormore people or entities) or effort for the purpose

of accomplishing a goal. Resourcingencompasses the deployment and manipulationof human resources, financial resources,technological resources, and natural resources(Microsoft Encarta 2009).The importance of human resources in anyorganization cannot be overemphasized. In fact,the ability of any organization to achieve its


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goals depends on the caliber of its humanresources and more importantly, on howeffectively they are managed (Ezeani, 2002).There is no doubt that the ability of anyorganization or society to achieve its goalsdepends to a large extent on the caliber,organization and motivation of its human

resources. This point was succinctly captured byLikert (1974).

all the activities of anyenterprise are initiated and determinedby the persons who make up thatinstitution. Plant, offices, computers,automated equipments, and all else thata modern firm uses are unproductiveexcept for human efforts and direction.

Similarly, Harbison (1974) opined that humanresource and not any other, constitutes the

ultimate basis for the wealth of a nations.According to Drucker (1978)goodorganizational structure does not by itselfguarantee good performance. Human resourceis as important to the existence, survival anddevelopment of an organization as food is toman. Accordingly, Onah (2003) averred thatthe efficiency with which an organization canperform depends, to a large extent, on how itshuman resources are managed and utilized.Hence every manager must, therefore be able towork effectively with people and also be able to

solve the various problems the management ofpeople may entail. The type of leadership, whichcharacterized our organizations in the first halfof the 20th century, is no longer sustainable inthe present working environment. Theleadership was arbitrary and autocratic in itsrelationship with subordinates. Today, thingshave changed. Employees are better educatedand their orientation and value system are nolonger the same as those of the past. In addition,most organizations are becoming more expectedto have greater technical competence and abetter understanding of human behaviour.Organizational human resources have becomeof strategic interest to the top managementrecently because the effective use of people inorganizations can provide a competitiveadvantage (Mathis & Jackson, 1997).Human resources, easily recognized as the mostimportant of the resources required for the

production of goods and services, are the key torapid socio-economic development and efficientservice delivery. According to Barney (1995),human resources include all the experiences,skills, judgment, abilities, knowledge, contacts,risk-taking and wisdom of individuals andassociates in an organization. Without an

adequate, skilled and well-motivated workforceoperating within a sound human resourcemanagement programme, development is notpossible. A manager or an employee, whether inthe private or public sector, which underratesthe critical role and underplays the importanceof people in goal achievement, can neither beeffective nor efficient.These and such other statements by humanresources management experts and practitionersalike are pointers to the importance and criticalrole of the human element in organization.

Indeed, the human resource is a critical factor inthe attainment of the goals of any organization.However, the ability of the human resources tocontribute to the attainment of the goals of anorganization depends to a great extent on howwell they are managed. This is why, Likert(1974) opined of all the task of management,managing the human component is central andmost important task because all else depends onhow well it is done. Therefore, a review ofHuman resources management becomesnecessary.

According to Onah (2008), the goal of HumanResource management is to develop the workersin the organization to contribute to goalachievement in the organization bymanagement improved productivity, qualityand service. In addition, Human Resourcemanagement has some specific roles to play inan organization. These are strategic andoperational roles. Its role strategically, Humanresources are critical for effective organizationalfunctioning. Human resources must be viewedin the same context as the financial,technological and other resources that aremanaged in organization. Mathis and Jackson(1997) see operational activities of the humanresource management as both tactical andadministrative in nature. Griffin (1997) sees thisaspect from the legal perspective because somehave regulated various aspects of employee-employer relations. Human Resources


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Management is therefore interested incompliance with equal employmentopportunities and observation of labour laws.Unfortunately, the compliance and observanceof these laws are unduly interfered with inNigerian Public Institutions, including theUniversity of Nsukka.

Misra (2008) writing on the role of humanresource in information technology alignment inorganizations: a metric based strategicassessment framework observed thatInformation technology (IT) is recognized as acritical infrastructure in many organizations. ITis also emerging as an effective contributor toorganizational performance. It is often arguedthat success of the IT induction is attributed tostrategy, consistent delivery and systemsusability. Again, Information technology (IT) isincreasingly becoming an important factor and

fundamental to support business processes inorganizations. Its acquisitions are quiteproductive in supporting transactions and inaiding coordination mechanism provided theorganizational resources and business processesare properly aligned with the IT. However,many Information Technology acquisitionprojects fail due to improper alignment of thebusiness process with Information Technology.The role of human resource (HR) is quite criticalto such alignment process. It is important thatacquiring the Information technology,

organizations display Human Resourcescapability to support alignment processespecially in the pre-acquisition stage tominimize the post acquisition shocks.Armstrong (2001) posits that nothing haschanged in the way people in workorganizations are managed, but HumanResources Management has had to adjust itselfto the changing environment of globalcompetition, new technology, and new methodsof working and organizing work.

PROBLEMS OF ICT ADOPTION IN

DEVELOPING COUNTRIES

Even though ICT has been used to change theway businesses are conducted in order to have astrategic advantage in their various operationsespecially in developed countries, its adoptionad applicability has been problematic as theinvestment returns of ICT have fallen short of

the potential. Hence researchers have attributedthis problem to organizational andenvironmental factors and lack of technicalskills, among others. Okot-uma in Kunda &Brooks, (2000) argued that the problems inadopting ICT in developing countries can beclassified into three generic categories, namely:

contextual, strategic and operational. Contextualproblems are due to poor match of models ofdeveloped countries design and applications tothe developing countries context, semanticdiscrepancies in the wording and understandingof phenomena as well as references to differentvalue systems and different concepts ofrationality. Strategic problems relate to local,national and regional policy initiatives, asreflected in the institutional interventionmechanisms of influence, regulation andimplementation whilst technical and economic

constraints and lack of skilled personnel areoperational problems faced by developingcountries (Kunda & Brooks, 2000).Some other problems that affect developingcountries from adopting ICT are lack of skilledhuman resources, economic constraints, lack ofsystems infrastructure and applicationproblems. Lack of skilled human resources hasbeen described as a principal barrier blockingthe diffusion and effective exploitation of ICT indeveloping countries (Woherem, 1993).Economic constraints such as the non-existence

of reliable background statistical informationand inadequate capital to finance ICT have beenidentified as another set of factors (Okot-uma,1992 in Kunda & Brooks, 2000). Severaldeveloping countries suffer from both lack ofresources and limited domestic market. Somedeveloping countries import ICTs due to lack ofan indigenous ICT industries. Kunda andBrooks (2000) averred that scarcity of foreigncurrency makes developing countriesdependant on donor agencies for much of theirICT imports. Furthermore, developing countriesoften lack adequate telecommunicationinfrastructures. There is also the issue of systemsinfrastructure deficiency and applicationproblem (Kunda & Brooks, 2000), and in mostdeveloping countries like Nigeria, there is stillthe problem of irregular electrical power supply.Many organizations in developing countries arein the early stage of information and


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communication technology (ICT) adoption.Hence the transition of organizations humanresources management in developing countriesto more sophisticated levels of ICT use dependspartly on the extent to which they are inclined touse these new technologies for their businesses(Tarafdar and Vaidya, 2006). Not all

organizations are strongly inclined towardsadopting ICT (Dexter et.al 1995, Mills et.al 2001).Premkumar, et al (1994), Iacovou et al. (1995),Crook and Kumar (1998), Payton (2000) andBeatty, Shim and Jones (2001) have suggestedthat the extent of ICT adoption depends on theattitude of the organization towards ICTtechnologies and the inclination or thepropensity to deploy and use them. Hence,Tarafdar and Vaidya (2006) recommended thatit is important for organizations to understandthe fundamental factors behind technology

adoption and the differences in organizationalinclination as this would enable organizations toassess the extent to which they are inclined todevelop, deploy and use technologies.During the last few years, computer access andinternet penetration has increasingly grownaround the world, especially in developingcountries. Different reasons may explain thisnotable growth such as government-ledcomputer technology initiatives, informationand communication technology projectssupported by international agencies and private

efforts, either at the organizational level or at theindividual level (Andrade & Urquhart, 2009).Indeed, the growth of internet access in theworld was 305.5% on average between 2000 andthe first quarter of 2008 (Andrade & Urquhart,2009). North America was the lowest with129.6%, and Middle East the highest with1176.8% (Miniwatts Marketing Group, 2008).However, a closer examination of thedistribution of Internet users around the globereveals some persistent disparities as shown inthe table above. Hence, the low level of internetpenetration in Africa has been a majorimpediment to the adoption of ICT. It is aknown fact that the adoption of ICT increasesmarket reach, enhances customer service, andreduces both marketing and distribution cost(Golding et al., 2008). However, its adoptionwithin Nigerian organization has been slow dueto some factors that affect ICT adoption.

PROSPECTS OF ICT ADOPTION

AND APPLICATION IN

DEVELOPING SOCIETYS

ORGANIZATIONS

Ginsberg and Venkatraman (1992) have averred

that different managers and organizations adoptdifferent attitudes towards ICT depending on itsperceived usefulness in the context of theirwork. Four broad aspects that influenceorganizations to adopt ICT are discussed. Theyinclude the role of top management inorganizational leadership, the effect oforganizational culture, availability of resourcesand level of internet penetration.Firstly, top management attitudes play a vitalrole towards the adoption of ICT inorganizations. According to Grover (1993),

Beatty et al., (2001) and Tarafdar and Vaidya(2006), an enthusiastic approach on the part oftop managers can lead to the adoption of ICT.Yap, Soh and Raman (1992) found thatmanagement involvement is crucial to ICTsuccess in organizations human resourcesmanagement. The support from topmanagement is the precondition for successfulICT adoption and application in organizationshuman resources management (Sarkar, 2008).According to Payton (2000), top managementoften provides the forward motion for the

initiation of technology projects.Secondly, studies have suggested that the corevalues of an organization can influence theorganization towards a particular strategicalternative or technology (Tarafdar & Vaidya,2006). In particular, their technical expertise andtheir attitude towards ICT can affect theirorganizations ability and willingness to engagewith ICT matters (Harindranath, Dyerson &Barnes, 2008). There are two aspects oforganizational culture that can influence thetendency to adopt ICT. Firstly, managersexperience with ICT, interactions with vendors

and professional associations increases theirawareness and understanding is aspects oforganizational culture which can influence thetendency to adopt ICT. Chibelushi and Costello(2009) also state that lack of awareness couldhinder in developing countries fromunderstanding the potential benefits associated


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with new technologies that could enhance theirefficiency and increase productivity. Awarenesshas a positive influence on organizationinclination to consider new ICT (Tarafdar &Vaidya, 2006). Secondly, some organizationshave cultures that support discussion of newand innovative ideas related to ICT. This has a

positive influence on managers as it increasesthe tendency for them to develop and adoptapplications with new technology (Apulu &Latham, 2009). Hoffman and Klepper (2000)state that the organizational inclination towardsnew ICT adoption can be strengthened, if thereis a culture where ideas and innovations relatedto ICT are freely shared. Thus, a positiveorganizational attitude regarding systemsinnovation would increase the adoption of ICT.Thirdly, the availability of resources enhancesthe adoption of ICT within developing

countries. Factors that include the cost of ICTequipment and networks, software and re-organization are barriers to ICT adoption inmost developing countries (Arendt, 2008). Inmany developing countries, organization,capital resources, in addition to intangible assetssuch as knowledge, expertise and time, arescare. Organizational managers spend a greatdeal of their time trying to stretch a firmslimited resources as far as possible. Therefore,allocating scarce resources to a new initiative,such as ICT adoption, requires a serious

commitment (Pool, Parnell, Spillan & Carraher,2006). For firms, including Universities, to havecompetitive advantage, there needs to be acombination of resources and capabilities (Priem& Butler, 2001). Furthermore, Andrade andUrquhart (2009) stated that Universities whichare prepared to integrate ICT technology andapplications must overcome resource and scaleeconomy challenges.

METHODOLOGYThe study was carried out in the University ofNigeria, Nsukka Campus in Enugu State ofNigeria and it is a quantitative research as itutilized research questionnaire.The paper adopted the probability samplingmethod for the purpose of the convenience ofthe researchers. The probability sampling

technique deployed for this study is the simplerandom sampling technique through whichquestionnaires were administered to workers inthe University.The target population of this study is 270 staffsboth academic and administrative staffs, as 300questionnaires were made available and

distributed but the total 270 was returned intact.In the administrative staff category, cadre wasnot considered as the questionnaires wererandomly distributed.The paper deployed chi-square (X) test analysisin analyzing the data generation from thequestionnaire. This method was consideredappropriate because it tests the significantrelationship in the hypotheses.

ANALYSIS AND DISCUSSION OFFINDINGSBelow is the formula for the use of chi-square;

X = (fo-fe)

fe

Where:

X = Chi-square

fo = Observed frequency

fe = Expected frequency

(Row total x Column total)

Grand total

The expected frequency was shown inparenthesis

R = Row totalC = Column total

GT = Grand total

The expected frequencies (fe) in the tables wereapproximated.

Insert table-1 here

Concerning the proposition that the efficient andeffective management of human resources inNigerian Universities is significantly correlatedto the efficient and effective application ofInformation Communication Technology (ICT)in the management of the Universities, the

above table i displays the responses of therespondents

Test of Hypothesis oneH1: The efficient and effective

management of human resources inNigerian Universities is significantlycorrelated to the efficient and effective


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application of InformationCommunication Technology (ICT) inthe management of the Universities.

H0: The efficient and effectivemanagement of human resources inNigerian Universities is notsignificantly correlated to the efficient

and effective application ofInformation CommunicationTechnology (ICT) in the managementof the Universities.

TestLevel of freedom adopted or chosen = 0.05Degree of freedom = (R -1) (C -1)= (5 -1) (5 -1)= 4 x 4 =16, 0.05 (26.2962) (Udom, 2005)For the application of chi-square test to tablebelow given the formula;X = (fo-fe) (for each cell)

FeInsert table-2 here

Execution/Decision Guide RuleReject H0 (null) hypothesis if calculated X valueis greater than tabulated value and accept H1(alternative) hypothesis

DecisionSince the calculated X value (4,757.96) is greaterthan the critical X (tabulated) value (26.2962),

we reject H0 (null) hypothesis and accept H1(alternative) hypothesis.

ConclusionSince the X2 cal > X2tab, we reject HOand acceptthe alternative (H1). Therefore, we conclude thatthe efficient and effective management ofhuman resources in Nigerian Universities issignificantly correlated to the efficient andeffective application of InformationCommunication Technology (ICT) in themanagement of the Universities.

Insert table-3 hereConcerning the postulation that the poorapplication of information communicationtechnology (ICT) in Nigerian Universitiessignificantly correlates with the structural,operational, economic and socio-cultural issuesin the management of the Universities the

above table iii shows the responses of therespondents.

Test of Hypothesis twoH1: Poor application of information

communication technology (ICT) in

Nigerian Universities significantlycorrelates with the structural,operational, economic and socio-cultural issues in the management of theUniversities.

H0: Poor application of informationcommunication technology (ICT) inNigerian Universities does notsignificantly correlate with thestructural, operational, economic andsocio-cultural issues in the managementof the Universities.

TestLevel of freedom adopted or chosen = 0.05Degree of freedom = (R-1) (C-1)= (5 -1) (5 -1)= 4 x 4 =16 (26.2962)

Insert table-4 hereFrom chi-square distribution table, we have(0.05, 16) = 26.2962

Execution/Decision Guide RuleReject H0 (null) hypothesis if calculated X valueis greater than tabulated value; and accept H1

(alternative) hypothesis.

DecisionSince the calculated X value (5,246.85) is greaterthan the critical X tabulated value (26.2962), wereject H0 (null) hypothesis and accept H1(alternative) hypothesis.

ConclusionSince the X 2cal > X2tab, we reject HOand acceptthe alternative (Hi). Therefore, we conclude thatPoor application of information communicationtechnology (ICT) in Nigerian Universitiessignificantly correlates with the structural,operational, economic and socio-cultural issuesin the management of the Universities.

Insert table-5 here


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In respect of the hypothesis the expected gainsof effective and proper application ofinformation communication technology (ICT) inthe Nigerian Universities have eluded theUniversity of Nigeria relates significantly thepoor application of ICT in the University theabove table shows the responses of the

respondents.

Test of Hypothesis threeH1: That the expected gains of effective

and proper application of informationcommunication technology (ICT) inthe Nigerian Universities have eludedthe University of Nigeria relatessignificantly the poor application ofICT in the University.

H0: That the expected gains of effectiveand proper application of information

communication technology (ICT) inthe Nigerian Universities have eludedthe University of Nigeria does notrelate significantly the poorapplication of ICT in the University.

TestLevel of freedom adopted or chosen = 0.05Degree of freedom = (R -1) (C -1)= (5 -1) (5 -1)= 4 x 4 =16 (26.2962)For the application of chi-square test to tablebelow given the formula;

X = (fo-fe) (for each cell)Fe

Insert table-6 hereExecution/Decision Guide RuleReject H0 (null) hypothesis if calculated X valueis greater than tabulated value; and accept H1(alternative) hypothesis.DecisionSince the calculated X calculated value(2,562.85) is greater than the critical X tabulatedvalue (26.2962), we reject H0 (null) hypothesisand accept H1 (alternative) hypothesis.

Conclusion:Since the X2 cal > X2tab, we reject HOand acceptthe alternative (H1). Therefore, we concludethus: that the expected gains of effective andproper application of informationcommunication technology (ICT) in the NigerianUniversities have eluded the University of

Nigeria relates significantly the poor applicationof ICT in the University.FINDINGSConsidering the application of chi-square in thetest of hypothesis one, it was discovered thatcalculated X value (4,757.96) is greater than thecritical X value (26.2962), thus, leading to the

rejection of H0 (null) hypothesis and theacceptance of H1 (alternative) hypothesis.Consequently, the test of hypothesis proved thatthe efficient and effective management ofhuman resources in Nigerian Universities issignificantly correlated to the efficient andeffective application of InformationCommunication Technology (ICT) in themanagement of the Universities.Secondly, taking into account the application ofchi-square in testing hypothesis two, it wasfound out that the calculated X value (5,246.85)

is greater than the critical X value (26.2962),thus, leading to the rejection of H0 (null)hypothesis and the acceptance of H1(alternative) hypothesis. Consequently, the testof hypothesis proved that poor application ofinformation communication technology (ICT) inNigerian Universities significantly correlateswith the structural, operational, economic andsocio-cultural issues in the management of theUniversities.Finally, following the application of chi-squarein the testing of Hypothesis three, it was

revealed that the calculated X2

value (2,562.85) isgreater than the critical tabulated X2 value(26.2962), thus leading to the rejection of H0(null) hypothesis and then accept H1(alternative) hypothesis. As a result, the test ofthe hypothesis shows that that the expectedgains of effective and proper application ofinformation communication technology (ICT) inthe Nigerian Universities have eluded theUniversity of Nigeria relates significantly thepoor application of ICT in the University.RECOMMENDATIONSBased on the research findings on the role ofinformation and communication technology(ICT) in human resources management (HRM)in the University of Nigeria, the following arerecommended:1. That management should employ anenthusiastic approach toward the adoption andproper application of ICT in the University. This


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is because management involvement is crucialto ICT success in organizations humanresources management. The support from topmanagement is the precondition for successfulICT in organizations human resourcesmanagement. Bartholomew Okolo, the ViceChancellor of the University is advised to be

more proactive and pragmatic in the adoptionand proper application of information andcommunication technology. This is not in anyways suggesting that the management of theUniversity is not trying in the adoption andapplication of ICT in the University but as thefindings revealed, more are still to be done. Forinstance, the internet facility should be madevery strong so as to be fast and accessible anypart of the University community so that anystaff or student who have subscribed will accessit as at when needed. Again, students

results/certificates should be uploaded on thestudents profile so as to help employers accessthe results online as the Universitys website isassessable worldwide. Recruitment processesshould be online based so as to avoid mediocrityand enhance merit in the universitysrecruitment processes. There should also awebsite where the lecturers papers can bepublished and accessed at all times. Futureresearchers can subscribe to access them.2. That the structural, operational, economic andsocio-cultural issues in the management of the

Universities that efface the easy adoption andapplication of information and communicationtechnology in human resources management ofthe university should be obliterated. Some ofthese factors are the technical expertise andattitude towards ICT. There is alsoorganizational culture. There are two aspects oforganizational culture that can influence thetendency to adopt ICT. Firstly, managersexperience with ICT, interactions with vendorsand professional associations increases theirawareness and understanding and are aspects oforganizational culture which can influence thetendency to adopt ICT. Again, lack of awarenesscould hinder in developing countries fromunderstanding the potential benefits associatedwith new technologies that could enhance theirefficiency and increase productivity. Awarenesshas a positive influence on organizationinclination to consider new ICT. Secondly, some

organizations have cultures that supportdiscussion of new and innovative ideas relatedto ICT. This has a positive influence onmanagers as it increases the tendency for themto develop and adopt applications with newtechnology. The organizational inclinationtowards new ICT adoption can be strengthened,

if there is a culture where ideas and innovationsrelated to ICT are freely shared. Thus, a positiveorganizational attitude regarding systemsinnovation would increase the adoption of ICTtechnologies. And it is recommended that theuniversity acquire such culture so as to help theadoption and proper application of ICT in theUniversity to enhance its human resourcesmanagement.3. That lack of up-to-date infrastructures,unstable power supply and Lack of financialresources are the major problems of ICT

adoption in Human Resource management andtherefore should be enhanced. These factorshave been identified as factors that haveconsistently affected adversely, the adoptionand proper application of ICT in the Universityespecially in the area of its human resourcesmanagement. The availability of resourcesenhances the adoption of ICT within developingcountries. Factors that include the cost of ICTequipment and networks, software and re-organization are barriers to ICT adoption inmost developing countries. In many developing

countries, organization, capital resources, inaddition to intangible assets such as knowledge,expertise and time, are scare. Organizationalmanagers spend a great deal of their time tryingto stretch a firms limited resources as far aspossible. Therefore, allocating scarce resourcesto a new initiative, such as ICT adoption,requires a serious commitment on the side of themanagement team of the university. ForUniversities, to have competitive advantage,there needs to be a combination of resources andcapabilities and such as thus recommended.CONCLUSIONTechnological innovations engender intensifiedcompetition with the attendant rapid changes inmany organizations. Many jobs, procedures andorganizational structures are not only changingbut are becoming obsolete overnight. Theemerging trends in organizational managementare a paradigm shift towards the adoption and


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application of information communicationtechnology (ICT). This is in recognition of thefact that information has always played a veryimportant role in human life, but in the mid-20thcentury, the role of information increasedimmeasurably as a result of social progress andthe vigorous development in science and

technology. However, the abilities andcapabilities of staffs to contribute significantly tothe attainment of organizational goals have beenhindered and hampered by some issues whichare solvable by adoption and proper applicationof information and communication technology.Information and communication technology(ICT) has been ear-marked as the means thatwill give human resources management its newface in line with the expectations of newmillennium. This is because the last years of thiscentury have been rich in changes in most

regions of the world which affected theorganization of production, the distribution ofproducts, the interaction between states, theevolution of market, the rules of employment,interpersonal relation and even the fabric ofsociety. Some of these changes are the result ofglobalization, of the increasing mobility ofindividuals, goods, information and ideas; of thepervasiveness of information andcommunication technologies in almost allsectors of human activity. The pace of changebrought by new technologies has had a

significant effect on the way people live, workand play worldwide. ICT offers wide andenormous opportunities such as storing,processing, retrieving, disseminating andsharing of information. Because of these obviousadvantages, the University of Nigeria, Nsukkaadopted it. However, its usage in the universityhas been plagued with many problems, evenwhen it has been shown to improveorganizations performance andcompetitiveness.To ensure organizational competitive advantageof the University of Nigeria, the level ofmanagement of the staffs becomes of paramountimportant. This is because, organizationalsurvivability and individual wellbeing areproportional to the average level of skills,knowledge and qualifications of the activepopulations hence, highly qualified staffs have ahigher capacity for earning good salaries; for

contributing to increase the competivity of theirorganization. Well qualified persons are alsobetter adjusted to possible changes in job profile;less vulnerable to possible loss of employment;able to promote their own up-dating, up-grading or re-conversion of skills andcompetencies. This is why the University of

Nigeria, Nsukka has as a deliberate policy thetraining and re-training of her staffs to keeppace with the changes in the world of work. Thetraining has been said to be near adequate in theuniversity leading to coping in the adoption andproper application of ICT in the University ofNigeria Nsukka.

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Table-1 The Distribution of Respondents as to Whether the efficient and effective management ofhuman resources in Nigerian Universities is significantly correlated to the efficient and effectiveapplication of Information Communication Technology (ICT) in the management of theUniversities.

Item Question Strongly

Agree.

Agree. Undecided Strongly

Disagree.

Disagree. Total

1 You are ICT compliant 150

(141)

49.01%

125

(101)

40.84%

20

(35)

6.53%

5

(17)

1.63%

6

(12)

1.96%

306

100%

2 Many staffs of the Universityare not ICT compliant?

140

(141)

110

(101)

30

(35)

10

(17)

16

(12)

306

100%


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45.75% 35.94% 9.80% 3.26% 5.22%

3 Many staffs of the Universityhate ICT related jobs

140

(141)

45.75%

100

(101)

32.67%

40

(35)

13.07%

16

(17)

5.22%

10

(12)

3.26%

306

100%

4 Many jobs in the university areICT related

110

(141)

35.94%

125

(101)

40.84%

16

(35)

5.22%

45

(17)

14.70%

10

(12)

3.26%

306

100%

5 work in the University hasbeen made easier with ICT

170

(141)

55.55%

50

(101)

16.33%

70

(35)

22.87%

10

(17)

3.26%

6

(12)

1.96%

306

100%

Total 710 510 176 86 58 1540

Source: Field Study, 2011Table-2 Calculation of X Test on Data of Table 4.6 Which States That the efficient and effectivemanagement of human resources in Nigerian Universities is significantly correlated to the efficientand effective application of Information Communication Technology (ICT) in the management of theUniversities.

Fo Fe Fo-fe (fo-fe)

150 141 9 81 0.57

125 141 -16 253 1.82

20 141 -121 14641 103.84

5 141 -136 18496 131.18

6 141 -135 18225 129.26

140 101 39 1521 15.06

110 101 9 81 0.80

30 101 -71 5041 49.91

10 101 -91 8281 81.99

16 101 -85 7225 71.53

140 35 105 11025 315

100 35 65 4225 120.7140 35 5 25 0.66

16 35 -19 361 10.31

10 35 -25 625 17.86

110 17 93 8649 508.76

125 17 108 11664 686.12

16 17 -1 1 0.06

45 17 28 784 46.18

10 17 -7 49 2.88

170 12 158 24964 2080.33

50 12 38 1444 120.33

70 12 58 3364 280.33

10 12 -2 4 0.336 12 -6 36 3

Total 4,757.96

Source: Field Study, 2011From chi-square distribution table, we have (0.05, 16) = X = 26.2962


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Table-3 The Distribution of Respondents on Whether the Poor application of informationcommunication technology (ICT) in Nigerian Universities significantly correlates with the structural,operational, economic and socio-cultural issues in the management of the Universities.

Item Question StronglyAgree.

Agree. Undecided StronglyDisagree.

Disagree. Total

6The Universitys PersonnelDepartment jobs are ICT

related and they are treated assuch

141(133)

46.07%

125(119)

40.84%

25(24)

8.17%

5(14)

1.63%

10(13)

3.26%

306

100%

7The free internet facility in theUniversity is making jobeasier for the staffs

130(133)42.48%

130(119)42.48%

6(24)1.96

30(14)9.80%

10(13)3.26%

306

100%

8 There is a relationshipbetween (ICT) and HumanResources management in theUniversity

160(133)52.29%

110(119)35.95%

20(24)6.53%

11(14)3.59

5(13)1.63

306

100%

9

Payment of salaries and otherremunerations in theUniversity has been made

easier and simpler with theinception of ICT

136(133)44.44%

112(119)36.60%

30(24)9.80%

26(14)8.50%

2(13)0.65%

306

100%

10The adoption of ICT in theUniversity call for trainingand re-training of staffs

114(133)37.25%

122(119)39.87%

40(24)13.07

17(14)5.56%

1313)

4.25%

306

100%

Total 681 609 121 68 89 1568

Source:Field Study, 2011

Table-4 Calculation Of X Test On Data Of Table 4.8 Which States That Poor application ofinformation communication technology (ICT) in Nigerian Universities significantly correlates withthe structural, operational, economic and socio-cultural issues in the management of the Universities.

Fo Fe fo-fe (fo-fe)

141 133 8 64 0.48

125 133 8 64 0.48

25 133 108 11664 87.69

5 133 128 16384 123.19

10 133 123 15129 113.75

130 119 11 121 1.02

130 119 11 121 1.02

6 119 113 17769 107.30

30 119 89 7921 66.56

10 119 109 11881 99.84

160 24 136 18496 770.67

110 24 86 7396 308.1720 24 -4 16 0.67

11 24 -13 169 7.04

5 24 19 361 15.04

136 14 122 14884 1063.14

112 14 98 9604 686

30 14 16 265 18.29


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28

26 14 12 144 10.29

2 14 -12 144 10.29

114 13 101 10201 784.69

122 13 109 11881 913.92

40 13 27 729 56.08

17 13 4 16 1.23

13 13 0 0 0Total 5,246.85

From chi-square distribution table, we have (0.05, 16) = 26.2962

Table-5 The Distribution of Respondents on Whether that the expected gains of effective and properapplication of information communication technology (ICT) in the Nigerian Universities have eludedthe University of Nigeria relates significantly the poor application of ICT in the University. Item Question Strongly

Agree.Agree. Undecided Strongly

Disagree.Disagree. Total

11 Training and developmentof the University staffs,especially those ofPersonnel Department hasbeen adequate since theadvent of ICT.

100(134)32.68%

110(91)35.94%

54(34)17.64%

26(26)8.49%

16(22)5.23%

306

100%

12InformationCommunicationTechnology (ICT) hasconnected/linked theUniversity of Nigeria toother Universities withinand outside the country

134(134)43.79%

108(91)35.29%

20(34)6.54%

25(26)8.16%

19(22)6.21%

306

100%

13 The University of Nigeriahas experienced increasedcompetitive advantage over

other Universities since theintroduction and adoptionof ICT in the University

130(134)42.48%

110(91)35.95%

20(34)6.54%

28(26)9.15%

18(22)5.88%

306

100%

14ICT has its limitations inenhancing HumanResources Management inthe University of NigeriaNsukka such as poorapplication.

131(134)42.81%

60(91)19.61%

62(34)20.26%

32(26)10.45%

21(22)6.86%

306

100%

15 With proper application,ICT will greatly enhanceboth job and human

resources management inthe University of NigeriaNsukka

174(134)56.86%

65(91)21.24%

12(34)3.92%

17(26)5.55%

38(22)12.42%

306

100%

Total 669 453 168 128 112 1530Source: Field Study, 2011


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Table vi: Calculation of X Test on Data of Table 4.10: That the expected gains of effective and properapplication of information communication technology (ICT) in the Nigerian Universities have eludedthe University of Nigeria relates significantly the poor application of ICT in the University.

Fo Fe fo-fe (fo-fe)

100 134 -34 1156 8.63

110 134 -24 576 4.30

54 134 -80 6600 47.7626 134 -108 11664 87.04

16 134 188 13924 103.91

134 91 43 1849 20.32

108 91 17 289 3.18

20 91 -71 5041 55.40

25 91 -66 4356 47.87

19 91 -72 5184 56.97

130 34 96 9216 271.06

110 34 76 5776 189.88

20 34 -14 196 5.76

28 34 -6 36 1.06

18 34 -16 256 7.52

131 26 105 11025 424.04

60 26 34 1156 44.40

62 26 36 1296 49.85

32 26 6 36 1.38

21 26 -5 25 0.96

174 22 152 23104 1050.88

65 22 43 1849 84.05

12 22 -10 100 4.55

17 22 -5 25 1.14

38 22 16 256 11.64

Total 2,562.85

Source:Field Study, 2011From chi-square distribution table, we have (0.05, 16) = 26.2962


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C o p y r i g h t o f J o u r n a l o f C o m m e r c e ( 2 2 2 0 6 0 4 3 ) i s t h e p r o p e r t y o f U n i v e r s i t y o f t h e P u n j a b ,

H a i l e y C o l l e g e o f C o m m e r c e a n d i t s c o n t e n t m a y n o t b e c o p i e d o r e m a i l e d t o m u l t i p l e s i t e s o r

p o s t e d t o a l i s t s e r v w i t h o u t t h e c o p y r i g h t h o l d e r ' s e x p r e s s w r i t t e n p e r m i s s i o n . H o w e v e r , u s e r s

m a y p r i n t , d o w n l o a d , o r e m a i l a r t i c l e s f o r i n d i v i d u a l u s e .