Influence of human resource information system–based recruitment and selection practices on organizational outcomes among private sugar manufacturing firms in Western region, Kenya

Abstract

Kenya's sugar industry, once a cornerstone of the economy, faces a crisis of declining operational performance. This has led many of the sugar firms to embrace a Management Information System (MIS) in operations, by extension, a Human Resource Information System (HRIS). Some of the areas where HRIS has been used include HRIS recruitment and selection practices, employee records management practices, training and development programs, and work scheduling. Despite firms in the sugar industry embracing HRIS, the extent to which this has enhanced organizational outcomes has not been extensively explored. The objective of the study was to investigate the influence of HRIS-enabled training and development programs on organizational outcomes among private sugar manufacturing firms in the Western region, Kenya. The main theory of the study was the technology acceptance theory, and it was supported by human capital theory. The target population was 97 employees comprising top-level management employees, middle-level management employees, and low-level management employees. The study used a census approach. The study’s primary data was obtained using structured questionnaires. The research design adopted in this study was a causal research design, which aims at investigating and determining the relationship between causes and effects. The researcher carried out a pilot study at Kibos Sugar Company in Kisumu County to ensure the data collection tool was reliable and valid. Face and content validity for the current research were determined by experts and the researcher's supervisors. Cronbach’s alpha coefficient was used to test the reliability of data. Quantitative data analysis was done using inferential and descriptive statistics. SPSS software was used in the analysis. Data presentation was done using tables and models. The study established a significant positive relationship between HRIS-enabled training and organizational outcomes among private sugar firms in Western Kenya. Regression results (R² = 0.239; β = 0.411; p < 0.000) confirmed that HRIS training substantially predicts improvements in profitability, production efficiency, brand positioning, and market share. The study concludes that effective implementation quality, managerial support, and employee engagement are critical determinants of HRIS success. Firms should enhance the use of HRIS data analytics to accurately identify skill gaps, align training programs with operational needs, and ensure that training investments directly contribute to improved organizational performance.