The relationship between digital human resource management systems and employee performance at Florence Nightingale Midwifery and Nursing School
| dc.contributor.author | Isaac Pikisa | |
| dc.date.accessioned | 2026-08-24T12:57:10Z | |
| dc.date.available | 2026-08-24T12:57:10Z | |
| dc.date.issued | 2026-05-22 | |
| dc.description | Undergraduate | |
| dc.description.abstract | The current research report explores the association between the use of digital human resource management systems and performance of employees at Florence Nightingale Midwifery and Nursing School within Apac District, Uganda. The investigation is based on concerns that although there have been advancements in the digitalization of human resource functions, the resultant improvement in employees' performance is still less than anticipated. There are three particular objectives underpinning this study: to investigate the link between digital recruitment and selection systems and employees' performance; to investigate the link between digital performance management systems and employees' performance; and to investigate the link between adoption of digital human resource systems and employees' performance. There are several theoretical perspectives associated with the investigation into the association between digital human resource management systems and employees' performance. For example, these include the Technology Acceptance Model, Human Capital Theory, and Goal- Setting Theory. These theories suggest that digital human resource systems may be correlated with employees' performance if they are well-designed, fairly implemented, and supported with sufficient employee training programs. A descriptive survey research design was used. A sample size of 66 subjects was selected out of a population of 80 respondents through the Krejcie and Morgan (1970) formula among teaching staff, clinical supervisors, and administrative staff. The data was collected using a structured Likert scale questionnaire and analyzed using the SPSS version 26, which included the calculation of frequencies, percentages, means and standard deviations and the Pearson correlation coefficient used to analyze the relationships between the variables. The results show consistently positive relationships in all the three dimensions of the study Pearson correlation revealed a moderate to strong positive relationship between digital recruitment and selection systems and employee performance (r=0.614, p=0.000); a strong positive relationship between digital performance management systems and employee performance (r=0.671, p=0.000) and a moderate positive relationship between digital human resources system adoption and employee performance (r=0.583, p=0.000). x Conclusively, the study has established that the use of digital human resources systems is positively and significantly related to employee performance at Florence Nightingale Midwifery and Nursing School. It is recommended that investments in digital recruitment and performance management systems should be consistent; establishment of systematic staff training and system review should be undertaken. | |
| dc.identifier.uri | https://hdl.handle.net/20.500.12311/3579 | |
| dc.language.iso | en | |
| dc.publisher | Uganda Christian University | |
| dc.title | The relationship between digital human resource management systems and employee performance at Florence Nightingale Midwifery and Nursing School | |
| dc.type | Dissertation |