This study was done to find out how certain deposit money banks in Akwa Ibom State use their management information system tools and how they manage their human resources. Four research questions and four objectives were created. Four hypotheses were developed in order to fulfill the study's goals. A sample size of 181 respondents was selected from the population of 330 using a survey research design, which was used for the study. The respondents were given a standardized questionnaire as the main tool for data gathering. A random sample technique was employed to choose the population's most basic component. Simple percentage calculations were employed to examine the data, and Pearson Product Moment Correlation was utilized to test the hypotheses. The findings revealed a strong relationship between human resource management, system software, supervisor assistance, employee network design, business and process knowledge, and these factors. Based on the analysis's findings, it was determined that business and process expertise, supervisor support, employee network design, and software design are important positive predictors of human resource management. A superior HRM key performance indicators (KPI), recruitment and selection, training and development, performance management and appraisal processes, and compensation and benefits are likely to be recorded by deposit money institutions that take into account the application of management information system dimensions. The coefficient for business and process knowledge was identified as the dimension that had the largest significant influence on the human resource, with a correlation value of 0.874 despite the fact that all four (4) dimensions of management information systems were highly associated. In order to measure goals through training programs, it is advised that 7 deposit money banks in Akwa Ibom State aid in the establishment of a human resources management information system. Data maturity has helped a lot of organization stay on top of its game, this is true for nearly all organization, this helps departments have better processes because of the presence of historical data. This is my quota in contributing to the data available,

TABLE OF CONTENTS

CHAPTER ONE: INTRODUCTION

1.1 Background to the study ……………………………..……………… 10

1.2 Statement of the problem …………….……………….……………..13

1.3 Objectives of the study …………………………….…….…………….13

1.4 Research questions ………………………………….………………….14

1.5 Hypotheses ………………………………………………….……………14

1.6 Significance of the study ………………………………………………15

1.7 Scope of the study ………………………………………………………16

1.8 Limitation of study ………………………………………….……………16

1.9 Definition of Terms ……………………………………………………….16

CHAPTER TWO: REVIEW OF RELATED LITERATURE

2.1 Conceptual Framework ………………………………………….……18

2.1.1 Concept of Human Resource Management (HRM) …………….18

2.1.2 Human Resource Management Practice …………………...….…22

2.1.3 Concepts of Management Information System …………….……27

2.2 Theoretical Framework ……………………………………………...... 33

2.2.1 Herzberg Two Factor Theory (1966) ……………………………….…33

2.2.2 Human Capital Theory by Becker (1962) ……………………….….35

2.2.3 Resource-based Theory …………………………………………....…35

2.2.4 Organization Behaviour Theory by Taylor (1856 – 1915) ……..… 36

2.3 Relationship between Human Resource Management (HRM) and

Management Information System (MIS) ………………………………..…..37

2.4 Empirical Review …………………………….….…………….………….39

2.5 Research Gap …………………………………….………….….…….….44

CHAPTER THREE: METHODOLOGY

3.1 Study Area ……………………………………..……………...………….…45.

3.2 Research design ……………………………….………….…..………..….47

3.3 Population of the study ……………………….………………..………...47

3.4 Determination of Sample Size ……………….………………….…….. .48

3.5 Sampling techniques ………………………….………………..….….….49

3.6 Sources of data collection ……………………………….….…….…….49

3.7 Method of data collection …………………………….…..……….…...49

3.8 Research instrument ……………………………………………..…..…...50

3.9 Operational measures of the variables ……….………………………50

3.10 Validation of Instrument ………………………….………………..…..…51

3.11 Reliability of instrument …………………………….……………………..52

CHAPTER FOUR: DATA PRESENTATION, ANALYSIS AND INTERPRETATION

4.1 Data presentation ……………………………..……………….………....53

4.2 Test of Hypotheses ……………………………..……………….………....60

4.3 Discussion of the Findings ………….…………..……………….….……..62

CHAPTER FIVE: SUMMARY, CONCLUSION AND RECOMMENDATIONS

5.1 Summary of the findings ……………………….…..……….…….…..….64

5.2 Conclusion ………………………………………….….….….………….…65

5.3 Recommendations ……………………………….….…….………....…..66

5.4 Suggestions for further study ……………………..….….……….….…..67

REFERENCES ………………………………………………..…..……………….….68