Asngar Nandoumenodji, Dr. Nickson (PhD) Agusioma Lumwagi


Despite Bidco Oil Refineries in Kenya's position as a major producer of edible fats and oils in Kenya, the firm had not yet provided the anticipated returns after installing HRMIS. There had been reports of difficulties at Bidco Oil Refineries Limited, including employee unrest, low employee morale, waste from overproduction, complaints from customers about subpar products, inadequate packing, and subpar delivery methods that result in product recalls. Though it was theorized that HRMIS would reduce erroneous payments, speed up the updating of employees' data, and enable the generation of timely reports for informed decision-making in the companies, there were no compelling empirical studies to support this. The purpose of the study was to investigate the influence of e-training on the performance of Bidco oil refineries. A descriptive research design was adopted which was used to ascertain and document how things were. The population of the study was 120 managerial employees at Bidco Oil Refineries headquarters based in Thika who were chosen using census sampling. Data for the study was collected using questionnaires and analyzed descriptively. Inferential analysis was used in the determination of the relationship between the research variables. Tables were used in presenting the data. The study found that e-training was adapted to a large extent. There was a strong positive correlation between organization performance and E-training practices. The study recommended that Bidco Oil Refineries should focus on strengthening their E-training programs to further improve employee performance.

 Keywords; E-Training, Performance, Bidco Oil Refineries

Full Text:



Ajao, O. O. (2017). The financial sector is one that has felt the effects of management information systems. Retrieved from oo.com_chapter_one.

Al-Shawabkeh, K. M. (2014). The role of HR information systems in shaping HR management approaches: evidence from a survey of Jordanian commercial banks. Journal of Management Research, 6(4), 99.

Ama F. ,(2015). The Importance of HRIS to the Workflow of Human Resources. American Journal of Industrial and Business Management, 2015, 5, 424-431.

Ankrah, E., & Sokro, E. (2021). Strategic HR management makes use of HR information systems.

Atika, J. N. (2021). Factors affecting the National Cereals and Produce Board in Kenya's human resource information system's efficacy (Doctoral dissertation, University of Nairobi, Kenya).

Chavuya, K. J. (2021). Performance Of Selected National Government Ministries In Nairobi City County, Kenya's Human Resource Management Information Systems (Doctoral Dissertation, Kenyatta University).

Fatuma M. M. (2014). Perceived variables affecting the Kenya Revenue Authority's adoption of a human resources information system. Unpublished MBA Report, Master in Business Administration, School of Business, University Of Nairobi

Hakimpoor, H & Khairabadi, M. (2018). Modeling artificial neural networks for management information systems, conceptual aspects of information quality, and managerial decision quality. Universal Journal of Management, 6, 4,127-133.

Hayajneh, O., & Allahawiah, S. R. (2019). Effect of HR Information Systems on Streamlining Corporate Training (Aqaba Case Study). European Scientific Journal, 8(25).

Hope, K. R. (2019). Reform and change in Kenya's industrial management for enhanced efficiency. Journal of Public Administration and Governance, 2(4), 128-143.

Kaygusuz, I., Akgemci T., & Yilmaz, A. (2016). Organizational Effectiveness and Employee Performance as Affected by Human Resource Information Systems.

Khan, K.R. (2019). Service-providing businesses and organizations may benefit greatly from high-quality performance and effectiveness management systems. Pretoria, South Africa: Press of the Pretoria State University.

Lala, G. (2014). An explanation of how the technology adoption model came to be (TAM). Marketing from Information to Decision, (7), 149-160.

Magutu, J. M., & Marika, N. M. (2018). Human Resource Management Practices and the Role of HR Information Systems in Kenyan State Companies. DBA Africa Management Review, 8(2).

Mauro, T. G., (2020). A revolutionary HR system for businesses. Innovation & Management Review.

Mbugua, C.N. (2016). The Importance of HR Information Systems to Business Efficiency. Examination of the Kenya Commercial Bank as a Case Study. International Journal of Business and Commerce, 4(6), 99-145.

Muthoni, A. W. (2014). Listed companies on the Nairobi Stock Exchange are examined for their intellectual capital, reputation, culture, and performance.

Mutua, j. m. (2017). Analysis of the impact of human resource management on healthcare worker productivity in Machakos County, Kenya.

Nabi, G., Ghous, G., & Rahimiaghdam, S. (2017). E-Recruiting and Selection: A Critical Overview and Analysis.

Nthiga, C. W., & Nyang’au, S. P. (2021). Human Resource Information Systems' Impact on the Effectiveness of Information Management's Impact on Worker Productivity at Murang'a Water and Sanitation Businesses, Kenya.

Nwakaego, C. (2022). HR Information Systems and HR Procedures at Rivers State Deposit Money Banks. Bw Academic Journal, 1(1).

Otieno, L. G. (2016). USIU-A as a Case Study on the Impact of HR Information Systems on Organizational Performance (Doctoral dissertation, United States International University-Africa).

Sang, H. W. (2015). Practices in Human Resource Management and Their Impact on Worker Productivity in Kenyan State-Owned Enterprises. (Doctoral dissertation).

Ukamaka, N., Jyoti, C., & Neil, S. (2016). Adoption and Use of Internet Public Sector Communication Channels by Older People in the United Kingdom, Istanbul, Turkey

Wallace, L. G., & Sheetz, S. D. (2014). Measures for software adoption from the viewpoint of the TAM. Information & Management, 51(2), 249-259.


  • There are currently no refbacks.