Human Resource Development Practices and Commercial Banks’ Performance in Malawi: The Role of System (HRIS) Usage

Abstract

The study investigated the effect of human resource development practices on commercial banks’ performance in Malawi with the role of system (HRIS) usage. Specifically, it aimed to examine the effect of training and performance appraisal on commercial banks’ performance with the role of HRIS usage. Based on the Resource Based View (RBV) and the Unified Theory of Acceptance and Use ofTechnology (UTAUT), as well as an empirical literature review, five hypotheses reflecting specific objectives were formulated. The study employed a quantitative approach using an explanatory and cross-sectional research design. Structured questionnaires were used to collect data from 217 branch managers of Malawian commercial banks, and multiple linear regression analysis was conducted using SPSS version 26 to test the established hypotheses. The findings revealed that training, performance appraisal and HRIS usage have a significant positive effect on commercial bank performance. The study also established that HRIS usage significantly strengthens the effect of training and performance appraisal on commercial banks’ performance by developing distinctive human capital for competitive performance. The theoretical contribution of the study is that integration of RBV and UTAUT is essential in explaining more of the effect of workforce development practices on commercial bank performance.Keywords: Training, Performance Appraisal, HRIS Usage, Commercial Bank