Digital Human Resource Management and the Performance of Bank of Kigali, Rwanda

Viviane Umubyeyi
University of Kigali, Rwanda
Email: umubyeyiviviane3@gmail.com

Abstract: This study assessed the effect of digital human resource management (DHRM) on the performance of Bank of Kigali, Rwanda, over 2020–2024. Despite sustained investment in digital HR practices, the bank’s performance was reported to remain inconsistent. The study pursued four objectives: to establish the effects of digital human resource skilling, digital performance management, digital human resource development, and digital human resource analytics and reporting on bank performance. Guided by the Technology Acceptance Model, Socio-Technical Systems theory, and the Resource-Based View, it adopted an explanatory and correlational design. From a target population of 4,889 employees and stakeholders at the head office, 370 respondents were selected using the Yamane formula. Data were collected through questionnaires, interview guides,and documentation, and analysed using descriptive and inferential statistics (correlation and multiple regression) in SPSS. The four predictors jointly explained 85% of the variation in performance, and all four exerted positive, statistically significant effects (p < 0.05), leading to rejection of all null hypotheses. The study concluded that DHRM is a meaningful driver of the bank’s performance and recommended that Bank of Kigali strengthen digital career-pathing and real-time HR analytics to improve retention and decision-making.