• Muhumurize Luce Genevieve
• Eugenia Nkechi Irechukwu

This study assessed the effect of digital transformation on human resource practices and processes at Old Mutual Insurance in Rwanda. Guided by three specific objectives, it examined the influence of Human Resource Information Systems, Artificial Intelligence in talent acquisition, and Employee Self-Service Portals on HR practices. The research incorporated the Technology Acceptance Model, Sociotechnical Systems Theory, and Dynamic Capabilities Theory as its theoretical framework. Adopting a descriptive and correlational research design, it targeted 102 participants across key departments Operations, back offices, and Marketing & Distribution—using a census approach due to the small population size. Data collection methods included questionnaires and structured interviews, with SPSS version 26 used for quantitative analysis and thematic analysis for qualitative insights. The findings demonstrates a substantial positive impact of digital transformation on HR practices at Old Mutual Insurance Rwanda, enhancing payroll accuracy, talent acquisition, and employee autonomy. Table 4.6 showed that HR Information Systems (HRIS) increased payroll accuracy, with 66.33% agreeing and 26.53% strongly agreeing (Mean = 4.15, SD = 0.59), while time tracking achieved high agreement at 69.39% and 24.49% strong agreement (Mean = 4.15, SD = 0.58). Recruitment systems further elevated hiring efficiency, with 72.45% agreeing and 22.45% strongly agreeing (Mean = 4.16, SD = 0.54). Table 4.7 indicated AI’s influence on talent acquisition, with 74.49% agreeing that AI enhanced candidate screening and 20.41% strongly agreeing (Mean = 4.13, SD = 0.58); chatbots also received 72.45% agreement and 21.94% strong agreement for recruitment communication improvements (Mean = 4.14, SD = 0.55), while predictive analytics for hiring accuracy gained 75.51% agreement and 18.88% strong agreement (Mean = 4.11, SD = 0.61). Employee self-service portals (ESSP), as highlighted in Table 4.8, improved leave management efficiency, with 73.47% agreement and 20.41% strong agreement (Mean = 4.12, SD = 0.67), while digital payslip access saw 75.51% agreement for transparency (Mean = 4.11, SD = 0.65). Regression findings in Table 4.12 confirmed HRIS as a strong predictor of effective HR practices (B = .524, t = 4.067, p = .000), alongside AI in talent acquisition (B = .341, t = 1.220, p = .041) and ESSP’s influence (B = .465, t = 3.213, p = .003). Pearson correlation also showed ESSP had a significant correlation of .805** with HR practices (p < .001). An ANOVA result with an F-value of 746.134 (p < .000) supported the model fit, showing minimal unexplained variance, and confirming that digital tools enhanced accuracy, efficiency, and satisfaction in HR. The study concluded that digital transformation enhances HR practices at Old Mutual Insurance Rwanda, improving payroll accuracy, recruitment efficiency, and employee autonomy. Recommendations highlighted the need for further digital integration for HR practices. Future research should explore the impact of digital HR across various sectors focusing on employee retention, organizational culture, and regional comparisons within East Africa to inform adaptable HR strategies.

Artificial Intelligence, Digital Transformation, Employee Self-Service Portals, Human Resource Practices, HR Information System

"Influence of Digital Transformation on Human Resource Practices of Old Mutual Insurance Rwanda", International Journal of Emerging Technologies and Innovative Research (www.jetir.org), ISSN:2349-5162, Vol.11, Issue 11, page no.d86-d103, November-2024, Available :http://www.jetir.org/papers/JETIR2411312.pdf

"Influence of Digital Transformation on Human Resource Practices of Old Mutual Insurance Rwanda", International Journal of Emerging Technologies and Innovative Research (www.jetir.org | UGC and issn Approved), ISSN:2349-5162, Vol.11, Issue 11, page no. ppd86-d103, November-2024, Available at : http://www.jetir.org/papers/JETIR2411312.pdf