Human Resource Management Information Systems and Performance of Selected National Government Ministries in Nairobi City County, Kenya

Abstract

Over the years, most public organizations in Kenya have been registering poor performance and this includes National Government Ministries. Studies conducted by different scholars on organizational performance have revealed that this situation is attributable to weak institutional capacities, lack of ICT infrastructure, scarcity of resources and inapt use of public funds among other factors. With the rapid changes in the global business environment, National Government Ministries must uptake use of human resource management information systems to enhance employee productivity, job satisfaction, service quality and organizational performance. This research sought to analyze the influence of human resource management information systems on performance of selected National Government Ministries in Nairobi City County, Kenya. The specific objectives were to establish the relationship between e-Recruitment and performance of selected Ministries; to determine the relationship between e-Training and performance of selected Ministries; to explore the relationship between e-Appraisal and performance of selected Ministries; to evaluate the relationship between e-Payroll and performance of selected Ministries; to analyze the relationship between e-Communication and performance of selected Ministries; to examine whether Government policy has a moderating effect on the relationship between human resource management information systems and performance of selected Ministries; and finally, to establish whether service delivery has a mediating effect on the relationship between human resource management information systems and performance of selected Ministries. The philosophical foundation of the study was positivism. The study used a quantitative research design using a cross-sectional survey. The target population comprised of 271 employees working in 6 selected Ministries. The unit of analysis was one National Government Ministry while the unit of observation were 162 employees who included 49 top managers, 90 mid-level managers and 132 operational staff drawn from HR, ICT and Finance departments. The study used proportionate stratified random sampling where employees were grouped and then randomly picked to participate in the study. The sample size was 162 employees selected 6 Ministries. Primary data were collected using self-administered questionnaires while secondary data were obtained through books, journals and empirical works of other scholars. Descriptive and inferential statistics were computed to describe characteristics of each study variable. Multiple regression analysis and correlation coefficient were used to establish causal relationships between hypothesized variables and performance of selected Ministries. Content analysis was used to analyze qualitative data. It was found that there is a significant relationship between independent variables and performance of the selected Ministries. Government policy and service delivery have a strong moderating and mediating effect on the relationship between human resource management information systems and performance of selected Ministries. The findings supported the resource based-view theorists that a firm’s internal resources are a source of competitive advantage. The study recommends that National Government Ministries should uptake use of human resource management information systems to improve organizational performance in terms of productivity, job satisfaction and service quality.