Human Resource Information Systems and Employee Performance at Teacher’s Service Commission in Nairobi City County, Kenya
| dc.contributor.author | Ndegerege, Moses Mwangi | |
| dc.date.accessioned | 2025-03-25T12:04:46Z | |
| dc.date.available | 2025-03-25T12:04:46Z | |
| dc.date.issued | 2024-09 | |
| dc.description | A Research Project Submitted to School of Business, Economics and Tourism in Partial Fulfillment of the Requirement for the Award of Master of Business Administration (Human Resource Management) of Kenyatta University, September 2024. Supervisor Rosemarie Wanyoike | |
| dc.description.abstract | The implementation of a Human Resource Information System at the Teacher's Services Commission was anticipated to enhance operational efficiency and therefore decrease the volume of communication and client visits to the commission at any given moment. It is noteworthy to mention that the commission implemented an information communication technology department in 2003; yet, there remains a significant amount of paperwork. Therefore, general objective was to examine relationship between human resource information systems and employee performance at Teachers Service Commission. The specific objectives were to investigate effect of payroll management systems, e-recruitment systems, e-performance appraisal systems, and e-training systems on employee performance. The study holds significance for the administration of Teachers Service Commission, the staff of Teachers Service Commission, public organizations, users of the systems, and other researchers. The study is based on Ability-Motivation-Opportunity Theory as the main anchorage. The research employed a descriptive research design. Target population for this research constituted 144 staff at Teachers Service Commission secretariat. The study used purposive sampling to determine the specific Teachers Service Commission Secretariat that primarily focuses on use of HR systems for staff management. Consequently, the sample size being manageable and being case study remained 144 respondents. The utilization of both structured and unstructured questionnaires was towards collection of primary data. The study instrument's validity was assessed using content validity, face validity, construct validity, and consultation with the supervisor and expert opinions. The reliability tests utilized Cronbach's Alpha Coefficient and established the results as follows; employee performance with alpha value of 0.801, e-payroll management systems with 0.790, e-recruitment systems with 0.792 while e-appraisal systems 0.810 and e-learning system with alpha value of 0.811. Hence, results showed they were above the minimum threshold of 0.7. Descriptive statistics, such as the standard deviation and mean, was applied. The application of inferential statistics, specifically multiple linear regressions, was facilitated by the use of SPSS software. Analysis was conducted at a significance level of 0.5. The evaluated data was presented using tables. Presenting qualitative data involved the narrative presentation of narration derived from content analysis. According to the findings, the HRIS payroll interface in e-payroll was capable of calculating salaries and providing a variety of supporting jobs when it is coupled with payroll administration. It was emphasized that online recruiting included pre-employment screening, personality evaluations, and testing. Although e-appraisal systems influence human resource information systems and employee performance at Teacher’s Service Commission performance when combined with other research variables, the management is not making the best possible use of the human resource information data supply in order to make appraisal decisions. Therefore, in order for Teachers Service Commission to properly administer their e-payrolls, they need to identify the various components of e-payroll and incorporate those components into their information systems for managing human resources. It is imperative that decision-makers at Teacher’s Service Commission continue to invest in the modernization of human resource information systems in order to enhance the organization's capacity for efficient hiring. The management of Teacher’s Service Commission has to conduct an investigation into the reasons why their e-performance management system does not increase real-time communication. The provision of users with the required communication equipment that can assist them in tracking their performance levels is one way in which this might be enhanced. | |
| dc.description.sponsorship | Kenyatta University | |
| dc.identifier.uri | https://ir-library.ku.ac.ke/handle/123456789/29842 | |
| dc.language.iso | en | |
| dc.publisher | Kenyatta University | |
| dc.title | Human Resource Information Systems and Employee Performance at Teacher’s Service Commission in Nairobi City County, Kenya | |
| dc.type | Thesis |