Investigation of factors affecting the implementation of Government Human Resource Information System (GHRIS)(The Case of the Ministry of State for Provincial Administration and Internal Security, Tetu District)
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Date
2013-08-29
Authors
Wahinya, Josiah Mathenge
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Abstract
In recent years information systems (IS) have been deployed by organizations for achieving
efficiency, effectiveness, enhancing quality and gaining competitive advantage. Similarly Human
Resource Information Systems CHRIS) are used by Human Resource (HR) departments to
achieve similar objectives. Tannenbaum (1990) defines HRIS as a technology-based system used
to acquire, store, manipulate, analyze, retrieve, and distribute pertinent information regarding an
organization's human resources. Kovach et al., (1999) defined HRIS as a systematic procedure
for collecting, storing, maintaining, retrieving, and validating data needed by organization about
its human resources, personnel activities, and organization unit characteristics. Furthermore,
HRIS shape an integration between human resource management CHRM) and Information
Technology. It merges HRM as a discipline and in particular basic HR activities and processes
with the information technology field (Gerardine DeSanctis, 1986). As is the case with any
complex organizational information system, an HRIS is not limited to the computer hardware
and software applications that comprise the technical part of the system it also includes the
people, policies, procedures, and data required to manage the HR function (Hendrickson, 2003).
HRIS is an effective and efficient catalyst for integrating human resource management and
Information Technology. HRIS as a system support HR functional applications such as employee
selection and placement, payroll, pension and benefits management, intake and training
projections just to mention but a few. This research aimed to investigate the factors influencing
the implementation of Government Human Resource Information Systems in the Kenyan Civil
Service. The researcher used case study research design, this is due to the fact that data was
collected and analyzed from all the sixty nine staff at Ministry of State, Provincial
Administration and Internal Security, Tetu District, Nyeri County. Data was collected from
primary sources that is, directly from the respondents through open and close ended
questionnaires, The data collected was both qualitative and quantitative. The qualitative data was
analyzed using content analysis while quantitative data was analyzed using descriptive statistics.
Quantitative data was presented in the form of graphs, pie charts and tables while the qualitative
data was presented using narratives. The response rate was 86.95% where out of the issued 69
questionnaires, 60 were returned and considered adequate to commence the analysis. Findings
established that information technology infrastructure, staff competencies, organization culture
and leadership were a big factor in affecting the implementation of Government Human
Resource Information Systems. It was recommended that the Kenyan civil service needs to
invest in modern information technology in such areas as computer hardware and internet
connectivity; enough funds should be availed to the respective officers in order for them to
acquire enough facilities like computers and also be in a position to pay for internet connectivity;
all employees should be equipped with the required skills to implement GHRIS through training
and the management should involve employees in change implementation by preparing them for
change.