Usage and Challenges of Human Resources Information System in the Tanzanian Public Organizations
Journal of Human Resource Management
Volume 7, Issue 4, December 2019, Pages: 131-137
Received: Nov. 16, 2019;
Accepted: Nov. 28, 2019;
Published: Dec. 10, 2019
Views 357 Downloads 445
Hadija Matimbwa, Department of Management Science and Procurement, Faculty of Business and Management Science, Ruaha Catholic University, Iringa, Tanzania
Orest Sebastian Masue, Department of Public Service and Human Resource Management, School of Public Administration, Mzumbe University, Morogoro, Tanzania
The use of Human Resources Information System (HRIS) has recently become an important feature of Human Resource Management (HRM) in the emerging economies including Tanzania. In this paper, we review the usage and challenges of Human Resources Information System (HRIS) in Tanzania. Based on systematic review of policies, legislation and scientific literature, we examine the practice, new developments and challenges facing the uptake of HRIS in Tanzania. A systematic qualitative synthesis using nomothetic-based content analysis is used in the paper to analyse the collected information for the purpose of advancing argument on HRIS usage effectiveness. Our findings show that HRIS has been useful in HRM in Tanzania particularly in recruitment and selection, updating and maintenance of employee data, generating HR reports, employees’ deductions, direct deposit distributions, career planning; and training, and development. Despite the relevance and promising contributions of HRIS to effective HRM in the public sector, we document five important challenges associated with the usage of HRIS which include: (1) unsteady financial capacity to acquire, update and maintain the HRIS; (2) inadequate ICT and HRIS expertise among the HRM workforce; (3) inadequate coordination of government machinery in the performance of their statutory responsibilities; (4) instability of internet connectivity and (5) inadequate top management support. On the basis of challenges identified, we recommend the following recommendations: - Firstly, the government should increase budget allocations to Ministries, Department and Agencies (MDAs) and Local Government Authorities (LGAs) to ensure adequate procurement of facilities and development of skilled workforce in HRIS and Information Technology (IT). Secondly, we recommend strengthening of coordination between different departments responsible for HRIS management in order to speed up information flow to system users for complete and accurate output and timely updating of employees’ data.
Orest Sebastian Masue,
Usage and Challenges of Human Resources Information System in the Tanzanian Public Organizations, Journal of Human Resource Management.
Vol. 7, No. 4,
2019, pp. 131-137.
Aggarwal, N., andKapoor, M. (2012). Human resource information systems (HRIS)-Its role and importance in business competitiveness. GianJyoti E-Journal, 1 (2), 1-13.
Ahmer, Z. (2013). Adoption of human resource information systems innovation in Pakistani organizations. Journal of Quality and Technology Management, 9 (2), 22-50.
Akoyo, S. I. and Muathe S. M. A. (2017). Towards a Theoretical Model for Human Resource Management Information Systems, Government Policy and Organizational Performance: A Research Agenda. IOSR Journal of Business and Management (IOSR-JBM). Volume 19, Issue 1. pp 43-53.
Al-Mobaideen, H., Allahawiah, S. and Basio, E. (2013). Factors Influencing the Successful Adoption of Human Resource Information System: The Content of Aqaba Special Economic Zone Authority. Intelligent Information Management, 5, 1-9.
Beckers, A. M., and Bsat, M. Z. (2002). A DSS classification model for research in human resource information systems. Information Systems Management, 19 (3), 41-50.
Bhuiyan, M. B. U., and Rahman R (2014). Application of Human Resource Information System in the Firms of Bangladesh and its Strategic Importance. World Wide Research Vol. 4 Issue 3.
Brown, D. (2002). E-HR: victim of unrealistic expectations. Canadian HR Reporter, 15, 1-6.
Chinyuka, A. M. (2018). Implementation of Human Capital Management Information System (HCMIS) in Local Government Authorities in Tanzania: A case of Moshi District Council (Masters Dissertation, Mzumbe University).
Jorojick P. D. A. (2015). The Influence of Human Resource Information System on Decision Making in LGAs: The Case of Lawson Version 9 in Kiteto District, Tanzania. A Dissertation Submitted in Partial/Fulfillment of the Requirements for Award of the Degree of Master of Science in Human Resource Management (MSc HRM) of Mzumbe University.
Gupta B. (2013). Human Resources Information System HRIS. Important Element of Current Scenario. Journal of Business and Management Vol. 13, Issue 6 pp 41-46.
Hendrickson, A. (2003). Human Resources Information Systems: Backbone Technology of Contemporary Human Resources. Journal of Labour Research, Vol. 24 (3), 2003, p. 381.
Ishijima H, Mapunda M., Mndeme., Sukums S., Mlay, VS. (2015). Challenges and opportunities for effective adoption of HRH information systems in developing countries: National rollout of HRHIS and TIIS in Tanzania. Human Resources Health. 2015; 13 (48).
Jahan, S. (2014). Human Resources Information System (HRIS): A Theoretical Perspective. Journal of Human Resource and Sustainability Studies, 2, 33-39.
Kalikawe, G. (2010). Assessment on the Effectiveness of HRIS in ParastatalOrganizations. NHC Dar es Salaam: Unpublished Masters Dissertation: Mzumbe University, Morogoro.
Kassam, A. (2013). Challenges of Human Capital Management Information System (Lawson Version, 9) in Local Government Authorities: The case of Shinyanga Municipal Council. A Dissertation for Award of MSc Degree at Mzumbe University, Morogoro, Tanzania.
Kassim, N., Ramayah, T. and Kurnia, S. (2012). Antecedents and outcomes of human resource information system (HRIS) use. International Journal of Productivity and Performance Management, 61 (6), 603-623.
Kovach, K., Hughes, A., Fagan, P., &Maggitti, P. (2002). Administrative and strategic advantages of HRIS. Employment Relations today, 29 (2), 43-48.
Kroenke, D. M. (2014). MIS Essentials (4th ed.). Upper Saddle River, NJ: Pearson.
Lameck, W. U. (2015). Explaining the Performance of Decentralized Recruitment in Tanzania Local Government Authorities on Institutional Context Perspective. International Journal of Academic Research in Business and Social Sciences Dec 2015, Vol. 5, No. 12.
Lema, L. E. (2013). The Impact of Human Resources Information System in the Performance of Banking Industry: The Case Study of National Microfinance Bank Tanzania Ltd. Dissertation Submitted in Partial Fulfillment of Requirements for the Award of the Degree of Masters of Science in Human Resources Management of Mzumbe University.
Magenda, A. (2011). Investigation of Problems Facing Application of HRIS. Institute of Judicial Administration. Unpublished Research Report: (IJA) Lushoto, Tanga.
Midiwo, J. (2015). Influence of Human Resource Information Systems on the Performance of KenyanPublic Universities. A Thesis Submitted in Partial Fulfillment for the Degree of Doctor of Philosophy in Human Resource Management in the Jomo Kenyatta University of Agriculture and Technology.
Ngai, E. W. T. and Wat, F. K. T. (2006). Human resource information systems: a review and empirical analysis. Personnel Review, 35 (3), 297-314.
Njau, N. F. (2018). Factors influencing adoption of human resource information system in parastatal organizations; case of Dar es Salaam. A Dissertation for Award of MSc Degree at Dodoma University, Dodoma, Tanzania.
Njau, S. (2017). Challenges in the Use of Human Capital management Information System (HCMIS) in Local Government Authorities. A Dissertation for the Award of MSc Degree at Mzumbe University, Morogoro, Tanzania.
Ochenge, N. C. (2015). Role of Human Resource Management Practices and Sustainable Development of Commercial Banks, Case Study of Kenya Commercial Bank. International Journal of Social Sciences Management and Entrepreneurship, (1): 34-49.
Opiyo, A. P. (2015). Effects of Human Resource Information System on Performance of Commercial Banks in Kenya: A Case of Kenya Commercial Bank. Journal of Business Management Vol. 1 Issue 1 June 2015 Paper 2.
Republic of South Africa (RSA). (2006). Managing Electronic Records inGovernmental Bodies: Policy, Principles and Requirements. National Archives and Records Service of South Africa. Department of Arts and Culture.
Rietsema, D. (2019). How to Properly Maintain Your HRIS: HRIS Payroll Software. Access on https://www.hrispayrollsoftware.com/maintaining-your-hris/.
Sawe, D. and Maimu, D. (2001). International experience with civil service censuses and civil service databases. A case study 3 - Tanzania. In McCallum, N., & Tyler, V. (2001). London: International Records Management Trust.
Singh, H. P, Jindal, S. and Samim, S. A. (2011). Role of Human Resource Information System in Banking Industry of Developing Countries. Paper presented in The First International Conference on Interdisciplinary Research and Development, 31 May - 1 June 2011, Thailand.
Teo, T. S. H., Lim, G. S., &Fedric, S. A. (2007). The adoption and diffusion of human resources information systems in Singapore. Asia Pacific Journal of Human Resources, 45 (1), 44-62.
Troshani, I., Jerram, C. and Hill, S. R., (2011). Exploring the public sector adoption of HRIS. Industrial Management & Data Systems, 111 (3), 470-488.
United Republic of Tanzania (URT). (2002b). Records and Archives Management Act. President’s Office, Public Service Management. Government printer, Dar es Salaam.
United Republic of Tanzania (URT). (2002). Tanzania Public Service Act of 2002. President’s Office, Public Service Management. Government printer, Dar es Salaam.
United Republic of Tanzania (URT). (2011). Human Capital Management Information System (HCMIS) User Manual (2016). Government printer, Dar es Salaam.
United Republic of Tanzania (URT). (2016b). National Information and Communications Technology Policy. Ministry Of Works, Transport and Communication. Government printer, Dar es Salaam.
Wahab A. (2011). The Effectiveness of Human Resource Management Information System (HRMIS) Application in Managing Human Resource at the Perlis State Secretary Office. University Utara Malaysia.
Wairimu, C. and Karanja, P. (2016). Influence of Human Resource Information Systems on Performance of the Banking Industry in Kenya. The Strategic Journal of Business and Change Management, 3 (4), pp 107-127.
World Bank (2002). Evidence-Based Governance in the Electronic Age. Case Study Personnel and Payroll Records and Information Systems in Tanzania. A World Bank/International Records Management Trust Partnership Project.