Technological Features and Effectiveness of Human Resource Information System in Tanzanian Local Government Authorities
American Journal of Operations Management and Information Systems
Volume 5, Issue 3, September 2020, Pages: 29-40
Received: Aug. 5, 2020;
Accepted: Aug. 22, 2020;
Published: Sep. 8, 2020
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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
Venance Shilingi, Department of Public Service and Human Resource Management, School of Public Administration, Mzumbe University, Morogoro, Tanzania
Information and Communication Technology has drastically become indispensable for companies aiming to favourably compete in the business world. The traditional way of storing information is losing its ground; organisations are abandoning paper documents and quickly adopting digital storage. Today, most organizations have upgraded their file storage systems from paper filing to digital filing whereby documents are stored on servers and storage devices. By so doing, documents can be easily accessed by anyone who is granted access. Organizations are able to store and maintain tremendous amount of information, which enhance immediate access of information from the system. Tanzania like many other countries has decided to use Human Resources Information System (HRIS) to replace manual record systems in Ministries Departments and Agencies (MDAs) and the Local Government Authorities (LGAs). The aim of introducing HRIS in the MDAs and LGAs was to reduce manual performance of administrative activities and to enable HR officers maintain complete, accurate and up-to-date employees’ information by using computerized application software. The purpose of this article is to assess the influence of technological features on (HRIS) effectiveness. The study involved 37 LGAs in six regions-Mwanza, Arusha, Dodoma, Morogoro, Iringa, and Kagera. Primary data were collected through administration of 201 questionnaires to Human Resource Officers (HROs) and interviews with 8 key informants. Secondary data were mainly collected through documentary review. Data were analysed using both descriptive and inferential statistics. The study employed the ordered logistic regression model to assess the influence of technology features on the effectiveness of HRIS in LGAs in terms of information timeliness, completeness and accuracy. Based on the results, technological features have significant influence on HRIS effectiveness in terms of timeliness, completeness, and accuracy of information. These include compatibility, complexity, usefulness and reliability. The implication of the results is that a new and reliable system is needed to facilitate decision making, increase access from other devices, address the needs of the institution, and be procedurally clear. It was suggested that the current system should be changed to accommodate technological advancement and cover loopholes which are being manipulated by employees in LGAs.
Orest Sebastian Masue,
Technological Features and Effectiveness of Human Resource Information System in Tanzanian Local Government Authorities, American Journal of Operations Management and Information Systems.
Vol. 5, No. 3,
2020, pp. 29-40.
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