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
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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
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.
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