Influence of Human Resource Information Systems on the Performance in Kenyan Public Universities

Abstract

With the advent of the twenty-first century came the ever increasing effect of globalization and technology. There is, therefore, a tremendous surge in the implementation of new technology and organizations have amplified the use of information systems in various functions and departments for organizational competitive advantage and success. Even though Human Resource Information Systems (HRIS) propels this technology rush, little information exists on HRIS in Kenyan public universities and hence forms the focus of this study. To get a clear understanding of the influence of human resource information systems on the performance of Kenyan public universities, this study sought to assess the levels of systems manipulation of human resource functions like recruitment and selection, training and development, payroll and performance management to determine the underlying assumption of this research study, which is to develop an awareness of the implications of influence of human resource information systems on the performance of Kenyan public universities. This study used a descriptive survey method, which employed both qualitative and quantitative approaches. The target population of the study was HRIS users and service providers who have served in the public universities for more than two years. Questionnaires and interview tools were used to collect both quantitative and qualitative data respectively. Stratified sampling was adopted to identify category of university staff for the study. Simple Random Sampling technique was then employed to identify individual staff for the interviews. Qualitative data was analyzed under the thematic method and quantitative data under statistical method. A total of 187 questionnaires with self-explanatory questions were administered to academic and non- academic employees of 3 public universities in Kenya. Separately 23 interviews were carried out and 20 of the respondents were interviewed and recorded. Data collected was analyzed by use of statistical tools for data analysis namely, MS-Excel and Statistical Package for Social Sciences (SPSS). The results of the research give valuable insights about the success and effectiveness of human resource information systems in organizations. The findings of the study are discussed in the context of the theoretical and empirical background of HRIS applications on HRM functions. The findings indicate that HRIS application on recruitment and selection, training and development, payroll and performance management cumulatively provide quality, accurate and consistent data that enables effective and efficient decision making for organizational competitive advantage, while lack of financial support and poor computer competency impede the effective application of human resource information systems. The results further confirm that HRIS reduces operational cost compared to manual systems as it helps to maintain data with more accuracy and in less time. Based on the findings of this study, it is concluded that applying an effective HRIS can be an assurance for HR to stay competitive in its bid to deliver more effective and streamlined services that can influence the performance of public universities. It is further concluded that HRIS functions enhance HRM in terms of administrative and analytical purposes. It is, therefore, recommended that a continuous assessment on the influence of HRIS, especially e-performance management on overall performance is necessary if the public universities are to maintain the competitive advantage resulting from human resource information systems.