Abstract
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.
Highlights
The human resources (HR) department is one of the most important departments of any organization regardless of whether the organization is public or private, profit or non-profit, and whether it produces goods or provide services
Results show that almost half of the Human Resource Officers (HROs) interviewed (47.8%) neither agreed nor disagreed with the compatibility of Human Resources Information System (HRIS)
Up-to-Date Information The results in table 3 indicate that all technological features namely the system being rapidly changed or upgraded level χ2 = 11.985, p
Summary
The system is responsible for an immense revolution in the HR department including hastening of employee information, improving intra and inters departmental coordination and information sharing, facilitating access to information, reduction of operational costs etc. These benefits were lacking in the past when the paper based system was used in HR department [1, 2, 3, 36]. Out of the two parts of the HRIS, ICT application is largely based on the availability of ICT equipments and knowledge and skills The presence of both equipments and skills are essential for the system to provide quality information
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