Usage and Challenges of Human Resources Information System in the Tanzanian Public Organizations

Hadija Matimbwa; Orest Sebastian Masue

doi:doi:10.11648/j.jhrm.20190704.17

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Usage and Challenges of Human Resources Information System in the Tanzanian Public Organizations

Hadija Matimbwa, Orest Sebastian Masue

Published in Journal of Human Resource Management (Volume 7, Issue 4)

Received: 16 November 2019 Accepted: 28 November 2019 Published: 10 December 2019

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Abstract

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.

Published in	Journal of Human Resource Management (Volume 7, Issue 4)
DOI	10.11648/j.jhrm.20190704.17
Page(s)	131-137
Creative Commons	This is an Open Access article, distributed under the terms of the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/), which permits unrestricted use, distribution and reproduction in any medium or format, provided the original work is properly cited.
Copyright	Copyright © The Author(s), 2019. Published by Science Publishing Group

Keywords

Ghost Workers, Human Resources Management, Human Resource Information System, Local Government Authority, Payroll, Salary Administration

References

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APA Style

Hadija Matimbwa, Orest Sebastian Masue. (2019). Usage and Challenges of Human Resources Information System in the Tanzanian Public Organizations. Journal of Human Resource Management, 7(4), 131-137. https://doi.org/10.11648/j.jhrm.20190704.17

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ACS Style

Hadija Matimbwa; Orest Sebastian Masue. Usage and Challenges of Human Resources Information System in the Tanzanian Public Organizations. J. Hum. Resour. Manag. 2019, 7(4), 131-137. doi: 10.11648/j.jhrm.20190704.17

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AMA Style

Hadija Matimbwa, Orest Sebastian Masue. Usage and Challenges of Human Resources Information System in the Tanzanian Public Organizations. J Hum Resour Manag. 2019;7(4):131-137. doi: 10.11648/j.jhrm.20190704.17

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@article{10.11648/j.jhrm.20190704.17,
  author = {Hadija Matimbwa and Orest Sebastian Masue},
  title = {Usage and Challenges of Human Resources Information System in the Tanzanian Public Organizations},
  journal = {Journal of Human Resource Management},
  volume = {7},
  number = {4},
  pages = {131-137},
  doi = {10.11648/j.jhrm.20190704.17},
  url = {https://doi.org/10.11648/j.jhrm.20190704.17},
  eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.jhrm.20190704.17},
  abstract = {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.},
 year = {2019}
}

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TY  - JOUR
T1  - Usage and Challenges of Human Resources Information System in the Tanzanian Public Organizations
AU  - Hadija Matimbwa
AU  - Orest Sebastian Masue
Y1  - 2019/12/10
PY  - 2019
N1  - https://doi.org/10.11648/j.jhrm.20190704.17
DO  - 10.11648/j.jhrm.20190704.17
T2  - Journal of Human Resource Management
JF  - Journal of Human Resource Management
JO  - Journal of Human Resource Management
SP  - 131
EP  - 137
PB  - Science Publishing Group
SN  - 2331-0715
UR  - https://doi.org/10.11648/j.jhrm.20190704.17
AB  - 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.
VL  - 7
IS  - 4
ER  -

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Author Information

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

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APA Style

Hadija Matimbwa, Orest Sebastian Masue. (2019). Usage and Challenges of Human Resources Information System in the Tanzanian Public Organizations. Journal of Human Resource Management, 7(4), 131-137. https://doi.org/10.11648/j.jhrm.20190704.17

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ACS Style

Hadija Matimbwa; Orest Sebastian Masue. Usage and Challenges of Human Resources Information System in the Tanzanian Public Organizations. J. Hum. Resour. Manag. 2019, 7(4), 131-137. doi: 10.11648/j.jhrm.20190704.17

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AMA Style

Hadija Matimbwa, Orest Sebastian Masue. Usage and Challenges of Human Resources Information System in the Tanzanian Public Organizations. J Hum Resour Manag. 2019;7(4):131-137. doi: 10.11648/j.jhrm.20190704.17

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@article{10.11648/j.jhrm.20190704.17,
  author = {Hadija Matimbwa and Orest Sebastian Masue},
  title = {Usage and Challenges of Human Resources Information System in the Tanzanian Public Organizations},
  journal = {Journal of Human Resource Management},
  volume = {7},
  number = {4},
  pages = {131-137},
  doi = {10.11648/j.jhrm.20190704.17},
  url = {https://doi.org/10.11648/j.jhrm.20190704.17},
  eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.jhrm.20190704.17},
  abstract = {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.},
 year = {2019}
}

Copy | Download

TY  - JOUR
T1  - Usage and Challenges of Human Resources Information System in the Tanzanian Public Organizations
AU  - Hadija Matimbwa
AU  - Orest Sebastian Masue
Y1  - 2019/12/10
PY  - 2019
N1  - https://doi.org/10.11648/j.jhrm.20190704.17
DO  - 10.11648/j.jhrm.20190704.17
T2  - Journal of Human Resource Management
JF  - Journal of Human Resource Management
JO  - Journal of Human Resource Management
SP  - 131
EP  - 137
PB  - Science Publishing Group
SN  - 2331-0715
UR  - https://doi.org/10.11648/j.jhrm.20190704.17
AB  - 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.
VL  - 7
IS  - 4
ER  -

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