Institutional Factors Influencing The Implementation Of Human Resource Information Systems In Machakos County Government

ABSTRACT

Technology is instrumental in enhancing organizational operations. This includes

machinery and equipment that have been deliberately developed from the application of

scientific knowledge. Human Resource has become a crucial source of competitiveness

while striving for excellence in the business environment. The best performing firms rely

not only on technology, patents of strategic position, but on the management of their

workforce for sustained advantage in the market place. The firms have also realized that

after Human Resources, Information Technology is the other most important asset such

as Human Resource Information System (HRIS). However, in the government of

Machakos County, implementation of the HRIS has not been successful as it was

anticipated. The study was to investigate the institutional factors influencing the

implementation of the Human Resource Information System in Machakos County

Governments. The study was guided by the four objectives; to explore the influence of

leadership style, staff training, change management and organizational policy on the

implementation of HRIS in Machakos County. The study employed descriptive research

design and data was collected using questionnaires. The study targeted 174 employees of

Machakos County and a sample of 88 study participants was randomly selected. The data

was analyzed using quantitative data analysis techniques with the aid of SPSS version 21.

Correlation and regression was carried out to determine the influence of the independent

variables on the dependent variable. Results were presented in tables. The results showed

a P-value of 0.038 implying that implementation of HRIS has a significant joint

relationship with leadership style, staff training, change management and organizational

policy which is significant at 5 percent level of significance. A t-value of 0.058 was

established at 0.047 error margin. This shows that the statistics was significant at 95%

significance level. The researcher recommends that the County Executive Committee

members should be ready to implement HRIS. This would ensure that the environment is

welcoming for the system to fully be incorporated. HR managers should play a proactive

role to support HRIS implementation in their organizations. They should convince top

managers and other line managers of the importance of HRIS implementation, so that

time and budget required for implementing HRIS could be gained. The study further

recommends that, the county leadership should allocate time, training manuals and

framework and budget to train people on how to use and leverage the uses of HRIS, and

on how to gain competitive advantage through HRIS

Change management programs should be put in place to ensure that employees fully

adapt to the new technology installed. Clear policies regarding the implementation of the

HRIS should be put in place to ensure smooth adoption and implementation of the

system. HR department should align its policies with the organizational policy on

adoption and implementation of new technology in order to gain full support from the

organizational management.