Relationship between Selected Technologies Adoption and Organizational Performance; a Case of Dairy Societies in Uasin Gishu County, Kenya

Dairy societies in Kenya, like many Africa countries are carried out by small-scale dairy farmers located in the rural areas, often with low literacy levels and very few technological skills. For dairy cooperatives to survive they have to streamline their operations and improve their management processes to have positive balance sheet and surplus money to pay dividends to their members, therefore, the study assessed the relationship between selected technology adoption and organizational performance of dairy societies in Uasin Gishu County in Kenya. The study specifically determined the relationship between financial technologies, Information communication technologies, human resources information system, and storage and processing technologies on organization performance of dairy societies. The study was informed by Diffusion of Innovation theory (DOI) and Theory of Constraints (TOC. It adopted explanatory research design and a census of all the dairy cooperative societies in Uasin Gishu County was conducted. Quantitative data collected was analyzed using descriptive statistical techniques and inferential statistics such as Pearson moment correlations and Multiple regression model. The study concluded that financial technologies adoption, information communication technology adoption and storage and processing technologies adoption are important determinants of performance of dairy societies. However, human resources information system had no significant effect on performance of dairy societies. Key words: financial technologies, communication technologies, human resource information system, storage and processing technologie

Exploring the benefits of human resources information systems at Ethekwini Municipality.

Masters Degree. University of KwaZulu-Natal, Pietermaritzburg.Organisations, including municipalities, are gradually adopting and using human resources information systems (HRIS) to evolve and modernise their Human Resources (HR) departments. HRIS should lead to valuable outcomes for organisations. However, an observation had been made that eThekwini Municipality’s human resources department had different perceptions about the key benefits of using HRIS. Employees’ perceptions have led to either resistance or acceptance of the change. The main purpose of this study was to explore the benefits of the Human Resources Information System at eThekwini municipality. By exploring these benefits, the study should contribute to municipal policy and practice on how employees could be attracted to adopt and adapt to HRIS to enhance their job performance and subsequently contribute to positive organisational performance and productivity. The study explored these benefits by employing the Technology Acceptance Model (TAM) theoretical framework which analyses the perceived usefulness and perceived ease of use of technology by individuals in an organisation. The study employed a qualitative research methodology, which involved a purposive sampling strategy, in-depth interviews and focus group discussions as a means to collect data. Themes and sub-themes have been developed through thematic analysis. The study found various HRIS benefits that are enjoyed by end-users in eThekwini Municipality. These benefits included time-saving, real-time information, accurate reporting, self-service options, paperless system, and strategic decision making. On the perceived usefulness, the study found that some employees perceived the system as useful. In contrast, others faced challenges with some modules of HRIS, citing that they have received complaints from other end-users which have not been addressed. The perceived ease of use of the system revealed that some end-users found HIRS user-friendly, while others found some platforms, such as e-Recruitment module e-Careers, not user friendly to both municipal employees and the public. There were some technical challenges found by the study, such as system complexity issues. Also, the lack of system adaptivity remained a major HRIS implementation issue that posed a potential implementation threat. Several findings in this study carried significant human resources-related policy and practice implications. Some recommendations included improving the current HRIS to be more user-friendly, increase training interventions and phase out manual paper-based systems

FACTORS AFFECTING THE ADOPTION OF HUMAN RESOURCE INFORMATION SYSTEMS IN KAKAMEGA COUNTY GOVERNMENT: A CASE STUDY KAKAMEGA COUNTY GOVERNMENT

The main aim of the study was to establish the factors affecting the adoption of HRIS in Public Organisations in Kenya. The objectives of the research were to investigate how: Employee training, Management support, finances, Change management and Management support affect the adoption of HRIS in public organizations, with specific reference to Kakamega County. The study will be significant to the management of Kakamega County, the government of Kenya and also other researchers who wish to pursue farther studies on factors affecting the adoption of HRIS in an organization. Descriptive research design was used. The target population was 73 employees of Kakamega county government, procurement department. The Census design where the entire population was picked was used as the sample. Questionnaires were used to collect the data. Data was analyzed qualitatively and quantitatively and presented using figures and tables. According to the study findings, 77% of the respondents agreed that finances affect the adoption of HRIS, while 23% disagreed. On employee training, 93% agreed it affects the adoption of HRIS while 7% disagreed. As far as Management support is concerned, 84% agreed that it affects adoption of HRIS while 16% disagreed and 95% agreed that Change management affects adoption of HRIS in public organizations in Kenya while 5% disagreed. On Government Policy, 93% agreed it affects the adoption of HRIS while 7% disagreed. The study recommends that public organisations should implement on and off job training programs to equip its employees with basic skills, knowledge and competency on how best to use HRIS systems. The organizations should ensure the appropriate infrastructure is available to facilitate the HRIS process, while sufficient resources should be provided to ensure that effective HRIS systems resourced. The management should also be supportive of technological systems in order to realize their success

The Use of Information and Communication Technology and Performance of Human Resources Personnel at Mwananyamala Hospital, Tanzania.

This study assessed how the use of ICT influenced the performance of human resource personnel in Mwananyamala hospital, Tanzania. Specifically, the study examined how the applications of ICT in human resource functions, benefits of ICT use and challenges of using ICT devices influenced the health service delivery at Mwananyamala Hospital. The study applied descriptive and explanatory design. The systematic and purposive sampling procedures were used to select 62 respondents for the survey. Data were analyzed using descriptive, correlation and regression analysis. The findings indicated that health employees at the Mwananyamala hospital agreed that there were benefits accrued from the use of ICT in facilitating the performance of HR functions at the hospital. However, the challenges were not severe in a very that would limit the performance of HR functions at Mwanayamala hospital. Both descriptive and regression analysis confirm that the applications of ICT boosted the performance of HR functions and the regression analysis revealed the positive and significant influence at the hospital while the challenges’ influence was not significant. The study further recommends that regular training on the use of the ICT tools should be conducted. The study recommends that hospitals continue to use ICT to promote the performance of HR functions in Tanzania. Keywords: Human Resources functions, Information and Communication Technology, Performance, Price Fluctuation

Application of Cloud-based Human Resource Management Information System and Women-Entrepreneurial Growth: A Conceptual Consideration

The aim of this study is to offer a conceptual understanding on the link between Cloud-Based Human Resource Management Information System and women entrepreneurship growth. The phenomenon of female entrepreneurship, female business owners themselves and their enterprises, is regarded as one of the carriers of economic and social development. Despite their vast participation and contribution to the economic development, however, female entrepreneurs do not perform as well as their male counterparts in terms of business strategy which results in high growth prospects. The study followed a conceptual approach to indicate how Cloud-Based Human Resource Management Information System will lead to women entrepreneurial growth. The study also proposed a framework on the association between the two constructs. It was concluded that the development of the system will offer greater opportunities for women entrepreneurs to overcome the overarching challenges most especially in their human resource practices which will eventually results in growth opportunities. The study recommended that future research efforts should be carried out to empirically test the proposed framework so as to empirically understand the association between the two constructs

THE IMPACT OF HUMAN RESOURCE INFORMATION SYSTEMS ON HUMAN RESOURCE MANAGEMENT PRACTICES IN STATE CORPORATIONS IN KENYA

The main objective of the study was to assess the impact of human resource information systems (HRIS) on human resource management (HRM) practices in state corporations in Kenya. The study adopted a descriptive research design in order to help understand the underlying motivation, perceptions about, and reasons for adoption of HRIS among public corporations in Kenya today. The study adopted a sample of 45 state corporations out of 187. The study used a structured, self-administered questionnaire to collect primary data. Data analysis was based on descriptive statistics and regression analysis. The results were presented in form of tables, charts and graphs. The study findings revealed that across a majority of state corporations surveyed, there were relatively high levels HRIS adoptions complete with among others, integrated HRIS software and a support system for continued improvements and updates. Most state corporations in Kenya have various practices in place that drive HRIS uptake that includes routine reviews of HRIS policies and related procedures and feedback mechanisms through which staff can submit feedback and suggestion for improvements. The regression analysis results revealed that there was a statistically significant relationship between HRIS and human resource management practices; the correlation coefficient for the model was 0.928. The study recommends that, to further improve, HRM practices organizations should continuously upgrade information systems

CHALLENGES IN THE IMPLEMENTATION OF HUMAN RESOURCE MANAGEMENT INFORMATION SYSTEM IN PRIVATE FIRMS IN KENYA: A CASE STUDY OF GROWTH FROM KNOWLEDGE RETAIL AND TECHNOLOGY EAST AFRICA

The study examined factors that affect the successful implementation of Human Resource Management Information Systems in private firms in Kenya. Specifically, the objectives of the study were; to determine the extent to which employee competence affects the implementation of the HRMIS system; examine the extent to which management support and commitment affects the implementation of the HRIS system; determine the effect of technical support in HRIS system implementation. The study is significant to the Management of Growth from Knowledge Retail and Technology East Africa, Other Company Policy Makers and Future Scholars. The research design used was descriptive. The population for this study comprised of all employees working at GfK E.A. The total number of the population was 48. The information was collected by the use of a self administered questionnaire. The collected data was coded and analyzed using both qualitative and quantitative analysis. From the findings, it was found that in technical capacity, technical employees with high skills in IT were expected to share the knowledge or educate non skilled employees in IT in order to help them conform to an IT compliant organization that fully uses HRMIS in managing the employees. It was noted that organizations that have adopted the system are having top managers who are optimistic and have a positive outlook towards adoption of HRIS; this was presumed that the managers were not in fear of any change. The study recommends that employees who are well skilled in HRMIS should also devote their efforts in sharing the Knowledge in networking among the employees with fewer skills. The management should also organize and support programs such as training despite the resources that would be used, the training to promote skills would make the whole exercise a success. Management should encourage regular employee training in order for the employees to obtain necessary technical skills. This process would help reduce dependence of external sourcing of costly technical staf

The perceptions of employees on the use of human resource information systems in recruitment and selection functions at the School of Management, IT and Governance.

Masters Degree. University of KwaZulu-Natal, Pietermaritzburg.There has always been a growing need for organizations to achieve organizational goals and functionality in the work environment. Studies conducted over a long time show that traditional ways of doing things in human resource management have been moved to strategic human resource management using substantial involvement of Information Technology. This research explores University of Kwazulu-Natal employees’ perceptions towards the use and functionality of Human Resource Information Systems in recruitment and selection functions in the School of Management, IT and Governance in Pietermaritzburg and Westville Campus. The main objectives were to explore employees’ perceptions on the design and use of human resource information systems, identify the advantages of using HRIS in selection and recruitment functions, and their overall perceptions of its use on selection and recruitment functions. Descriptive research was conducted to provide an accurate description of the subject matter. The quantitative research method was conducted to provide a more comprehensive statistical and graphical understanding of the information collected. The target population was 61, where 52 respondents were selected as the sample for the study. Due to the COVD-19 pandemic, remote data collection was adopted. The questionnaires were captured on the Google Form, and the link was subsequently sent to each of the respondents via email. The responses were downloaded and re-coded in Excel, which was later exported into the SPSS, version 26. Based on the data, only 42 of the respondents completed the questionnaires online. This represents 86.77% active response rate. The measuring instrument reliability was determined using Cronbach's alpha efficient, while the validity was determined through exploratory factor analysis. The results showed a significant relationship between the perceptions on the use and design of HRIS and benefits of HRIS (r = 0.236, p < 0.05). Furthermore, there was a significant positive correlation between the benefits of HRIS and the perceptions on the use of HRIS in the recruitment process (r = 0.464, p < 0.05). Lastly, there was a significant positive relationship between the perceptions of HRIS in the recruitment and selection process (r = 0.550, p < 0.05). The study recommends that the University continue to integrate HRIS into its HR activities such as recruitment and selection, job analysis, human resource planning, training and development, compensation, and succession planning

Impact of data quality on utilisation and usefulness of integrated Human Resources Information Systems (HRIS)

Magister Commercii - MComImpact of data quality on utilisation and perceived usefulness of integrated Human Resources Information Systems (HRIS). Integrated HR Information systems have become prevalent in modern organisations. These systems promise operational efficiencies and competitive advantage. In order to deliver these benefits, the systems should be effectively utilised and perceived as a useful business tools. The utilisation and perceived usefulness of the HRIS could be influenced by quality of data it produces. The objective of this study was to investigate the impact of data quality on the utilisation and usefulness of the HRIS. The aim was to ensure that organisations realise their investments in HRIS. This would be achieved by improving qualities that ensures effective utilisation of HRIS. Moreover, the study sought to enhance the body of academic knowledge in HRIS as far data quality is concerned. Mixed research method was used to meet the objectives of the study. Survey research and qualitative interviews techniques were employed. Statistical and deductive analysis was applied to raw data in order to draw conclusions. The study found that data quality positively influence utilisation and usefulness of HRIS. Moreover, findings revealed that the HRIS was predominantly used for operational, rather than strategic tasks. HRIS data is also not generally perceived to be of poor quality. HR practitioners emphasise accuracy over other quality dimensions. Organisations that seek to maximise their investment in HRIS should implement data quality improvement initiatives. This will ensure that the system is effectively utilised and produces high quality information for decision-making. This could lead to competitive advantage. Further research could be undertaken to understand; success factors for HRIS data quality initiatives, determinants of HRIS user satisfaction, drivers for dedicated HRIS management roles and the impact of having HRIS manager among others

Determinants of accounting information technology usage in Nigerian banking sector

Banks in Nigeria have increased their investment in the Information System (IS) as a fundamental e-banking tool, capable of yielding significant contributions to their financial income especially in cost efficiency. However, investment in Accounting Information Technology (AIT) is less effective due to many users complain of persistent systems failures, technical issues, lack of system stability, fraud and security challenges. Therefore, the main purpose of this study is to investigate the determinants of AIT usage in the Nigerian banking sector. Specifically, the study examines the influence of system quality, information quality, service quality, internal control quality, training and top management support on AIT usage. It also investigates the moderating effect of an external consultant involvement on the relationship between the system quality and usage of AIT. A cross-sectional survey was employed for data collection. A questionnaire was distributed to 571 samples, and 257 valid responses were obtained from regional or branch managers, and account managers of the banks. Partial Least Square path modeling was used in analyzing the relationship between the determinants and AIT usage as well as the moderating effect of an external consultant involvement between system quality and AIT usage. The findings from the direct relationship reveals that system quality, information quality, and internal control quality has a significant positive relationship with AIT usage, but service quality, training, and top management support has insignificant negative relationship. Furthermore, the result of the moderating effect reveals that the external consultant involvement significantly moderates the relationship of the system quality, information quality, and service quality with AIT usage. The outcomes of this study provides another insight to the banks’ management with specific factors that they can leverage to improve the usage of the AIT thereby realizing the expected benefit of their investment