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

FACTORS AFFECTING 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. The particular objectives that guided 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 that was used for this study was descriptive research design. The population for this study comprised of all employees working at GfK E.A. The total number of the population was 48. Primary data 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 staff