Effectiveness of Human Resource Information Systems (HRIS) in reducing ghost workers within local government authorities in Tanzania.
| dc.contributor.author | Mbuya, Cyprian Ferdinand | |
| dc.date.accessioned | 2020-04-15T15:17:57Z | |
| dc.date.available | 2020-04-15T15:17:57Z | |
| dc.date.issued | 2018 | |
| dc.description | Available in print form, East Africana Collection, Dr. Wilbert Chagula Library, Class mark (THS EAF HF5549.E429T34M328) | en_US |
| dc.description.abstract | In the current information age, the success of any organization is centered on the extent to which it is able to adopt new changes in Information Technology (IT). Human resource function is one of the key departments but has been lagging behind in adoption of technology. This study aimed to make an assessment of the effectiveness of human resource information systems (HRIS) in reducing ghost workers within local government authorities in Tanzania: A case of Dar es Salaam region. The specific objectives were to examine the tools and methods in the current systems used to manage human resource, to find out the existing challenges in embracing HRIS and to examining the shortcomings of the current HRIS. This study used single case study of DSM region; which comprised local municipals, i.e. Ubungo, Temeke, Kinondoni, Ilala, Kigamboni, and DSM regional government. Data was collected by using unstructured questionnaires for carrying out an in-depth interview to complement secondary data. The findings of this study revealed that, DSM local government authorities uses manual system to manage human resource. The system is ineffective and inefficient and causes delays in making decisions, errors, inconsistence, and creates room for favoritism. Based on the literature review, the management commitment, availability of funds, organization culture, organization size and availability of IT consultant and expert are the inhibiting factors in most organization towards the adoption and implementation of HRIS. The management commitment and willingness are the major factors that inhibit the adoption and implementation of the HRIS. Further, the cost of adoption and maintenance of the HRIS found to be high compared with the fund the local authority receives from the central government. Generally, the management commitment/willingness, and cost of adoption and maintenance can also be inhibiting factors for HRIS adoption at DSM LG. Based on the findings of this study, DSM LG management is recommended to make appropriate decision by formulating strategies, policies to acquire HRIS and integrate the use of ICT with the strategies and plans rather than using HRIS for only administrative applications such as payroll and employees’ record keeping in order to effectively and efficiently utilize human capital for a great success of the DSM LG. | en_US |
| dc.identifier.citation | Mbuya, C. F. (2018). Effectiveness of Human Resource Information Systems (HRIS) in reducing ghost workers within local government authorities in Tanzania. Master dissertation, University of Dar es Salaam.nzania. | en_US |
| dc.identifier.uri | http://41.86.178.5:8080/xmlui/handle/123456789/9466 | |
| dc.language.iso | en | en_US |
| dc.publisher | University of Dar es Salaam | en_US |
| dc.subject | Personnel management | en_US |
| dc.subject | Personnel records | en_US |
| dc.subject | Government information | en_US |
| dc.subject | Tanzania | en_US |
| dc.title | Effectiveness of Human Resource Information Systems (HRIS) in reducing ghost workers within local government authorities in Tanzania. | en_US |
| dc.type | Thesis | en_US |