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

Abstract

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.