Analyzing the role of human resource information systems in human resource management for public sector in Uganda: a case study of Makerere University

Abstract

The main purpose of the study was to explore the role of HRIS in HRM of the Public Sector in Uganda. The specific objectives of the study were: to identify information systems in HRM at Makerere University Directorate of Human Resources (MUDHR), to study the role of information systems in HRM, to find out the challenges in implementing HRIS among HR professionals, and to suggest turn around strategies for HR professionals to support the change and facilitate communication at the MUDHR. The study used a cross-sectional survey design. The targeted population for the study was 25 people drawn from the department of Human Resources Makerere University. These were purposively selected since they were involved with HR matters. The entire population participated in the study since it was small and manageable. The researcher used an interview guide to collect data from the respondents. The data collected was analyzed using qualitative means in form of notes, word-for-word transcripts, single words, brief phrases, and full paragraphs. It was also illustrated by quotations and interpreted by content analysis composing explanations and substantiating them using the respondents' open responses following the order of the research objectives the findings revealed that HRIS plays a significant role in HRM of the Public Sector which includes easy access to staff information, improved data management, and improved data input process among others. It was established that there were challenges in the usage of HRIS as most employees resisted the changeover from the manual system to the automated system. Lack of skilled staff, high cost of setting up and maintaining an HRIS, and resistance to change of the organizational culture were other challenges stated. In order to effectively implement HRIS, the respondents suggested that there should be a mobilization of resources required to set up HRIS, acquisition of a suitable HRIS software, the organization should focus on their goals and objectives to enhance usage and HRIS performance, recruitment of trained and qualified HRIS staff and continuous training of existing staff on HRIS implementation. The study recommends that there is a need to expand the use of HRIS in HRM which will enable the efficient and effective management of HR functions in universities. There is a need to diversify the use of human resource information systems in the human resource department. This will enable the efficient and effective operations of the human resource management matters and many more benefits.