Assessing the effectiveness of the human resource information system/s in Uganda’s public service

Abstract

The study aimed to investigate the effectiveness of Human Resource Information Systems (HRIS) in Uganda’s public service. It was guided by three main objectives: to examine the factors affecting HRIS effectiveness, to assess the challenges hindering its effectiveness, and to suggest strategies for improvement. The research was conducted at the Ministry of Public Service and selected local governments, including Entebbe District, Wakiso District, Mukono District, and municipal councils like Ssabagabo, Kira, and Mukono, as well as Mulago Referral Hospital. Using the Technology Acceptance Model (TAM) developed by Davis (1985), the study adopted a cross-sectional survey design to collect quantitative data from 180 officers involved with HRIS in various government institutions. Simple random sampling was used, achieving a response rate of 94.3%. The demographic analysis of the respondents reveals that males were more represented than females, with the majority falling in the 30-39 age group. The findings revealed that the effectiveness of the HRIS in Uganda’s public service was influenced by various factors. Users reported dissatisfaction with system usability, flexibility, and response time, although some acknowledged its reliability. While the HRIS provided timely information, concerns about completeness persisted. Challenges included technological issues like system downtimes and data security, organizational barriers such as rigid structures, and individual-related factors like insufficient training. Strategies for improvement indicated mixed opinions, with skepticism around infrastructure upgrades and a need for streamlined processes and enhanced training to facilitate HRIS effectiveness. The study recommended investing in reliable technological infrastructure and maintenance to reduce system downtimes. Further research should explore the long-term impacts of HRIS on employee performance and organizational productivity to better understand its economic implications.

KEY WORDS: Human Resource Information Systems (HRIS), Public Service, system usability, technological issues, employee performance