Human Resource Information Systems and Employee Performance at Teacher’s Service Commission in Nairobi City County, Kenya

Abstract

The implementation of a Human Resource Information System (HRIS) at the Teacher's Services Commission was anticipated to enhance operational efficiency and therefore decrease the volume of communication and client visits to the commission at any given moment. The main aim of this study was to examine the relationship between human resource information systems and employee performance within the context of TSC. The study holds significance for the administration of TSC, the staff of TSC, public organizations, users of HRIS, and other researchers. The study is based on Ability-Motivation-Opportunity Theory, Social Systems Theory, Technology Acceptance Theory, Wage Fund Theory, and Resource Flow Theory. The research employed a descriptive research design. Target staff for this research constituted 144 staff at TSC secretariat. The study used purposive sampling to determine the specific TSC Secretariat that primarily focuses on use of HR systems for staff management. Consequently, the sample size remains 144 participants. The utilization of both structured and unstructured questionnaires was towards collection of primary data. The study instrument's validity was assessed using content validity, face validity, construct validity, and consultation with the supervisor and expert opinions. The reliability tests utilized Cronbach's Alpha Coefficient, with a threshold of 0.7. Descriptive statistics, such as the standard deviation and mean, was applied. The application of inferential statistics, specifically multiple linear regressions, was facilitated by the use of SPSS software. Analysis was conducted at a significance level of 0.5. The data that was evaluated was presented using tables in order to enhance the clarity of the findings. Presenting qualitative data involved the narrative presentation of narration derived from content analysis. According to the findings, the HRIS payroll interface in e-payroll is capable of calculating salaries and providing a variety of supporting jobs when it is coupled with payroll administration. It was emphasized that online recruiting makes available a number of methods for screening persons. These methods include pre-employment screening, personality evaluations, and testing, and they make it possible to choose suitable applicants who are a reflection of an organization's beliefs. Although e-appraisal systems influence human resource information systems and employee performance at Teacher’s Service Commission performance when combined with other research variables, the management is not making the best possible use of the HRIS data supply in order to make appraisal decisions. These aspects of e-payroll were not investigated in this study. Therefore, in order for TSC to properly administer their e-payrolls, they need to identify the various components of e-payroll and incorporate those components into their information systems for managing human resources.