Application Of Human Resource Information System At Independent Electoral And Boundaries Commission In Kenya

Abstract

The study sought to establish the extent of application of Human Resource Information System at Independent Electoral and Boundaries Commission, Kenya. The research adopted case study methodology. Primary data was put to use for this study and gathered through the interviews guide. Content analysis was most helpful in analysis the information. The findings indicate that usage of HRIS was for the purpose of accessing the Human resource capability and demand forecasting of the human resource. By the fact that it incorporates Skills inventory, performance appraisal system and discipline management HRIS is used in human resource capability. Also HRIS has demand forecasting on the HR department because the staff establishment is inbuilt in the system, making it easy to know the human capital at any given time. HRIS is used in human resource supply forecasting as all the respondents were in agreement with the following status. The fact that, HRIS is applied in the screening criteria of application, the respondents were in agreement that the system provides an online application criterion for applicants. But, the system does the shortlisting process in the application area. HRIS has improved the recruitment process and selection process. This is because, application and selection process is efficient, effective and cost effective. Information generated by HRIS for the employees has not affected the salary appraisal of the employees neither has it influenced the effectiveness of promotion decisions. This is because HRIS does not actively influence both factors. The board of governance are the one responsible for making decisions related to salary appraisal or the performance of employees. The HRIS is responsible for the planning and setting performance of the employees. The system also monitors all the functions done by the employees. The HRIS is not designed as a reward system but as a recruitment system. Lastly, the research addressed the issue of impact of HRIS at IEBC and the challenges that hinders the usage of HRIS at IEBC. Evaluating on the impacts, the research noted that only the positive impacts were as a result of HRIS. They include the shortening of the tiresome processes of application. Effectiveness and efficiency in the recruitment process and reduction of cost in the recruitment and evaluation processes. The challenges faced by IEBC usage of HRIS is inadequate resources, computer illiteracy, adaptability by the employers among others. The study therefore, concludes that HRIS is applied to a greater extent in the IEBC. Mostly its application is noted in the recruitment process. This indicates that the HR department in the IEBC was facing intense challenges in the process of recruitment. By the introduction of HRIS, efficiency in cost and also service providence is improved in the recruitment process. According to the findings of the study, the following recommendations should be put in place; IEBC should come up with ways or risk management strategies to address the factors which have hindered the effectiveness of application of HRIS. The study should also address the issues of employee performance after before and after the introduction of HRIS. So as to determine if the application of HRIS has improved the performance of the employees or not